MANA3335 MindTap Assignment: Chapter 08: Managing Human Resources in Organizations

Did you graduate from high school?

*Legal {This question is legal, because it verifies a legitimate job qualification. Asking for the year in which someone graduated is not legal, however, because this question can lead to discrimination based on age}

Did you graduate from college?

*Legal {This question is legal, because it verifies a legitimate job qualification. Asking for the year in which someone graduated is not legal, however, because such questions can lead to discrimination based on age}

Protects people 40-65 years old from discrimination

*Age Discrimination in Employment Act {The Age Discrimination in Employment Act (ADEA) protects people 40-65 years old from discrimination. Prior to the passage of the ADEA, employers could create mandatory retirement ages, often at age 65. The ADEA also states that employers may not require retirement at a certain age unless a bona fide occupational qualification (BFOQ) exists. For example, airlines can mandate that pilots retire at 65 because of a BFOQ related to reflex speed and visual acuity}

Prohibits discrimination against people with disabilities

*Americans with Disabilities Act {The Americans with Disabilities Act (ADA) prohibits discrimination against people with disabilities. The law requires that people with physical or mental impairments be provided with "reasonable accommodations." The law specifies that the impairment must "substantially limit one or more major life activities." The ADA applies to both private and government employees working in organizations with more than 15 employees}

Makes it easier for employees to win discrimination lawsuits

*Civil Rights Act of 1991 {The Civil Rights Act of 1991, which amends Title VII of the Civil Rights Act of 1964, makes it easier for employees to win discrimination lawsuits. The law allows for a jury to determine whether unfair discrimination occurred and whether punitive damages should be awarded if unfair discrimination is shown. (Punitive damages are fines designed to punish an offender, in addition to the compensation needed to make a victim whole.) The Civil Rights Act of 1991 also shifts the burden for which litigant must prove that no other, less discriminatory, selection devices existed. Prior to the Civil Rights Act of 1991, the plaintiff (usually an employee) had the burden of proof}

The ranking performance appraisal system tries to improve performance ratings by forcing managers to:

*Compare employees {The purpose of a ranking system is to arrange employees along an entire spectrum of performance from good to bad. To arrange employees along the spectrum, the supervisor compares employees to each other. Ranking systems are particularly useful in situations in which managers must make cuts according to employee performance—for example, when an organization is downsizing}

Imagine that you are a human resource manager at an online retailer. What will you do in order to know whether you will be giving layoff notices to your programming staff or recruiting for additional programmers?

*Compare the future demand for programmers at the company to the internal supply {Adjustments in staffing through reduction or recruitment will be based on the organization's demand for a specific job and its internal supply of employees who can fill that job. If supply exceeds demand, layoffs will occur. If demand exceeds supply, recruitment will be needed}

If Denise were focusing solely on the compensation structure for employees, that analysis would not include

*Considering whether the benefits provided to employees are comparable to those elsewhere {Benefits are things of value other than compensation that a company provides to its workers. Benefits come in many forms, such as paid time off and health insurance. The other answers all relate to compensation; that is, financial remuneration a company gives employees in exchange for their work. Wage level, wage structure, and individual wage decisions are all part of determining employee compensation}

Imagine that your firm has made a commitment to increasing the diversity represented at higher levels of the organization. What can you do to forecast which positions could be staffed with minorities?

*Create a replacement chart {A replacement chart lists each important position in the organization, who occupies it, how long he or she will likely remain, and who would be a qualified replacement. In this situation, the replacement chart would identify the positions most likely to become available. The human resource manager could then recruit minorities with the desired skill sets}

The grocery store down the street from your house is nonunionized. Which of the following are likely to happen if its employees start a union? Check all that apply.

*Employee benefits will increase *Employee wages will increase {Unions are often able to increase employee compensation and benefits, because they handle compensation negotiations through collective bargaining. They also provide employees with specific, formal methods for handling grievances, or concerns, about the company. These changes may cause decreased turnover (that is, fewer employees leaving the company) in unionized companies. But unions often force employees to stay in a particular career path, which can create lower job satisfaction}

If hired, can you provide proof of your legal right to work in the United States?

*Legal {This question is legal, because it is mandated by the Department of Homeland Security and the Immigration and Naturalization Service. Note, however, that companies cannot inquire about a person's citizenship, because that is likely to be linked to a protected class based on national origin}

What educational degrees do you have?

