MGMT 383 Ch 13 & 14

Under federal law, how much time does a union have as an exclusive representative to reach a contract for the newly organized workers?

12 months

Under the federal False Claims Act of 1863, as amended, private citizens may sue a contractor for fraud on the government's behalf and share up to ____ percent of whatever financial recovery the government makes as a result of the charges.

30

Among employees who see management as unwilling to share power, more than _____ percent say they would vote for a union.

70

Among major U.S. companies, about ____ percent do some form of electronic monitoring of employees.

78

Distinctive features of the U.S. system compared with other countries includes:

All of the above

Which of the following actions is management prohibited by law from participating in?

All of the above

Which of the following statements are true when conducting an investigatory interview?

All of the above

The ______ was organized in 1886 as a group of national craft unions.

American Federation of Labor

Several unions left the AFL-CIO in 2005 to form:

Change to Win

Federal-government employees are covered by the:

Civil Service Reform Act

Rebel leaders within the AFL who wanted to organize unskilled workers into industrial unions contributed to the emergence of the:

Congress of Industrial Organization

The ____ Act contains powerful financial incentives for whistle-blowers.

Dodd-Frank Wall Street Reform and Consumer Protection

The proposed _____ would make card check recognition of the union automatic.

Employee Free Choice Act

_____ systems are characterized by elegance, accessibility, correctness, and responsiveness.

Employee voice

____ refers to an employment relationship between an employer and an employee, under which either party can terminate the relationship without notice for any reason not prohibited by law.

Employment-at-will

A no-disclosure clause bars you from working for a competitor for six months up to five years.

False

A work stoppage by employees must be the result of a secret ballot election and not in violation of an existing agreement between management and the union.

False

According to the fiduciary duty of loyalty, individuals in groups look to others to learn appropriate behaviors and attitudes.

False

According to the red-hot-stove rule, discipline should be immediate, with warning, consistent, and personal.

False

An organizing drive usually continues until the union obtains signed authorization cards from 75 percent of the employees, at which point it can petition the NLRB for a representation election.

False

Distributive justice in legal proceedings provides individuals with rights such as prior notice, prohibited conduct, timely procedures, etc.

False

Employment at Will refers to an employment relationship where only the employer may terminate employment at anytime and for any reason.

False

Even under union bargaining pressures, wages are now far more responsive to customer feedback at the industry and firm levels that they traditionally have been.

False

For most organizations, the most important thing they can do to ensure procedural justice is to provide individuals and groups the capacity to receive punitive damages.

False

High grievance rates are a good indicator of poor labor relations programs.

False

If the NLRB finds that either party engaged in unfair labor practices during an election campaign ,the election results still stand but a thorough investigation is conducted and either side might be fined.

False

In a fact-finding procedure, each party submits whatever information it believes is relevant to a resolution of the dispute and then the union president makes a study of the evidence and prepares a report on the facts.

False

Procedural justice includes all the practices that implement the philosophy and policy of an organization.

False

Research indicates that individuals cannot be conditioned to behave unethically, even if they are rewarded for it.

False

Strikers engaged in activities that are not protected by law must still be rehired after the strike.

False

The IT department should not be notified of pending termination.

False

The Sarbanes-Oxley Act requires employers of more than 100 workers to grant 60 days' written notice before closing a plant or before laying off more than one-third of a workforce in excess of 150 people.

False

The Supreme Court has ruled that even where state law permits, union as well as nonunion employees do not have the right to sue over their dismissals, even if they are covered by a collective bargaining contract that provides a grievance procedure and remedies.

False

Throughout the rest of the world, union membership is highest in Spain and France.

False

Under NLRB rules, an incumbent union cannot be decertified for a period of two years, even if a majority of employees within the bargaining unit vote to rescind the union's status as their collective bargaining agent.

False

Under the Taft-Hartley Act, professional employees are forced into a bargaining unit with nonprofessionals.

False

Union membership is at an all time high today.

False

_____ is expressed in terms of providing explanations or accounts for decisions made.

Informational justice

Which of the following would NOT be considered an organizational citizenship behavior?

Insensitivity

______ justice refers to the quality of interpersonal treatment that employees receive in their everyday work.

Interactional

______ is used like fact finding but primarily in the public sector.

Interest arbitration

_____ refers to the maintenance or administration of what is just, especially by the impartial adjustment of conflicting claims or the assignment of merited rewards or punishments.

Justice

Which of the following is NOT a way in which to kick off an organizing campaign?

Management steps in and provides relevant information to the employees

____ includes training and written instructions for raters and uses systems that minimize subjectivity to the greatest extent possible.

Performance appraisals

The first overt union activity in the United States took place in 1794 when the _____ attempted to raise their wages, in reaction to a wage cut by their employers.

Philadelphia shoemakers

____ means employees may not be fired for refusing to commit illegal acts.

Policy exemptions

_____ focuses on the fairness of the procedures used to make decisions.

Procedural justice

____ proceeds from an oral warning to a written warning to a suspension to dismissal.

Progressive discipline

Which theory states that individuals in groups look to others to learn appropriate behaviors and attitude?

