LR CH 1

A union contract is: A. A legally binding document that describes the terms of employment (e.g., wages hours, working conditions). B. A agreement between management and labor that loosely states the rules they will each try to abide by in the workplace. C. A legally binding agreement between employees and their union representatives that outlines the scope of the union's authority. D. A voluntary but not legally binding agreement between employees and their union representatives that outlines the terms of employment.

A

According to the Universal Declaration of Human Rights issued by the United Nations, it is considered a basic human right for: A. Individuals to have the right to form and join trade unions for their own protection and the protection of others. B. Employers to have the right to unilaterally determine the terms and conditions of employment. C. Individuals to unilaterally determine the terms and conditions of their employment. D. Employers to form and join employer associations for their own protection and the protection of other employers.

A

At present, the gap between those employees who say they want unions and those that have union representation in the private sector at their workplace is about: A. 30% B. 50% C. 75% D. 25%

A

Conflicts between employers and employees can best be described as conflicts between: A. Property rights and individual rights. B. Consumer rights and privacy rights. C. Rights of the privileged and rights of the underprivileged. D. Economic rights and worker rights.

A

From a societal standpoint, the weakened position of unions in the U.S. is potentially problematic for all of the following reasons except: A. A weakened labor movement is less able to provide management with the flexibility it needs to succeed in today's demanding competitive environment. B. Weaker unions are unable to counter trends toward a greater income inequality in society. C. Weaker unions are less able to provide training and work standards that ensure high quality, safe products and services, and safe working conditions. D. Aggrieved workers are pushed to strike or act out in other ways (e.g., sabotage) that are detrimental to the flow of goods and services or to public safety.

A

In the United States, younger workers are: A. Significantly less likely to belong to a union than older workers. B. Significantly more likely to belong to a union than older workers. C. Slightly less likely to belong to a union than older workers. D. As likely as older workers to belong to a union.

A

Union contracts are: A. Legally enforceable for both employees and employers. B. Largely voluntary agreements that neither party is required by law to follow. C. Not allowed by law. D. Legally enforceable for the employees only.

A

Which of the following can at least partially explain the decline in union density rates in the United States since the 1960's? A. Employment in traditionally unionized industries such as manufacturing has decreased. B. Employment in service and knowledge industries has declined. C. Employment growth in the north has been faster than employment growth in the south. D. Educated workers are more likely to unionize than uneducated workers.

A

An employer creates a safety team of 6 employees who are asked to recommend changes to the workplace that will reduce accident rates. The team recommends eliminating a job rotation program that allows the employer to move employees in and out of various jobs on an as-needed basis. They argue that job rotation both increases employee stress and reduces the amount of experience that employees have with the various safety procedures associated with a particular job. This scenario describes a conflict between which two objectives of the employment relationship? A. Equity and efficiency. B. Efficiency and voice. C. Equity and voice. D. None, there is no conflict.

B

Business pressures for competitiveness and quality have affected the collective bargaining process in all of the following ways except: A. Increased the need for flexibility in work rules. B. Increased the need for more specific, detailed contracts. C. Increased need for cooperation and employee involvement in work decisions. D. Increase need to communicate about the terms of a contract more than once every three years when the contract expires.

B

Compared to other countries, the system of labor relations in the U.S. is A. Loosely regulated. B. Tightly regulated. C. Similarly regulated. D. Unfairly regulated.

B

From a societal standpoint, the main purpose of a labor relations system is: A. To equalize the distribution of income across society. B. To ensure public safety, promote worker voice in politics, and reduce income inequalities that create a tax burden. C. To control the actions of employers and employees so that they are clearly acting in the best interests of society. D. To protect the profit maximization goals of business and ensure competition in the marketplace.

B

Regardless of the impact on productivity or efficiency, it is argued that industrial democracy is important to the U.S. because: A. Democracy is often the most efficient means by which to make decisions. B. A country cannot truly value the concept of democracy without supporting democratic principles in the workplace. C. In a democratic society, businesses can be an important training ground in which individuals learn to express their voice. D. All of the above

B

The crucial feature of collective bargaining is that management's traditional authority to unilaterally establish terms and conditions of employment is replaced by ____________________ negotiations. A. Equitable. B. Bilateral. C. Competitive. D. None of the above.

B

When an employer allows supervisors to arbitrarily discipline employees without cause, it is most directly violating which objective of the employment relationship? A. Efficiency. B. Equity. C. Voice. D. None of the above are violated.

B

Which of the following is not true about the decline in demand for unions in the U.S.? A. To some extent, protective legislation ensuring safety and income security has served to replace union representation. B. It can be largely attributed to the fact that individuals who experience union representation are unhappy with it and decide they do not want it. C. U.S. unions have not put enough money into union organizing and have therefore not done a good job of "selling" their services. D. Employers may be more likely to listen to their employees and respond to their changing needs thus reducing employees' need for outside representation.

B

A group of employees decide to walk off the job together to protest unsafe working conditions. Which of the following is true? A. The employer can fire the workers. B. The employees actions are illegal because they do not have formal union representation. C. The employees' actions are legal because they are acting together to influence their working conditions. D. The employer can only fire the workers if they don't formally join or create a union

C

Most countries base their industrial relations system on the perspective that: A. Worker rights should be valued over employer rights. B. Employer rights should be valued over worker rights. C. There should be balance between worker and employer rights. D. Consumer rights should be valued over worker rights.

C

Traditional adversarial bargaining relationships between employers and employees has made meeting employers' increasing need for ____________________ more difficult? A. Flexibility. B. Equity. C. Cooperation and employee involvement. D. Workplace fairness.

C

When an employer adopts an employee participation program, such as a workplace safety committee, it is most directly addressing which objective of the employment relationship? A. Efficiency. B. Equity. C. Voice. D. Exclusive representation.

C

Which of the following appears to be true about management and worker views on employee voice? A. Managers prefer to negotiate with groups of employees, in order to get multiple perspectives at the same time. B. The majority of workers prefer to negotiate with management individually over workplace issues. C. Workers express a preference for representation in the workplace that is independent of management. D. Managers prefer for employees to have independent representation in the workplace.

C

Which of the following is not considered an argument for treating employees as "more" than simply another commodity that can be bought and sold in the labor market? A. Most modern workers are completely dependent upon jobs, not property, in determining the quality of their life. B. Working adults spend a considerable proportion of their life at work and hence work provides an important social setting that greatly influence quality of life. C. When workers agree to supply their labor in exchange for pay and benefits, they are freely choosing to follow management's directives. D. Workers have feelings and free will that can, if they wish, interfere with the quantity and quality of work they perform.

C

Which of the following outcomes cannot generally be attributed to unions? A. Higher income and living standards for workers. B. Greater protection for workers against unfair treatment by employers. C. Greater flexibility in work rules. D. Greater emphasis on legislation and social programs that assist working people.

C

Union density in the United States is currently estimated at ____________________. A. over 40 percent. B. about 25 percent. C. 20 percent. D. less than 15 percent.

D

Which of the following best summarizes the trends in U.S. union density since the 1980s? A. Decreases in both the private and public sectors. B. Increases in both the private and public sectors. C. Stable in the private sector and decreases in the public sector. D. Increases in the public sector and decreases in the private sector.

D

Which of the following characterizes the current business environment as compared to that at the time the National Labor Relations Act was passed? A. Clear differences exist between "manual" and "managerial" labor. B. American domination of world markets. C. Mass manufacturing production systems. D. Emphasis on the importance and need for knowledgeable workers.

D