MGT 3500 Ch.5
A key difference between the European and U.S. models of unionism is that the European model sees the scope of unionization as limited to the workplace.
False
A union suppression strategy sees employees as assets so policies are designed to train and reward employees to prevent them from wanting a union.
False
Although the labor market has a significant influence on labor relations, the product market, by contrast, has relatively little influence.
False
An amalgamated union is a federation of unions from a variety of industries and occupations.
False
An international union federation will typically be involved in union organizing, negotiating, and grievance handling for a national or local union.
False
Closing unionized plants, moving unionized plants to a non-union location, outsourcing jobs, and opening nonunion operations to compete with union operations are all examples of union substitution.
False
Union density rates are highest for: A. Teachers. B. Blue-collar manual laborers. C. Sales and managerial workers D. Service workers (e.g., restaurant, daycare workers)
A
When asked what he saw the role of the union to be in the coming years, one union representative replied, "To administer the contract for my members." This reply best illustrates: A. The servicing model of union representation. B. The organizing model of union representation. C. Employee empowerment unionism. D. Social unionism.
A
Which of the following groups typically has the highest union density rate? A. African American workers. B. Hispanic workers. C. White workers. D. Asian workers.
A
Within a typical union structure, the greatest power and authority lies with: A. National unions. B. Regional unions. C. Local unions. D. Union stewards.
A
Within the model of general unionism, there is constant tension between: A. The benefit of having more members and the difficulty of representing their diverse interests. B. The benefit of having more union leaders and difficulty of managing their different perspectives. C. The goals of leaders of smaller unions and those of larger unions. D. All of the above.
A
A form of unionism in which there are clearly defined roles where management makes all business decisions while the union negotiates strict work rules to determine wages and job rights through the collective bargaining agreement is called: A. Business unionism. B. Job control unionism. C. Social unionism. D. Employee empowerment unionism.
B
Deskilling refers to a union strategy in which workers' jobs are made less challenging so as to reduce the amount of stress that workers experience.
False
Due to the decline in manufacturing in the U.S., manufacturing has one of the lowest union density rates among industries.
False
Each national union has a collective bargaining agreement that spells out the union's bylaws and procedures.
False
Employee empowerment unionism is focused on developing standardized outcomes for workers within the same occupation.
False
Forcing individuals to use themselves or their property against their will is an immoral act according to the ethical framework of virtue.
False
In the U.S., local union leadership is usually appointed by the regional or national president.
False
Industrial unionism seeks to organize workers of a single occupation, in the same industry, into the same union.
False
Job control unionism values worker participation in management decision making.
False
One criticism of the social unionism model is that it can sometimes create a passive union membership who expect to be led by others rather than to lead themselves.
False
Over the past 40 years, the earnings gap between educated and uneducated workers has declined.
False
Craft unionism is well-suited to a stable, industry-oriented workforce.
False
European social partnership arrangements are characterized by: A. Local union member activism over broad social and economic goals. B. National union leadership to achieve broad social and economic goals. C. Local union activism over workplace goals. D. National union leadership to achieve workplace goals.
B
In 2005, seven of the country's largest unions left the AFL-CIO to form a new federation of unions called: A. The International Labor Organization. B. Change to Win. C. The Coalition for Employee Free Choice. D. The American Federation of Labor.
B
A business unionism approach to collective bargaining typically has a scope of representation focused on: A. The workplace. B. Society. C. The government. D. Management authority.
A
A national labor federation is: A. An association of labor unions that provides support and leadership to the labor movement. B. A labor union that represents workers from across the nation. C. A social union that focuses exclusively on legislative and social change. D. A professional association for labor leaders from various unions across the country.
A
A national union is most likely to take the lead in collective bargaining: A. When the company is large. B. When the company is small. C. The national union never takes the lead - it is the local union that leads bargaining. D. The national union always takes the lead in collective bargaining.
