MGMT 340

works council

A(n) ... ... is a workplace-level committee of employees elected to represent all the workers in dealings with management.

enterprise union

A(n) ... ... is one that represents only workers in a single company.

fostering

A(n) _____ change strategy involves attempts to better the cooperative labor-management relationship through methods such as collective bargaining.

efficiency-enhancing unionism

The model of unionism that views labor unions as strategic business partners that can help advance productivity, quality, and competitiveness is called ...-... ...

revise Section 8(a)(2) to permit labor-management committees that do not seek to negotiate collective bargaining agreements

The proposed TEAM Act was a proposal to loosen the National Labor Relations Act (NLRA). Though it was never enacted, the TEAM Act sought to _____.

navigator

In the context of the roles of a human resources manager, a _____ continuously build organizational competencies and performance by balancing internal and external pressure.

useful for dealing with adjustment problems

In the context of various strategies used to overcome resistance to change, an advantage of the facilitation and support strategy is that it is _____.

awards system

The ... ... is a centralized system of arbitration awards in Australia, which involves a federal or state arbitration commission that issues an award that specifies the minimum standards for pay and working conditions, often for an occupation.

stakeholder model

The ... ... of corporate governance is rooted in a belief that employees, customers, suppliers, local communities, and others in addition to shareholders or owners are sufficiently affected by corporate actions to deserve consideration in corporate decision making.

convergence thesis

The ... ... predicts that labor relations practices and policies across countries will converge to a common set of practices and policies, and national differences will disappear.

A group of workers who join together to influence the nature of their employment is known as a(n)

labor union

members only union

Fill in the blanks to complete the sentence. In the context of solidarity unionism, a labor union that only represents workers who join the union is known as a(n) ...-... ...

adversarialism

Fill in the blanks to complete the sentence. Perhaps the primary basis cited for needing to transform the National Labor Relations Act (NLRA) system into something completely different is ..., which is a culture of conflict.

social movement unionism

Fill in the blanks to complete the sentence. The model of unionism that rejects the business unionism focus on collective bargaining and instead sees labor unions as representatives of the entire working class and as part of a broader social movement of community, social, and political activist groups is known as ... ... ...

solidarity unionism

Fill in the blanks to complete the sentence. The model of unionism that relies on increasing labor power through solidarity within and across workplaces is known as ... ...

escape change strategy

Getting away from a firm's bargaining obligation by relocating operations to a nonunion site or by subcontracting work or decertifying the union characterizes the _____.

The former perspective acknowledges that new institutions should be formed to place checks and balances on free markets.

How is the view that supports the transformation of the National labor Relations Act (NLRA) different from that of the deregulation camp?

The distributed nature of gig workers makes it difficult to achieve solidarity.

Identify a challenge presented by the gig economy for unionization.

It embodies a cooperative approach in labor relations.

Identify a feature of efficiency-enhancing unionism.

It merges the multiple-interest philosophy and services of professional associations with labor unions' power.

Identify a true statement about associational unionism, a possible direction for employee representation.

It is strongly based on neoliberal thinking and the closely related philosophy of libertarianism.

Identify a true statement about the belief that U.S. labor law should be deregulated.

It is the closest alternative to the existing business unionism in U.S. labor relations. It focuses on strengthening collective bargaining. It views unions as a necessary force of worker power and protection.

Identify the attributes of solidarity unionism. (Check all that apply.)

The manager must reconstruct the labor relations function to be responsive to external environment that requires flexibility and quality.

Identify the challenge involved in the change partner role of a labor relations manager.

The Swedish labor relations system has high union density. There is a dual system of high-level industry or sectoral bargaining followed by company-specific negotiations.

Identify the characteristics of the Swedish labor relations system. (Check all that apply.)

Works councils Employee representation on corporate supervisory boards

Identify the constituents of codetermination in the German labor relations system. (Check all that apply.)