*Legal {This question is legal, because it provides information that is legitimately related to job performance. While this question is strictly legal, the question, "Do you have a degree in X?" is probably better, because it eliminates any response that may provide irrelevant information possibly linked to membership in a protected class (for example, finding out someone majored in Hispanic studies)}

Have you ever been convicted of a crime?

*Legal {This question is legal, because it requests information that is publicly available and is likely to be relevant to job performance. Note that it is not acceptable to ask whether someone has been arrested, because in the United States people are assumed to be innocent until they are convicted. If a person's conviction record has been sealed by the court, he or she may answer "no" to this question}

Which of the following problems might occur with the new performance appraisal system at L.I.J.M.C.? Check all that apply.

*Employees may focus on getting good reviews from patients, even if it means bending the rules regarding proper treatment protocols *Different types of patients might be more or less susceptible to infection *Employees might get discouraged, because they feel they have no control over patient satisfaction ratings *The hospital might not get a representative sample of patient satisfaction ratings. More dissatisfied than satisfied patients might fill out the surveys *Infection rates might be different in different parts of the hospital *An employee may bend the rules if a patient complains about a stringent treatment protocol, because the employee wants a good review from the patient {Problems that may arise with the new performance management system include: (1) the accuracy of the new, more objective measures; and (2) the employees' ability to control their performance on those measures. Patient satisfaction ratings are subject to a variety of problems. For example, hospitals don't receive surveys from every patient, the surveys may not ask the right questions, and patient satisfaction may be influenced things outside an employee's control. Even infection rates, which seem to be objective, can be determined by factors, such as the area of the hospital in which the employee works and the type of patients the employee treats}

A small chain of pizza restaurants in your area is starting to grow. Just last year, it grew from 6 to 12 locations. Now, some employees are talking about unionizing. Which of the following are likely to happen if a union is formed? Check all that apply.

*Employees will have formal methods for addressing their concerns about the company *The company will be required to engage in collective bargaining with the new union {Unions are often able to increase employee compensation and benefits, because they handle compensation negotiations through collective bargaining. They also provide employees with specific, formal methods for handling grievances, or concerns, about the company. These changes may cause decreased turnover (that is, fewer employees leaving the company) in unionized companies. But unions often force employees to stay in a particular career path, which can create lower job satisfaction}

Requires that men and women be paid the same for doing the same work

*Equal Pay Act {The Equal Pay Act of 1963 requires that men and women be paid the same for doing the same work. Under the law, it is illegal to circumvent this requirement by having different job titles and pay rates for men and women}

Banned child labor and created a federal minimum wage

*Fair Labor Standards Act {The Fair Labor Standards Act of 1938 banned child labor and created a federal minimum wage. It also established other minimum standards to protect the health, safety, and general well-being of employees}

Allows employees up to 12 weeks of unpaid leave to address medical issues for themselves or immediate family members

*Family and Medical Leave Act {The Family and Medical Leave Act of 1993 mandates that employers allow employees to take up to 12 weeks of unpaid leave to address medical issues for themselves and immediate family members. It also allows time off for childbirth}

Which of the following jobs are held by knowledge workers who are likely to desire the kind of management described above? Check all that apply.

*Financial analyst *Operations analyst *Marketing analyst {A knowledge worker is someone who whose work is performed primarily in their mind, rather than with their body. In other words, they think for a living, and their main output is their ideas. Most financial, marketing, and operations analysts would be considered knowledge workers since their job is to examine various kinds of information and reach conclusions about it. Of course, all workers have some knowledge. Dental technician is a skilled position, and dental technicians use specialized knowledge to make dental prosthetics. However, their output is a physical product that they make by physically interacting with equipment and materials}

Your company has just predicted that the organization will need more user experience (UX) designers to build its new line of products. You've been tasked with human resource planning. What is your next step?

*Forecast the external supply of UX designers {When planning for human resources, managers must predict demand for the jobs needed and will then assess the supply for meeting that demand. The supply may be internal or external. Managers should assess trends in the economic environment, but this step precedes predicting demand. Managers may also conduct a job analysis and gather information about competitors, but these steps would not immediately follow the predicting demand for the job}

Have you ever held a job under a different name? If so, please provide the name under which you worked.

*Legal {This question is legal, because companies have the right to verify the identity of the people they hire. This is important both for background checks (to verify educational credentials, for example) and to complete Form I-9, the employment verification form mandated by the Department of Homeland Security}

Tell me about a time when you had a deadline that didn't provide enough time to do your best work. What did you do?