A
Merging unions: A. Increases membership and financial solvency. B. Increases competition among unions. C. Increases aggressiveness of local union leaders in meeting the needs of their members. D. All of the above.
A
National and local unions are governed by: A. Democratic methods in which union members elect union leaders whose actions are constrained by a constitution, by-laws, and elections. B. Autocratic methods in which a powerful leader issues mandates and orders. C. Paternalistic methods in which benevolent leaders "care for" their union members. D. Laissez-faire methods in which union members are allowed to do whatever they think is in their best interest.
A
The AFL-CIO serves a number of purposes for local and national unions including all of the following except: A. Organizing, negotiating and grievance handling. B. Political lobbying. C. Research of issues related to unions and their members. D. Overall coordination and direction of the union movement.
A
The servicing model of representation sees the relationship between workers and their union as: A. A narrow economic exchange that develops only weak ties between leaders and union members B. A narrow economic exchange that rests upon strong ties between leaders and union members C. A social exchange that develops only weak ties between leaders and union members D. A social exchange that develops strong ties between leaders and union members
A
The servicing model of unionism can be best described as: A. A passive form of employee representation in which unions are put in place to solve problems for workers. B. An active form of employee representation in which unions facilitate problem-solving by workers. C. An active form of employee representation in which the union plays a key role in facilitating management of the business. D. A passive form of employee representation in which the union is controlled by management and used to achieve business objectives.
A
In a national union, a division or conference refers to: A. A periodic meeting held to discuss national union issues. B. A branch of the union that focuses on particular industries or important occupations. C. A department that focuses on things like union organizing, collective bargaining, research or education. D. A branch of the union that focuses on a particular region of the country.
B
In the ____________________ model of representation, a union is like an insurance company, where workers pay dues and are in turn protected against bad times. A. Unionism. B. Servicing. C. Organizing. D. Business.
B
Job control unionism, which has dominated U.S. unions since WWII, is characterized by all of the following except: A. Detailed and legalistic union contracts. B. Informal grievance procedures. C. Narrowly defined jobs. D. Low levels of employee input.
B
Most of the union organizing, negotiating, and grievance handling is done by ____________________. A. the AFL-CIO. B. local and national unions. C. company associations. D. the ICFTU
B
Some states have passed legislation granting university professors the right to unionize. At some schools, rather than negotiating a rigid wage schedule that applies to all professors, the union has negotiated a set of rules to govern individual wage negotiations between each professor and the university administration. This approach is best described as: A. Job control unionism. B. Employee empowerment unionism. C. Social movement unionism. D. Business unionism.
B
The United Auto Workers represents all workers at a large auto parts manufacturing company. Included in the bargaining unit are welders, electricians, factory line workers, and workers who load and unload stock. This model of unionism is best described as: A. Business unionism. B. Industrial unionism. C. Job control unionism. D. Craft unionism.
B
When unions take advantage of favorable economic conditions and union strength to win whatever you need or can win, by any means is necessary - including those that may be illegal, they are engaging in: A. Business unionism. B. Jungle unionism. C. Uplift unionism. D. Social unionism.
B
Which of the following is not consistent with a model employee empowerment unionism: A. Skill-based pay system where workers negotiate pay premiums with management. B. Stronger authority for union representatives. C. Union involvement in establishing standards for team composition. D. A negotiated framework for employees to resolve their own workplace issues.
B
Which of the following is true about union members' participation in the governance of their unions: A. Union members are more active at the national level than at the local level. B. Union members are more active at the local level than at the national level. C. Union members are highly active at both the national and local levels. D. Union members participation rates are low at both the national and the local levels.
B
Which of the following represents a model of unionism where the scope of representation includes the social arena but there is only passive participation by union members: A. Job control unionism B. European social partnerships C. Employee empowerment unionism D. Social movement unionism
B
A model of unionism which adopts a scope of representation confined to the workplace but which encourages active participation by union members is: A. Job control unionism. B. Business unionism. C. Employee empowerment unionism. D. Social movement unionism.