Social learning theory

_____ is when employers seek to avoid unionization by offering workers the wages, benefits, and working conditions that rival unionized firms do.

Spillover effect

Under the ______, professional employees cannot be forced into a bargaining unit with nonprofessionals without their majority consent.

Taft-Hartley Act

What Act created the National Labor Relations Board to supervise representation elections and to investigate charges of unfair labor practices by management?

The Wagner Act

Which act requires employers of more than 100 workers to grant 60 days' written notice before closing a plant or before laying off more than one-third of a workforce in excess of 150 people?

The Worker Adjustment and Retraining Notification Act

Which of the following is NOT an important function of voice systems?

They sustain stockholder confidence and commitment.

A free speech clause specifies that management has the right to express its opinion about unions to employees provided it does not threaten or promise favors to employees to obtain antiunion actions.

True

After a representation election is held, regardless of the outcome, no further elections can be held in that bargaining unit for one year.

True

Among U.S. companies, 78 percent do some form of electronic monitoring of employees.

True

An ombudsperson is a neutral facilitator between employees and managers who assist them in resolving workplace disputes.

True

Before deciding to dismiss an employee, managers should conduct a detailed review of all relevant facts including the employee's side of the story.

True

Bosses may view employees on video monitors, tap their phones, and rummage through their computer files with or without employee knowledge or consent 24 hours a day.

True

Discipline should be immediate, with warning, consistent, and impersonal.

True

During a strike, management is not allowed to promise benefits to strikers in an attempt to end the strike or to undermine the union.

True

During an organizing campaign, outside organizers may not solicit on premises if a company has an existing policy of prohibiting all forms of solicitation and if that policy has been enforced consistently.

True

Economic and working conditions in unionized firms directly affect those in non unionized firms, as managers strive to provide competitive working conditions for their employees.

True

Elegance refers to systems that should be simple to understand, apply to a broad range of issues, and allow for a definitive response.

True

Employees with contracts (bargained collectively or individually) are not at-will employees.

True

Evidence indicates that layoff survivors who were provided explanations for the layoffs, or who received advance notice of them, had more positive reactions to layoffs and higher commitment to the organization.

True

Federal Express Corporations "guaranteed fair treatment process" lets employees appeal problems to a peer-review board chosen by the worker involved and management.

True

Generally an arbitration award cannot be appealed in court simply because one party believes the arbitrator made a mistake in interpreting an agreement.

True

Individuals must be able to present problems, identify concerns, and challenge the organization in such a way that they are not punished for providing this input, even if the issues raised are sensitive and highly publicized.

True

Justice refers to the maintenance or administration of what is just, especially by the impartial adjustment of conflict in claims or the assignment of merited rewards or punishments.

True

Management advantages during a campaign include that management can use company time and premises to stress the positive aspects of the current situation.

True

Managers may avoid imposing discipline because of ignorance of organizational rules, fear of formal grievances, or fear of losing the friendship of employees.

True

Managers who fail to treat workers with respect, or companies that view workers only as a cost invite collective action by employees to remedy these conditions.

True

Multiple unions may represent different groups of employees who work for the same employer.

True

One study found that relative to face-to-face negotiations, those conducted online yielded lower levels of interpersonal trust both before and after negotiations.

True

Procedurally fair treatment has been demonstrated to result in reduced stress and increased performance, job satisfaction, commitment to an organization, trust, and organizational citizenship behaviors.

True

Strikers engaged in activities protected by law may not be discharged, but they may be replaced during the strike.

True

The 2010 Dodd-Frank Wall Street Reform and Consumer Protection Act offers incentives for whistle blowers, as well as enhanced anti-retaliation protections.

True

The Sarbanes-Oxley Act makes it unlawful to discharge, demote, suspend, threaten, harass, or in any manner discriminate against a whistle-blower.

True

The group of employees eligible to vote in a representation election is called the bargaining unit.

True

The labor movement began with the Industrial Revolution of the 19th century.

True

The most important aspect at the end of the strike is the restoration of harmonious working relations as soon as possible so that full operations can be resumed.

True

The most important human aspect at the end of a strike is the restoration or harmonious working relations as soon as possible so that full operations can resume.

True

To safeguard against possible allegations of misconduct or fair treatment, is advisable to have a representative of the human resource department present at termination meetings.

True

Typical grievance rates in unionized employers are about 10 grievances per 100 employees per year.

True

When an employer has promised not to terminate an employee except for unsatisfactory job performance or other good cause, the courts will insist that the employer carry out that promise.

True

When documenting performance-related incidents it is very important to include a written warning by obtaining the employee's signature the he/she has read and understands the warning.

True

Whether or not a contract has been signed, executives are still required to maintain all trade secrets with which their employers have entrusted them.

True

Women, immigrants, and other minority-group members, who are expected to continue entering the workforce at a high rate, tend to favor unions.

True

Workers will vote against unions if they feel unions abuse their power by calling strikes or having fatcat leaders who selfishly promote their own interests at the expense of members' interests.

