3500 ch. 7

Which of the following is a legal bargaining item? A. Union representation on the board of directors B. Closed shop provisions C. Policies that involve racial discrimination D. Payment of wages below the legal minimum

Union representation on the board of directors

In a recent contract negotiation over the issue of wage increases, the union's resistance point was 2.5% and their target point was 3%. Management's resistance point was 3% and their target point was 2.75%. The size of the settlement range is: A. .25% B. .75% C. .50% D. Cannot be calculated from this example

50%

A key principle of integrative bargaining is that the parties should focus on ___________________ in negotiations. A. Self interest B. Common interests C. Positions D. Winning

common interests

Which of the following is not a consequence of bargaining centralization? A. An increase in the number of issues brought to the bargaining table B. Separation between the negotiators and their constituents (the people they represent) C. Improved ability to tailor contracts to local conditions D. Decreased level of whipsawing

Improved ability to tailor contracts to local conditions

As it pertains to bad faith bargaining, direct dealing occurs when: A. An employer goes around the union to discuss issues directly with the employees in a way that undermines the union's ability to bargain. B. A union discusses issues that have been presented at the bargaining table with the employees, without the employer's permission. C. The union and employer negotiate directly with each other over wages, hours, and other conditions of employment. D. An arbitrator delivers a final and binding arbitration decision.

An employer goes around the union to discuss issues directly with the employees in a way that undermines the union's ability to bargain.

In negotiating a contract, the terms and conditions that are considered minimally acceptable to either side are determined by the: A. Contract zone. B. BATNA. C. Strike zone. D. Target settlement.

BATNA.

The main reason for the trend toward decentralization of bargaining in the U.S. is: A. Employers have been able to use their superior bargaining leverage to force decentralization. B. Unions' preferences for more control and rigidity in the bargaining process. C. Employee desires for less demanding work. D. Employee desires for less responsibility associated with employee involvement

Employers have been able to use their superior bargaining leverage to force decentralization.

Multilateral bargaining occurs when: A. Parties must negotiate with members of their own constituency B. One union and one employer negotiate together. C. Negotiations occur between multiple parties such as union, management, government officials, and workers D. Bargaining occurs at different stages of the negotiation process

Negotiations occur between multiple parties such as union, management, government officials, and workers

In the 1960's, Lemuel Boulware determined General Electric's desired contract based on a careful financial analysis and a survey of the employees. He then crafted a "take it or leave it" proposal, presented it to the union, and refused to engage in discussions over the contract proposal. This is best described as an extreme example of: A. Surface bargaining. B. Direct dealing. C. Refusal to provide information to the union. D. Unilateral changes.

Surface bargaining.

The NLRB's responsibility to distinguish between issues that are mandatory, permissive and illegal bargaining items is called: A. A Gissel bargaining order B. The Borg-Warner doctrine C. The Steelworkers Trilogy doctrine D. Bargaining issue determination

The Borg-Warner doctrine

Bargaining power can best be described as: A. The ability to secure another's agreement on your own terms. B. The ability of an arbitrator to dictate the final terms of a bargaining contract. C. The NLRB's ability to require parties to bargain in good faith. D. The ability of employees to decertify a union if they are dissatisfied with its performance.

The ability to secure another's agreement on your own terms.

The bargaining environment is defined as: A. The diverse set of external influences on labor and management as they bargain a contract B. The degree of bargaining power the parties have in negotiations C. The ability of the parties to establish their BATNA's D. The environmental impact of any final contract terms

The diverse set of external influences on labor and management as they bargain a contract

The resistance points in contract negotiations are determined by: A. The parties' desired outcomes. B. The parties' target point. C. The parties' BATNAs. D. The contract zone.

The parties' BATNAs.

When one party's target settlement is the other party's resistance point, they are likely to be: A. Engaged in integrative bargaining. B. Engaged in distributive bargaining. C. Unable to reach an agreement. D. Quick to settle on a contract

Unable to reach an agreement.

The goal of integrative bargaining is : A. Integrate the needs of the union and the needs of the employees to get the best deal possible. B. Create a positive setting for negotiations. C. Push the opposing party as close to their resistance point as possible. D. Unify the common interests of management and the employees in a way that makes everyone better off than before.

Unify the common interests of management and the employees in a way that makes everyone better off than before

Intraorganizational bargaining is more visible on the union's side because: A. Unions are essentially political institutions whose agendas are determined by many constituents. B. Unions are essentially economic institutions whose interest is in self enrichment. C. Management does not have constituents with competing interests. D. Management is better at hiding the competing interests of their constituents.

Unions are essentially political institutions whose agendas are determined by many constituents.

Labor negotiations are like a theatrical play in all of the following ways except: A. The lead negotiators are often like actors putting on a show for their audience. B. Experienced lead negotiators often meet with each other in private or "backstage". C. What happens "on stage" at the bargaining table has no real effect on the relationship between union and management. D. The bargaining table and setting for bargaining is like a stage.

What happens "on stage" at the bargaining table has no real effect on the relationship between union and management.