C
A type of unionism that is well-suited to individuals that identify more with their occupation than they do with a particular company or industry is: A. Business unionism. B. Industrial unionism. C. Craft unionism. D. Job control unionism.
C
A union that pursues the social unionism model, will try to achieve equity and voice: A. in the workplace (e.g., higher wages and better working conditions) B. in society. C. in workplace but also in society as a whole D. only if it benefits the union leadership.
C
In the 1930s and 1940s, the Teamsters Union used strikes and boycotts along with physical intimidation and obstruction to win changes in wages, hours, and working conditions. This is an example of: A. Business unionism. B. Uplift unionism. C. Jungle unionism. D. Social unionism.
C
The ________________________ model of representation views unions as institutions of worker participation, empowerment, and mobilization. A. Unionism. B. Servicing. C. Organizing. D. Business.
C
The ability of union members to influence the decisions of their union leaders is known as the: A. Behavioral dimension of union democracy. B. Procedural dimension of union democracy. C. Substantive dimension of union democracy. D. Elective dimension of union democracy.
C
Today most U.S. unions have a membership that consists of workers: A. From a single industry. B. From a single craft or occupation. C. From diverse occupations or industries. D. From a particular region of the country.
C
Under a model of social unionism, the labor movement's influence comes from: A. Strong bargaining power in the workplace. B. The ability to control workplace decisions. C. Social and political power. D. Government mandates regarding union rights.
C
A local union may represent: A. Many workers from a single workplace. B. Workers in a single occupation from several workplaces. C. Multiple occupations in multiple workplaces. D. All of the above.
D
If you compare the power structure of the U.S. labor movement to that of different levels of government, the AFL-CIO is analogous to: A. The International Labor Organization. B. State government. C. Federal government. D. The United Nations.
D
Local unions are governed by a president and: A. Union organizers hired by the union president. B. Local union stewards elected by the workers. C. Worker representatives appointed by the company president. D. Executive committee elected by the workers.
D
Social movement unionism is most closely aligned with which school of thought? A. Mainstream economics. B. Human resource management. C. Industrial relations. D. Critical industrial relations.
D
The traditional model of job control unionism which dominated the U.S. workplace in the 20th century has been criticized for encouraging or creating all of the following except: A. Lack of flexibility in production processes. B. Inattention to quality of production. C. Worker apathy toward work and business. D. Subjective and arbitrary treatment in the workplace.
D
When it comes to union democracy, the Landrum-Griffin Act (1959) mandates all of the following except: A. Free speech for union members. B. Election provisions. C. Financial disclosure. D. The number of terms a union official can serve.
D
Which state is most likely to have a low union density rate: A. Wisconsin. B. New York. C. Oregon. D. Georgia.
D
The ethical perspective that emphasizes individual duty or responsibility to respect human dignity over other goals (such as profit maximization) is known as Rawlsian justice.
False
The key problem with financialization, from a labor relations perspective, is that it places too much emphasis on investing in new technology and equipment, rather than on investing in employee training and development.
False
The lowest union densities in the U.S. can be found in the Southwest and Northeastern states.
False
The servicing model of unionism is one in which employees play an active role in voicing their opinions and making decisions about how the union should expend its energies and resources.
False
The split in the AFL-CIO, which led to the creation of the Change to Win federation, occurred over concerns about the amount of money that the AFL-CIO was putting into union organizing at the expense of political lobbying.
False
Though national unions are available to provide research assistance, the majority of union organizing, training, lobbying, and supervision of collective bargaining is done by the local unions.
False
Tom is a human resource intern for a staffing agency. One day, Tom get a call from a client requesting that they send "white only" applicants. Tom's boss does not want to lose the client because times are tough and profits are tight. He tells him to follow the customer's request, even though he knows it violates equal employment opportunity laws. After considerable thought, Tom decides complying with his boss' instructions to place profits before equal opportunity violates his personal code of ethics and quits. Tom's ethical values illustrate the ethics of virtue.