It allows unions to give expertise and support to employees when required. It facilitates the inclusion of minimum standards and procedural safeguards in negotiated processes.

Identify the merits of employee empowerment unionism. (Check all that apply.)

To introduce free market principles and private-sector management tools to the public sector

Identify the objective of the New Public Management movement in the United States.

Creating an equilibrium between solidarity across workplaces and concern for individuality Striking a balance between centralized control and democratic involvement Creating an equilibrium between centralized power and decentralized responsiveness to local circumstances

Identify the responsibilities of a union leader in the strategic role of a navigator. (Check all that apply.)

Collective bargaining, economic strikes, and independent labor unions were given legal recognition. The rise of independent unions led to significant competition between unions.

Identify the significant changes that occurred in the labor relations systems in eastern Europe after the end of the Cold War. (Check all that apply.)

High contract coverage Dual representation structure

Identify the similar aspects of the labor relations systems in Germany and Sweden. (Check all that apply.)

Negotiation and agreement Manipulation and co-optation Explicit and implicit coercion

Identify the strategies used to overcome resistance to change that are compatible with the forcing change approach. (Check all that apply.)

It helps increase worker influence within a business. It can let employees participate in business decision making at the highest levels of their company.

Identify the true statements about employee ownership unionism. (Check all that apply.)

The All-China Federation of Trade Unions (ACFTU) is the only labor union organization that is legally recognized. The Communist Party of China has weakened its control over economic activities while permitting the growth of private ownership and market mechanisms.

Identify the true statements about labor relations in the People's Republic of China. (Check all that apply.)

It determined minimum wages for unskilled workers that are essential to fulfill the basic needs in a civilized society. It was established in the early 1900s to avoid strikes.

Identify the true statements about the awards system that traditionally characterized Australian labor relations. (Check all that apply.)

They facilitated the state's production goals. They administered various social benefits of the government, such as housing.

Identify the true statements about the labor unions in Stalinist economies in central and eastern Europe. (Check all that apply.)

Seniority- and firm-based wages Broad job classifications

Identify the typical characteristics of the Japanese labor relations system of enterprise unionism. (Check all that apply.)

compel the government to enact policies favorable to the unions' agendas

In contrast to the Irish social partnerships, the French unions _____.

Identifying the opportunities for mutual gain Acknowledging both labor and management goals

In the context of a successful fostering change strategy, which of the following should be emphasized while creating new labor-management partnerships? (Check all that apply.)

employees are considered labor costs

In the context of corporate governance, shareholder value maximization and financialization have important effects on employees and on labor relations because _____.

Maximizing shareholder value

In the context of corporate governance, what is the primary mission of U.S. corporations?

Because corporate cash is used to fund financial transactions instead of capital investment

In the context of corporate governance, why do shareholder value maximization and financialization have important effects on employees and on labor relations?

A contract-It is essentially adversarial in nature, representing a compromise between the separate interests of each party to an agreement A compact-It is basically a cooperative document, providing for a mutual vision and a joint system for achieving common goals that foster the general well-being of all stakeholders in a given endeavor

In the context of efficiency-enhancing unionism, match the terms (in the left column) with their descriptions (in the right column). A contract A compact

These plans often occur when a company is struggling and employees give up their wages and other benefits in return for stock ownership.

In the context of employee ownership unionism, identify a characteristic of employee stock ownership plans (ESOPs).

They advocate for workers who earn low wages. They generally focus on street and legal activism.

In the context of social movement unionism, identify the true statements about worker centers. (Check all that apply.)

have typically been independent of labor unions

In the context of social movement unionism, worker centers _____.

members only union

In the context of solidarity unionism, a labor union that only represents workers who join the union is known as a(n) ... ... ...

could be slow and cumbersome

In the context of strategies that deal with resistance to change, the participation and involvement and education and communication strategies are similar in that they _____.

the latter strategy is more likely to be ineffective

In the context of strategies to overcome resistance to change, though both negotiation and agreement and facilitation and support strategies are potentially expensive, they are different in that _____.