*Legal {This question is legal, because it asks about a specific job-related incident, and the answer is likely to give information about job-related skills without discriminating based on membership in a protected class}

Tell me about the last time you had to deal with an angry customer. What did you do?

*Legal {This question is legal, because it asks people to describe a specific job-related experience that is predictive of performance}

This job requires that you be able to lift 50-pound boxes of books on a regular basis throughout the day. Would you be able to do that?

*Legal {This question is legal, because it asks whether the job applicant can perform a specific job-related function. The interviewer may want to add "with or without accommodations" to that question, considering that the Americans with Disabilities Act requires employers to make reasonable accommodations that allow people with disabilities to do a job}

At your last job, how many times per month were you late for work?

*Legal {This question is legal, because it deals with observable behavior that is directly related to performance on the job}

If you knew a coworker submitted phony expense reports to avoid losing her home, would you tell your boss? Why or why not?

*Legal {This question is legal, because it is a job-related scenario that can be used to reliably predict how honest a person will be once they get on the job}

How many years of experience as [job title] do you have?

*Legal {This question is legal, because it verifies a legitimate job qualification. While this question is legal, a question about specific experiences applicants have had on the job may provide better information. These experiences should be directly related to the skills required by the job for which you are interviewing}

Have you ever been arrested?

*Not Legal {This question is not legal, because a person has the right to keep this information private. In the United States, people are considered to be innocent until they have been convicted by a judge or jury. Thus, a company can legally ask whether a person has been convicted of a crime but not whether a person has ever been arrested}

I see from your résumé that you like snowboarding. What other hobbies do you have?

*Not Legal {This question is not legal, because answering this question can reveal membership in a protected class. Interestingly, this problem can also arise when companies ask potential employees for access to social networking sites. If the site reveals that a person is a member of a protected class, and the person is not hired, the company may face a charge of unfair discrimination}

Have you ever been injured on the job and filed for workers' compensation?

*Not Legal {This question is not legal, because employees have the right to keep their medical records private. In addition, many states have laws and regulations that expressly forbid discrimination based on whether someone has filed a workers' compensation claim}

Are you married?

*Not Legal {This question is not legal, because it is irrelevant to job performance. Many states have added marital status as a protected class, meaning that people are not allowed to discriminate on the basis of marital status in the same way that they are not allowed to discriminate on the basis of race or religion}

How do you plan to get to work every day?

*Not Legal {This question is not legal, because it is likely to discriminate on the basis of socioeconomic class and, therefore, on the basis of race. Still, companies often ask this question because they are concerned that employees get to work on time. They should instead ask how many times an applicant has been late to work in the last 6 months or 1 year}

That's an interesting name. Where's your family from?

*Not Legal {This question is not legal, because it is likely to reveal a person's national origin, and according to Title VII, national origin must not be used to make job-related decisions. The business reason for not asking this question is that it is irrelevant to job performance. A person must, however, prove that he or she can legally work in the United States}

How will you care for your children while you are working?

*Not Legal {This question is not legal, because people have the right to keep their family lives private. Whether or not a person has children is irrelevant to his or her job performance. Typically, an employer will ask this question to determine whether a person will be available for travel or overtime work. In such cases, the employer should instead ask about availability directly, without reference to the reasons a person might be unavailable}

Do you have a mental illness?

*Not Legal {This question is not legal, because people have the right to keep their medical information private. According to the Americans with Disabilities Act, employers cannot discriminate on the basis of having a mental or physical disability. This means they cannot ask general questions about what illnesses a person has during an interview. Instead, they must provide reasonable accommodations to help people with disabilities do their jobs}

What religion, if any, do you practice?

*Not Legal {This question is not legal, because religion is a protected class under Title VII. This means that it is not legal to make employment decisions on the basis of religious beliefs or lack thereof. The only exception to this law is when religion is a bona fide occupational qualification, as when hiring a member of the clergy}

Are you a citizen of a country outside of the United States? If so, which one?

*Not Legal {This question is not legal, because the answer is closely linked to national origin, which is a protected class in the United States. According to Title VII, national origin cannot be used to make job-related decisions. The business reason for not asking this question is that it is irrelevant to job performance. A person must, however, be able to prove that he or she can legally work in the United States}

What year did you graduate from high school?