False
Union density is significantly higher for men than it is for women.
False
Union substitution tactics are always legal.
False
When comparing the democratic processes of unions and corporations, one can conclude that they are comparable.
False
When one talks about the "scope" of representation, one is referring to the number of different activities a union is involved in at the workplace.
False
"Occupational unionism" is another name for "craft unionism".
True
A partnership between management and the union in addressing workplace problems and issues is most likely to arise in a paternalistic organization with a union acceptance strategy.
True
A union constitution is a document that spells out election procedures, by-laws, and other procedures for each national union.
True
Business unionism works within the capitalist system by focusing on securing labor's "fair share" of profits, rather than seeking broad scale social change.
True
Change to Win is a federation of seven of the U.S.'s largest unions which left the AFL-CIO in 2005.
True
Companies pursuing a differentiation strategy are likely to embrace the human resource management school of thought.
True
Companies pursuing a strategy of low cost are more likely to employ union suppression tactics than companies pursuing a strategy of differentiation.
True
Financialization refers to the pursuit of increased profits through financial transactions rather than through the delivery of a business' core goods and services.
True
In concession bargaining, economic pressures push unionized workers to give up gains they have made in wages, benefits, and work rules.
True
In most unions, the first person contacted when a grievance arises in the workplace is the union steward.
True
Iron Mountain manufacturing recently purchased new quality control technology to replace the current quality control process where employees visually inspect each small part. Instead of this manual check, employees will now need to learn to operate sophisticated computer equipment. This could be considered an example of skill-biased technological change.
True
Jenna is a new recruiter for a large staffing agency. Her trainer has told her to let candidates know that they will "get back to them" within two weeks of a interview date. Jenna notices, however, that the staffing agency rarely lives up to this promise and often never gets back to candidates. Jenna finds this unethical - she knows that if she were the candidate, she would not want to be lied to. Jenna's ethical analysis illustrates the ethics of duty.
True
Job control unionism developed as a response to tight managerial control and arbitrary decision-making that was common in mass production settings during much of the 20th century.
True
Management can gain greater control over the workforce by taking skilled jobs and reducing them to routine, standardized jobs.
True
National unions usually have final authority over local union actions such as negotiating, organizing, and striking.
True
Rather than establishing standardized job outcomes, employee empowerment unionism establishes processes and parameters that guide workers in one-on-one discussions with their employers to determine their job outcomes.
True
Skill-biased technological change increases the skill requirements of jobs.
True
Social movement unionism is one that encourages and embraces union member activism in working toward broader social goals.
True
Social unionism sees labor unions as important participants in determining the political and civil outcomes in society.
True
Southern and southwestern states generally have the lowest union densities in the U.S.
True
Supporters of the labor movement have criticized the servicing model of unionism for creating a union membership that is uninterested and unwilling to play an active role in their own representation.
True
The "soul" of union representation refers to the degree of participation that union member's have in their own union representation decisions and actions.
True
The departments of Justice and State, as well as anti-trafficking groups, estimate there are about 27 million people worldwide in modern-day slavery. Considering the various theories of ethics, modern-day slavery is an example of an extreme violation of the ethics of liberty.
True
The ethical perspective that is most closely aligned with mainstream economic values of welfare maximization is the utility perspective.
True
The organizing model of unionization sees unions as a collection of empowered workers who are involved in decision making and union activism.
True
The predominant model of unionism in the U.S. is business unionism.
True
The substantive dimension of union democracy refers to the responsiveness of a union's leadership to its members.
True
Theory X is a management theory that sees workers as fundamentally disliking work and being unwilling to put forth effort unless they are threatened and controlled.
True
U.S. labor law mandates basic democratic procedures within unions, including free speech and election provisions.
True
Union avoidance is the extent to which an employer will work to become or remain a "union free" establishment.
True
Union density in the U.S. is approximately 13.0% of the workforce.
True