Work rules and discipline Performance-based pay and bonuses Overtime, safety, and health Training and personnel selection methods Daily working hours Leave schedules

In the context of the codetermination rights of works councils in Germany, identify the issues on which companies are required to make joint decisions with works councils. (Check all that apply.)

Section 8(a)(2) restriction on company dominated labor organizations

In the context of the future directions of U.S. labor law, the proposal to loosen the National Labor Relations Act (NLRA) concentrates on the NLRA's _____.

representation elections

In the context of the options for strengthening the National Labor Relations Act (NLRA), the substantive issue that receives the most attention is _____.

It is compared to traditional distributive negotiations that focus on a power struggle. It is attacked by business as inimical to building the level of cooperation required in a competitive environment.

In the context of the proposal to transform the National Labor Relations Act (NLRA), identify the true statements about adversarialism in U.S. labor relations. (Check all that apply.)

Management board-It regulates the daily management of a company Supervisory board-It determines strategic policies and appoints upper-level managers

Match the boards that manage German corporations (in the left column) with their descriptions (in the right column). Management board Supervisory board

Remedial reforms-Set up strict schedules for unfair labor practice processing to avoid delay in restoring justice Substantive reforms-Mandate arbitration of first contracts when bargaining is unsuccessful in producing a contract for a newly organized union

Match the categories of changes proposed to improve the National Labor Relations Act (NLRA) (in the left column) with the proposals (in the right column). Remedial reforms Substantive reforms

Substantive changes-They involve expanding NLRA coverage to include low-level supervisors and independent contractors such as gig workers, prohibiting permanent strike replacements, and withdrawing restrictions on secondary boycotts Remedial changes-They focus on strengthening the redresses in case of an NLRA violation, especially imposing monetary penalties, stronger redressal directives such as bargaining orders, and perhaps even criminal penalties

Match the categories of options for strengthening the National Labor Relations Act (NLRA) (in the left column) with their descriptions (in the right column). Substantive changes Remedial changes

Remedial reforms-Focus on providing immediate reinstatement of illegally fired workers Substantive reforms-Focus on providing equal access to employees by managers and labor unions during organizing drives

Match the categories of options for strengthening the National Labor Relations Act (NLRA) (in the left column) with their proposals (in the right column). Remedial reforms Substantive reforms

Force change-Coercing labor unions and employees to embrace changes through hard bargaining Foster change-Attempting to build a more cooperative labor-management relationship through methods such as collective bargaining

Match the change strategies (in the left column) with their characteristics (in the right column). Force change Foster change

Singapore-A high-level tripartite or corporatist model Philippines and India-A pluralist model with different combinations of political representation and collective bargaining Malaysia and Indonesia-A government control model

Match the countries (in the left column) with the descriptions of their approaches to designing labor relations system (in the right column). Singapore Philippines and India Malaysia and Indonesia

The United States-The employment-at-will doctrine allows an employer to discharge its employees at any time Germany-Employees who have completed the mandatory probationary period can be dismissed only for socially justified causes Japan-The doctrine of abusive dismissal provides employees immunity against unjust dismissals

Match the countries (in the left column) with the requirements for dismissing employees (in the right column). The United States Germany Japan

The Employment Contracts Act (1991)-It created a voluntaristic system that allowed unions to negotiate collective contracts if they had explicit authorization from all workers and if the employer wanted to bargain The Employment Relations Act (2000)-It obligated employers to bargain in good faith with a union if a group of employees requests it

Match the labor laws of New Zealand (in the left column) with their descriptions (in the right column). The Employment Contracts Act (1991) The Employment Relations Act (2000)

The Labor Contracts Law (2008)-It mandates written employment contracts for individuals that meet specific protective standards The Labor Mediation and Arbitration Law (2008)-It provides for improved dispute resolution methods