*Not Legal {This question is not legal, because the answer to this question is likely to reveal a person's age, and according to the Age Discrimination in Employment Act of 1967, age must not be used to make job-related decisions. The act specifically protects people 40 to 65 years old from discrimination in the workplace and prohibits mandatory retirement}

What groups or organizations do you belong to outside of work?

*Not Legal {This question is not legal, because the groups or organizations to which a person belongs have no bearing on job performance, and this information may reveal a person's status as a member of a protected class. For example, suppose a job applicant said, "I was a member of the African American Engineers Club" while in school. If that person isn't hired, he or she may make the claim that the company discriminates against African Americans}

Makes sure work conditions do not endanger employees' health

*Occupational Safety and Health Act {The Occupational Safety and Health Act of 1970 (OSHA) makes sure work conditions do not endanger employees' health. It regulates everything from the construction industry to your local restaurants and protects workers from a variety of hazards, including exposure to toxic chemicals, excessive noise levels, mechanical dangers, and unsanitary working conditions. Inspectors from the Occupational Safety and Health Administration are responsible for finding and eliminating unsafe working conditions}

If Denise wants to know how much the jobs in her gym are worth in comparison with one another, she should

*Perform job evaluations {A job evaluation identifies the key components of a job and assigns them a value. These values can then be used to determine how much a job is worth to an organization. Jobs are evaluated in relation to other jobs in the same company}

The behaviorally anchored rating scale performance appraisal system tries to improve performance ratings by forcing managers to:

*Rate employees based on their actions, not their traits {The purpose of a behaviorally anchored rating scale is to focus a manager's attention on specific actions that are linked to job success. The idea is that a manager will evaluate employees more fairly by basing the evaluation on what it is the employees do or do not do, as opposed to who they are (traits or personality)}

Emergency medical technicians (EMTs) not only need medical skills, they also have to work in high-stress situations. Which training method would be best for training EMTs on content and context?

*Role-playing {All of these methods are commonly used for training, but role-playing is the best for allowing practice that simulates the context of the task as well as the content}

An international nonprofit has been experiencing high turnover among its analysts, who are experts in their areas of specialty. This inability to retain staff has prevented the organization from developing strategies to improve healthcare and education in the countries where it operates. The CEO hires you as a consultant to help solve this problem. What recommendations are you most likely to make? Check all that apply.

*Send analysts to academic and professional seminars in their fields of interest *Pay analysts a premium relative to the market rate for their jobs *Give analysts a high degree of autonomy in deciding how to do their work {Knowledge workers such as these analysts tend to command a premium in the labor market, so the organization should plan to pay them accordingly. In addition, knowledge workers tend to value development highly, so sending them to seminars is likely to be appreciated. Knowledge workers tend to prefer a high degree of autonomy in their work, and, indeed, it is difficult to manage them any other way since so much of their work is invisible to the eye. For this reason, it would be futile and probably demotivating to try to evaluate their performance based on quantitative measures of their output}

Imagine you are the nurse manager for nurses on your floor. Ever since the new patient management system came online, productivity has been lower than expected. Under which circumstance do you decide to develop a training program for the nurses?

*The nurses don't know how to enter patient data efficiently {The only situation that can be addressed with training is teaching the staff to better use the new system. The other scenarios could not be changed with training}

Prohibits discrimination based on race, religion, color, sex, or national origin

*Title VII of the Civil Rights Act {Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, religion, color, sex, or national origin. Title VII also created the Equal Employment Opportunity Commission, a government body charged with investigating unfair discrimination and bringing suit against employers who discriminate against members of protected classes}

The new performance management system at the Long Island Jewish Medical Center (L.I.J.M.C.) was specifically designed to address which of the following problems with traditional performance reviews?

*Traditional performance reviews lead to "grade inflation" *Performance reviews are too subjective {Managers at L.I.J.M.C. felt that traditional performance reviews did not provide effective measures of performance, because they were too subjective. Managers were rating employees on traits and characteristics such as "respectfulness."}

Why is unionization desirable for employees? Check all that apply.

*Unions engage in collective bargaining to negotiate labor contracts for its members *Employees may desire union representation when they perceive threats such as job insecurity, potential cuts to indirect compensation, and other organization changes {Employees typically feel safer in times of job insecurity when they are represented by a union. Unions also manage the contract negotiations on behalf of their members. The remaining statements are untrue and do not reflect benefits of unionization for employees}

Organizations usually prefer that employees not be unionized. Why? Check all that apply.