____________________ pertains to concerns of managing the labor-management relationship, such as creating trust. A. Distributive bargaining B. Attitudinal structuring C. Direct dealing D. Unilateral change

attitudinal structuring

The binders used to create a complete record of the negotiation, including agendas, proposals, cost estimates, and supporting documents is called the: A. Arbitration decision B. Bargaining book C. Supplementary contract document D. Final offer package

bargaining book

Which of the following is not an example of bad faith bargaining? A. Bilateral bargaining B. Unilateral change C. Direct dealing D. Surface bargaining

bilateral bargaining

Which of the following is not considered a "permissive" bargaining issue: A. Benefits for retirees B. Bonus plans C. Drug and alcohol screening of job applicants D. Decisions to close a plant

bonus plans

The wages and benefits of federal government employees are determined: A. By civil service rules B. Through collective bargaining C. By Presidential directive D. By the Director of the Office of Personnel Management

by civil service

The sequential bargaining process used in pattern bargaining is an attempt to: A. Decentralize bargaining. B. Undermine bargaining. C. Centralize bargaining. D. Redefine bargaining units.

centralize bargaining

The process of producing a legally binding, written contract that specifies wages, benefits, layoff policies, grievance procedures, etc. is called: A. Authorization campaigning B. Attitudinal structuring C. Direct dealing D. Collective bargaining

collective bargaining

The four bargaining subprocesses identified by Walton and McKersie include all of the following except: A. Distributive bargaining B. Integrative bargaining C. Concession bargaining D. Attitudinal structuring

concession bargaining

A union is said to have strong strike leverage when: A. Conditions are such that a strike would be costless to the employer. B. Conditions are such that a strike would be costly to the employer. C. The union has taken its members out on strike. D. The employer is in a strong bargaining position forcing the union to strike.

conditions are such that a strike would be costly to the employer

Which of the following is not information that the employer must provide unconditionally to the union upon request? A. Current wage information for employees B. Standards in place for making merit pay decisions C. Company health and safety statistics D. Corporate financial information

corporate financial information

Since the 1980s the use of pattern bargaining has: A. Increased. B. Decreased. C. Remained stable. D. Become obsolete.

decreased

Bluffing is a bargaining tactic that is most likely used in: A. An unfair labor practice B. Distributive bargaining C. Attitudinal structuring D. Intraorganizational bargaining

distributive bargaining

In negotiations, once both parties have presented their initial proposals, it is common for them to start bargaining with the: A. Hardest issues first B. Easiest issues first C. Employer's issues first D. Union's issues first

easiest issues first

An aggressive distributive bargaining plan that intends to push labor unions into making significant concessions at the bargaining table can best be described as a(n): A. Hardball tactic. B. Forcing strategy. C. Zero-sum bargaining game. D. Unfair labor practice.

forcing strategy

Which of the following is not a form of bad faith bargaining: A. Forcing tactics B. Direct dealing C. Surface bargaining D. Unilateral change

forcing tactics

Bargaining between unions and corporations or public sector agencies, rather than daily interactions or bargaining between employees and their managers, can be called: A. Fractional bargaining B. Employee bargaining C. Interest-based bargaining D. Institutional bargaining

institutional bargaining

Modified integrative bargaining is a term used to describe a process of negotiations where: A. integrative bargaining is tried first and, if it fails, distributive bargaining takes place B. distributive bargaining occurs first and, if it fails, integrative bargaining takes place C. one or both parties says they will try integrative bargaining but don't really apply the principles D. integrative bargaining tactics are used simultaneously with distributive bargaining tactics

integrative bargaining is tried first and, if it fails, distributive bargaining takes place

All of the following could be another label for distributive bargaining except: A. Adversarial bargaining B. Hard bargaining C. Traditional bargaining D. Interest-based bargaining

interest-based bargaining

The employment relationship is labeled a mixed motive because: A. Management wants to make a profit at the same time they want to be fair to employees B. Unions want to be profitable at the same time they need to represent employees C. It is a mixture of conflicts of interests and shared opportunities for the employer-employee-union relationship D. Employees are often mixed about who they support, the union or management

it is a mixture of conflicts of interests and shared opportunities for the employer-employee-union relationship

When estimating the cost of a contract proposal, which of the following is not likely to be an important consideration? A. Future staffing levels B. Employee seniority C. Opinions of union members D. Labor market trends

opinions of union members

When unions negotiate contracts with one company at a time, each modeling their settlements after prior contracts negotiated in the same industry or covering similar jobs, it is known as: A. Contract modeling B. Pattern bargaining C. Concession bargaining D. Hardball tactics

pattern bargaining

When determining the right bargaining structure for a given set of negotiations, labor and management negotiators face a trade off between: A. Equity and efficiency B. Responsiveness and employee voice C. Power and political influence D. Power and responsiveness to local needs

power and responsiveness to local needs

Which of the following is not a step in the integrative bargaining process? A. Create standards for decision making B. Identify issues that need to be discussed C. Present a list of demands to the other party D. Understand each side's fundamental interests

present a list of demands to the other party

Holding public rallies, boycotts, and bringing negative publicity to the other party in negotiations is considered a(n): A. Unfair labor practice. B. Bad faith bargaining tactic. C. Hardball tactic. D. Pressure tactic.