Match the labor laws of the People's Republic of China that are aimed at benefiting workers (in the left column) with their descriptions (in the right column). The Labor Contracts Law (2008) The Labor Mediation and Arbitration Law (2008)

Sweden-Workplace representation is culturally established in the form of workplace-level unions Germany-Workplace representation is legally established in the form of works councils

Match the labor relations systems (in the left column) with their features (in the right column). Sweden Germany

Consultation rights-Before an employer changes the nature of its work, it should discuss the issue with its works council Information rights-A firm's works council must be given financial data about the firm's balance sheet, plans for investment and marketing, and other corporate intentions

Match the rights granted to German works councils (in the left column) with their descriptions (in the right column). Consultation rights Information rights

Builder-The issue of creating capabilities such as leadership and strategic planning skills to aid the basic functions of the labor movement Change partner-The issue of framing strategies for representing workers that are responsive to the developments in the external environment Navigator-The issue of equalizing various dualities developed by internal and external pressures

Match the roles of a union leader (in the left column) with the issues that accompany these roles (in the right column). Builder Change partner Navigator

Builder-Compiles the basic elements of a firm's human resource management function in a coherent way Change partner-Redesigns the human resource functions with regard to changes in the external environment, often in partnership with others in the firm

Match the roles of human resources managers (in the left column) with their descriptions (in the right column). Builder Change partner

Navigator-A manager in this role guides the labor relations function in order to balance the competing internal and external concerns. Builder-A manager in this role builds processes for labor relations functions that have high organizational coherence.

Match the strategic roles played by a labor relations manager (in the left column) with their descriptions (in the right column). Navigator Builder

Negotiation and agreement-When resistance results from being placed in a very difficult position by the change Education and communication-When resistance occurs because of incorrect or incomplete information about the change Facilitation and support-When resistance arises from troubles of acclimatizing to the change

Match the strategies to deal with resistance to change (in the left column) with the situations in which they are used (in the right column). Negotiation and agreement Education and communication Facilitation and support

Manipulation and co-optation-It is swift and economical Explicit and implicit coercion-It is fast and effective for short durations Negotiation and agreement-It helps buy out resistance Education and communication-It convinces people to become more cooperative Participation and involvement-It increases people's commitment and facilitates the sharing of knowledge and skillsƒ

Match the strategies used to deal with resistance to change (in the left column) with their advantages (in the right column). Manipulation and co-optation Explicit and implicit coercion Negotiation and agreement Education and communication Participation and involvement

Manipulation and co-optation-It can lead to loss of cooperation if people feel that they are being exploited. Explicit and implicit coercion-It can lead to increased resistance if people feel intimidated or angered.

Match the strategies used to overcome resistance to change (in the left column) with their disadvantages (in the right column). Manipulation and co-optation Explicit and implicit coercion

Employment flexibility-Potential for periods of unemployment Pay flexibility-Potential for managerial abuse Functional flexibility-Potential for replacing high-wage skilled employees with low-wage, unskilled employees Procedural flexibility-Lack of voice in the absence of employee unions

Match the types of employment relationship flexibility (in the left column) with their employee concerns (in the right column). Employment flexibility Pay flexibility Functional flexibility Procedural flexibility

Employment flexibility-It focuses on changing labor utilization through varying work hours or number of employees Pay flexibility-It involves making wages responsive to variations in competitive pressures and organizational performance Functional flexibility-It refers to the option of redeploying workers in response to customer or market demands Procedural flexibility-It involves changes in methods of production, technology, and organization of work.