*Unions limit management's freedom regarding compensation and labor practices *Unions can use tactics like strikes and lockouts to motivate a company to agree to terms in a labor contract {Organizations would prefer not to work with unions because they don't want their choices restricted and because they would want to minimize the chance for a strike or lockout to occur. The other statements are false and irrelevant to the implications of unionization for management}

Denise is reviewing the compensation packages offered for the salespeople who recruit new gym clients. She knows that the compensation for salespeople is typically __________ .

*a combination of salary and incentives {Compensation for sales people often includes incentives. Straight salary could not motivate differential levels of performance, and paying based on hours worked would not relate the pay to performance}

During the __________ process at the manufacturing plant, union leaders negotiate wages, working conditions, and benefits.

*collective bargaining {Collective bargaining is the process of agreeing on a satisfactory labor contract between management and a union. A grievance procedure is the means by which a labor contract is enforced. Diversity is a characteristic of a group or organization whose members differ from one another along one or more important dimensions, such as age, gender, or ethnicity. A performance appraisal is a formal assessment of how well an employee is doing his or her job}

Because Newman Enterprises is a large company, information about employees' home addresses, performance appraisal ratings, and emergency contact information is maintained in the company's ___________ . This software makes data entry, tracking, and analyzing easier.

*employee information system {An employee information system (or skills inventory) contains information on each employee's education, skills, experience, and career aspirations. Job analysis is a systematized procedure for collecting and recording information about jobs within an organization. A replacement chart lists each important managerial position in the organization, who occupies it, how long he or she will probably remain in the position, and who is or will be a qualified replacement. Recruiting is the process of attracting individuals to apply for jobs that are open}

Suppose your plant in Mexico City has an immediate need for someone with top-level security clearance, and the person must be fluent in Spanish. You can use the organization's _________ to search for current employees who meet the criteria.

*employee information system {Employee information systems are databases containing information about employees' education, skills, experience, and career aspirations. It facilitates the management of the internal supply of labor}

If you believe management at your company has not complied with your existing labor contract, you could initiate a ________ .

*grievance procedure {A grievance procedure is the means by which a labor contract is enforced. Collective bargaining is the process of agreeing on a satisfactory labor contract between management and a union. A performance appraisal is a formal assessment of how well an employee is doing his or her job. Behaviorally Anchored Rating Scale (BARS) is a sophisticated rating method in which supervisors construct a rating scale associated with behavioral anchors}

Because of the value people bring to an organization in terms of their knowledge, skills, and abilities, some managers use the term _______________ .

*human capital {The correct answer is human capital. The other choices reflect value, but are not used in the industry. Human capital reflects the industry's acknowledgement of the value of an effective workforce}

Antonio supervises six graphic designers. If he intends to fill a senior graphic designer position with one of these six people, he will use ____________ to identify his job candidates.

*internal recruiting {Internal recruiting is the consideration of current employees as applicants for higher-level jobs in the organization. External recruiting is getting people from outside the organization to apply for jobs. A realistic job preview (RJP) provides an applicant with a real picture of what it would be like to perform the job the organization seeks to fill. Validation is determining the extent to which a selection device is really predictive of future job performance}

David, Emma, and Ying are completing questionnaires to describe the tasks they do in their jobs as part of their company's ________________ process.

*job analysis {Job analysis is a systematized procedure for collecting and recording information about jobs within an organization. A replacement chart lists each important managerial position in the organization, who occupies it, how long he or she will probably remain in the position, and who is or will be a qualified replacement. An employee information system (skills inventory) contains information on each employee's education, skills, experience, and career aspirations. Recruiting is the process of attracting individuals to apply for jobs that are open}

Marta is a human resources manager who spends much of her time on __________ . She systematically examines the content and requirements of jobs in the organization.

*job analysis {Job analysis is a systematized procedure for collecting and recording information about jobs within an organization. Demand forecasting, recruiting, and selection are tasks a human resource professional may perform but do not meet the definition provided}

Suppose you are writing an ad seeking candidates for a position at your company. Your description of the job duties will come from the ___________ created during the job analysis.

*job description {The job analysis results in a job description which lists the job duties. The job specification lists the skills, abilities, and other credentials needed to do the job. Performance appraisal forms would not be used to write a recruitment ad, nor would a replacement chart}

Netflix has a corporate policy of paying competitive wages to retain talented employees. In order to _____________ , its human resource staff must monitor compensation at other organizations.