pressure tactic

When it comes to strikes, most public sector workers are: A. Able to strike legally, without loss of benefits. B. Able to strike but must take economic losses. C. Prohibited from striking. D. Allowed to strike only over certain issues like management abuse.

prohibited from striking

Which of the following is not a part of the time line of the bargaining (negotiation) process? A. Exchange proposals B. Rights arbitration in case of impasse C. Conduct benchmarking D. Assign a bargaining team

rights arbitration in case of impasse

Which of the following is not a critical piece of information for the bargaining or negotiation process? A. The BATNA B. Benchmarking information C. Knowledge of the opponent's interests D. Rules of evidentiary procedure

rules of evidentiary procedure

In distributive bargaining, each party's ____________________ is often the other side's resistance point. A. negative settlement range B. BATNA C. counter offer D. target settlement

target settlement

Which of the following is not a key difference in the bargaining environment of the public and private sectors? A. In the public sector, essential services cannot be easily outsourced and must be provided by the government. B. Public services are not bought and sold in economic markets. C. Politics plays a more important role in the public sector than in the private sector. D. The labor market does not affect the public sector as much as it does the private sector.

the labor market does not affect the public sector as much as it does the private sector

Once a contract has been settled, in most cases it must be approved by _______________________ before it can go into effect. A. The National Labor Relations Board B. The company Board of Directors C. The rank and file union members D. All of the above

the rank and file union members

If the union's resistance point is 3% and their target is 5%, while the employer's resistance point is 2.5% with a target of 0: A. There is no contract zone. B. There is a large contract zone. C. The contract zone is likely to change. D. There is a small contract zone.

there is no contract zone

All of the following could be another label for integrative bargaining except: A. Win-win bargaining B. Mutual gains bargaining C. Interest-based bargaining D. Traditional bargaining

traditional bargaining

Which of the following bargaining issues is most likely to be viewed as a zero sum game? A. Safety standards B. Wage increases C. Random drug testing procedures D. Promotion standards

wage increases

60 days before contract negotiations are set to begin, the parties provide the Federal Mediation and Conciliation Service: A. Authorization cards B. Petition for election C. Notice of intent to strike or lockout D. Notice of intent to bargain

notice of intent to bargain

Laws that require public sector negotiations to take place in public are called: A. Public sector bargaining laws B. Sunshine laws C. Full disclosure laws D. Public record laws

sunshine laws

Relative bargaining power is closely related to: A. The parties' resistance points. B. Management's strike leverage. C. The union's strike leverage. D. The parties' willingness to compromise.

the union's strike leverage

A ____________________ change is when the employer changes wages, benefits, or other term and conditions of employment without bargaining with the union. A. Multilateral B. Unilateral C. Bilateral D. Prolateral

unilateral

The parties are most likely to be motivated to bargain when: A. A negotiated settlement will be better than the parties' BATNAs. B. The union's resistance point is substantially higher than management's resistance point. C. Management's resistance point is the same as the union's resistance. D. The BATNA is far better than a negotiated settlement.

A negotiated settlement will be better than the parties' BATNAs.

Pattern bargaining occurs when: A. Employers within an industry decide ahead of time what they will all settle at and then negotiate the same or similar terms with the unions. B. Unions from one industry use the contracts from another industry as a guide for where they should settle in negotiations. C. An employer and union settle with essentially the same terms year after year. D. A union negotiates with one company and then uses that settlement as a target for all other negotiations in the industry.

A union negotiates with one company and then uses that settlement as a target for all other negotiations in the industry.

A unilateral change as it pertains to bad faith bargaining occurs when: A. The union agrees to a change in wages, benefits or other terms of employment without first consulting the employees B. The government imposes a settlement on the employer and the union because they are unable to reach an agreement C. An employer changes wages, benefits or other terms of employment without first bargaining with the union D. An employer changes wages, benefits or other terms of employment without first consulting the employees

An employer changes wages, benefits or other terms of employment without first bargaining with the union

Which of the following is most likely to be considered an example of surface bargaining? A. An employer, unsatisfied with the contract terms being offered by the union, negotiates directly with an influential employee who is not on the negotiating team in the hopes that she will convince other employees to agree to the terms. B. An employer refuses to give the union financial information it has requested after telling the union that their demands are unreasonable in light of the company's tentative financial position. C. An employer uses delay tactics such as scheduling conflicts, withdrawing items that were already settled, and delaying the release of information important to negotiations. D. An employer decides to implement the terms of their final offer in the hopes that employees will like the contract and pressure the union to settle.

An employer uses delay tactics such as scheduling conflicts, withdrawing items that were already settled, and delaying the release of information important to negotiations.

Which of the subprocesses of bargaining is most concerned with the fact that the employer-employee-union relationship is a long term, ongoing relationship? A. Distributive bargaining B. Integrative bargaining C. Attitudinal structuring D. Intraorganizational bargaining

Attitudinal structuring