True

Employees engaged in this type of strike are afforded the highest degree of protections, and under most circumstances they are entitled to reinstatement after the strike ends.

Unfair labor practice strike

______ include work stoppages, both lawful and unlawful, such as sit-down strikes, strikes in violation of federal laws, slowdowns, wildcat strikes that occur while a contract is in force, and partial walkouts.

Unprotected strikes

Which of the following practices by management is NOT prohibited by law?

Using company time and premises to stress the disadvantages of unionization

WARN refers to:

Worker Adjustment and Retraining Notification

In an ________, employees need not join the union that represents them, but, in lieu of dues, they must pay a service charge for representation.

agency shop

Whenever an organizing drive begins, employees are asked to sign ____ that designate the union as the employees' exclusive representation in bargaining with management.

authorization cards

A ______ occurs when parties are unable to move further toward settlement.

bargaining impasse

The group of employees eligible to vote in the representation election is termed a:

bargaining unit

A ____ designates that the laws of a particular state will be used to interpret the contract.

choice-of-law provision

The Japanese value ____ and tend to resolve conflict by emphasizing status differences between the parties.

collectivism

The NLRB defines a bargaining unit that reflects the shared interests of the employees involved in a concept called:

community of interest

Management's objective is to get labor costs per unit of output to a point below that of the _____ at the product-line level.

competition

When _____ fail, the union may strike, management may shut down operations, or both parties may appeal for third-party involvement.

contract negotiations

Because ______ is most likely to occur the first year or so after certification, unions will often insist on multiyear contracts.

decertification

In win-lose, or _____, the goals of the parties initially are irreconcilable, or at least they appear that way.

distributive bargaining

Actions by the union of withdrawing its labor in support of bargaining demands, including those for recognition or organization, are:

economic strikes

Toll-free telephone numbers that employees can use anonymously to report waste, fraud, or abuse are examples of an:

employee voice system

Situations that have the potential to result in a breach of acceptable behavior are called:

ethical dilemmas

In the case of ____, disclosure of fraud, waste, and abuse can lead to substantial financial gains by whistle-blowers.

federal contractors

Whether or not a contract has been signed, executives are still required to maintain all trade secrets with which their employers have entrusted them. This obligation is called a:

fiduciary duty of loyalty

A _____ is an alleged violation of rights of workers on the job.

grievance

Which of the following is used widely by management and labor to settle disputes arising out of and during the term of a labor contract?

grievance arbitration

What strategy would American managers most likely use to negotiate conflict?

individualism

In win-win, or _____, the goals of the parties are not mutually exclusive.

integrative bargaining

Generally, disciplinary interviews are held over issues of workplace conduct or:

job performance

The concept of ____ requires an employer not only to produce persuasive evidence of an employee's liability or negligence, but also to provide the employee a fair hearing and to impose a penalty appropriate to the proven offense.

just cause

In ____, workers have been fired for refusing to quit smoking, for living with someone without being married, drinking a competitor's product, motorcycling, and other legal activities outside of work.

lifestyle discrimination

In a unionized firm, the ____ clause of the collective bargaining agreement typically retains for management the authority to impose reasonable rules for workplace conduct and discipline employees for just cause.

management rights

A ____ clause prohibits you from divulging trade secrets or other proprietary information to outsiders during your employment at a company or after you leave.

no-disclosure

A ____ clause prohibits you from recruiting key clients or employees away from your former employer for a year or two.

non solicitation

An ____ is a neutral facilitator between employees and managers who assists them in resolving workplace disputes.

ombudsperson

Procedural justice affects citizenship behaviors by influencing employees' perceptions of _____, the extent to which the organization values employee's general contributions and cares for their well being.

organizational support

Distributive justice focuses on the fairness of the ____ of decisions.

outcomes

A ____ clause requires that you not take another job until you have repaid the company any expense incurred in your relocation and recruitment.

payback

Fundamentally, labor-management relations are about ______- who has it and how they use it.

power

During a strike, _____ on streets and sidewalks may be a violation of state law or local ordinances.

profanity

According to ____, an employee may not be fired because he/she refuses to commit an illegal act, such as perjury or price fixing.

public policy exception

A worker being fired for actions ranging from filing a workers' compensation claim to reporting safety violations to government agencies is called:

retaliatory discharge

The _____ of the bargaining unit is critical for both the union and employer because it is strongly related to the outcome of the representation election.

size

A _____ is one whereby an employee may proceed directly to the next higher level of management above his/her supervisor.

skip-level policy

From the company's perspective, it is important to recognize that employment agreements are governed by:

state law

Companies should familiarize all supervisors with company policies and provide a ____ to use when conducting dismissals.

termination checklist

The right of employees to strike in support of their bargaining demands is protected by:

the Landrum-Griffin Act

The role of the line manager in grievance procedures is to know and understand ______, as well as federal and state labor laws.

the collective bargaining contract

According to ____, discipline should be immediate, consistent, and impersonal.

the red-hot-stove rule

All EXCEPT which factor made industrial unionization attractive in the 1930's?

the roaring 20's

Many of the fastest-growing unions in the United States represent _______.

white-collar professionals