*maintain equitable compensation rates {Job analysis is conducted in part to aid in maintaining equitable compensation rates. Equitable suggests that the compensation for a job compares favorably. This comparison could be to other jobs within the organization or to rates paid by other organizations}

Errors, such as stereotyping, are ________ likely to occur when managers evaluate employees based on the specific traits and characteristics they possess. Errors, such as stereotyping, are _______ likely to occur when managers evaluate employees based on the specific, measurable goals they achieve.

*more *less {To the extent that the specific, measurable goals and specific behaviors are objective, using them will make errors, such as stereotyping, less likely to occur. Conversely, the use of traits and characteristics makes stereotyping more likely to occur, because a person's perception of traits is influenced by his or her own culture and experiences}

During a job interview for a waitstaff position, the manager told applicants that waiters need to be on their feet all day and that customers can sometimes be mean. HR professionals often recommend that interviewers provide this type of ___________ to applicants.

*realistic job preview {A realistic job preview (RJP) provides an applicant with an accurate picture of what it would be like to perform the job. Internal recruiting is the process of enabling current employees to apply for different jobs in the organization. External recruiting is the process of motivating people outside the organization to apply for jobs. Validation is an analysis of how well a selection tool predicts future job performance}

In your role as hiring manager, you believe in providing applicants with an accurate idea of what the job will be like. The ___________ increases the likelihood that the employee will be satisfied with the job.

*realistic job preview {The realistic job preview provides the applicant with an authentic view of the job, including the more and less appealing aspects of the role. Employees who are hired after receiving a realistic job preview are more likely to be satisfied because their experience will match their expectations}

Hatteras Hammocks is a company that takes a strategic approach to HRM. It has a(n) __________ that outlines a plan for future staffing of managerial positions.

*replacement chart {A replacement chart lists each important managerial position in the organization, who occupies it, how long he or she will probably remain in the position, and who is or will be a qualified replacement. Job analysis is a systematized procedure for collecting and recording information about jobs within an organization. An employee information system (skills inventory) contains information on each employee's education, skills, experience, and career aspirations. Recruiting is the process of attracting individuals to apply for jobs that are open}

Because human resource management is responsible for ensuring the right mix of capabilities is present in an organization's workforce at any given point in time, it has ________ .

*strategic importance {Human resource management (HRM) is of strategic importance in the organization. It's easy for people think the HR department just manages paperwork necessary to pay staff and file taxes but that's just the tip of the iceberg. HR does not have priority over other cost centers, nor does it typically have its own level in the organizational hierarchy. HR includes many functions, including recruiting, hiring, firing, training, and managing of employee benefits}

As a hiring manager, you can use several criteria to predict the success of various applicants. You choose _________ to predict future performance.

*validated selection devices {Hiring managers try to select employees who will succeed in the job. They can use many criteria and selection devices to make this prediction, but they should try to use validated selection devices. Validation is the extent to which a selection device really is predictive of future job performance. GPA, skill aptitude, and years of experience could all be used to predict future performance, but they should only be used if they are validated}

During the __________ process, human resource professionals determine how well a test can predict performance on a job.

*validation {Validation is determining the extent to which a selection device is really predictive of future job performance. Internal recruiting is the consideration of current employees as applicants for higher-level jobs in the organization. External recruiting is getting people from outside the organization to apply for jobs. A realistic job preview (RJP) provides an applicant with a real picture of what it would be like to perform the job the organization seeks to fill}

If less than 30% of bargaining unit members sign cards, the process ends. Hold a secret-ballot election. A grievance procedure is used to resolve disputes during the life of the contract. If unionization is rejected by a majority vote, the process ends. Generate interest in unionizing among the employees. The union signs up members and elects officers. Petition the NLRB to hold an election. Collective bargaining over the first labor contract occurs. Collect signed authorization cards. The labor contract is signed.

From top to bottom *3 *5 *10 *6 *1 *7 *4 *8 *2 *9 {Several things must occur for employees to form a new local union. Here is the order in which unionization activity occurs: 1. Generate interest in unionizing among the employees. 2. Collect signed authorization cards. 3. If less than 30% of bargaining unit members sign cards, the process ends. 4. Petition the NLRB to hold an election. 5. Hold a secret-ballot election. 6. If unionization is rejected by a majority vote, the process ends. 7. The union signs up members and elects officers. 8. Collective bargaining over the first labor contract occurs. 9. The labor contract is signed. 10. A grievance procedure is used to resolve disputes during the life of the contract.}