Match the types of employment relationship flexibility (in the left column) with their goals (in the right column). Employment flexibility Pay flexibility Functional flexibility Procedural flexibility

the typical sharp distinction between labor and management no longer aligns with large numbers of today's knowledge, professional, and semiprofessional workers

Proponents of associational unionism, which is a possible direction for employee representation, state that _____.

labor unions should not be covered by any special law

Proponents of the deregulation of U.S. labor law are most likely to believe that _____.

replacement of the traditional detailed union contract with an enterprise compact

Supporters of efficiency-enhancing unionism most likely advocate the _____.

true

True or false: An example of a labor law reform proposal that would loosen the National Labor Relations Act (NLRA) is to modify the NLRA to allow for employee committees that monitor employer compliance with employment laws.

false

True or false: Employee stock ownership plans (ESOPs) aid organized labor by ensuring employee representation in corporations' boards of directors.

false

True or false: Independent contractors working in the gig economy are covered by the National Labor Relations Act.

false

True or false: Many employment conditions, especially employee benefits, in the United States are established by government regulations.

false

True or false: Outsourcing and subcontracting work increase opportunities for unionization.

false

True or false: The New Public Management movement views public-sector management and employees as partners in delivering effective public services and in assisting to nurture public values around inclusion, participation, and citizenship.

true

True or false: The Stalinist model left behind a legacy of unions that are weak at the enterprise and workplace levels with no experience in collective bargaining and with little rank-and-file involvement.

employee empowerment unionism

Unions negotiate processes rather than outcomes and thus provide the framework for greater employee autonomy, discretion, and empowerment in ... ... ...

It involves building strong coalitions with other community groups to achieve social change through social and political channels. It entails forming alliances with various groups to integrate workers' concerns about workplace, family, and community through a "whole worker" view. It helps revive unions as organizations, thereby strengthening union bargaining power.

What are the characteristics of social movement unionism? (Check all that apply.)

It generally leads to earnings and benefits reductions for the outsourced and subcontracted employees. It reduces promotion possibilities and training opportunities for nonregular employees.

What are the problems associated with fissured workplaces where organizations have outsourced operations they see as peripheral? (Check all that apply.)

Self-directed work teams Training, job, and skill development Compensation for skills and responsibilities

Which of the following are emphasized by the "solidaristic work policy" that is part of the Swedish labor relations system? (Check all that apply.)

Mobilizing worker power through militant tactics when required Forming great solidarity linkages with other workers

Which of the following are likely to be advocated by the proponents of solidarity unionism to strengthen the power of labor? (Check all that apply.)

Governments often exercise strict control over unions and labor relations. Labor relations is subordinate to these countries' strategies for industrial development.

Which of the following are the common attributes of the labor relations systems in the developing countries of Asia? (Check all that apply.)

They provide workers a voice in strategic decisions. One-third to one-half of the supervisory board members are employee representatives.

Which of the following are true of German supervisory boards? (Check all that apply.)

It emphasizes that a corporation should function to benefit all who have a vested interest in it. It necessitates legal changes in corporate governance to increase employee voice in organizational decision making.

Which of the following are true of a stakeholder model of corporate governance? (Check all that apply.)

Management and the union leadership share close ties. The main type of enterprise union represents all regular employees within a company.

Which of the following are true of enterprise unionism in Japan? (Check all that apply.)

Above-award wage terms were established through collective bargaining. Awards for minimum conditions were issued by a federal arbitration commission.

Which of the following are true of the awards system in New Zealand? (Check all that apply.)

They hold that the NLRA framework based on the New Deal industrial relations system is not compatible with today's global, competitive environment

Which of the following is true of the perspective held by those who propose the transformation of the National Labor Relations Act (NLRA)?

They believe that the NLRA is outdated to some extent and does not combine well with the present-day global competition and flexibility.

Which of the following is true of the views held by proponents of the perspective that seeks to loosen the National Labor Relations Act (NLRA)?

Enterprise unionism fits well with the strong enterprise identification among workers. An enterprise union is very concerned with the organization's performance and tailors demands and agreements accordingly.

Which of the following statements are true of the Japanese labor relations system of enterprise unionism? (Check all that apply.)

The role of business in society is to make money.

Which of the following views on corporate social responsibility forms the foundation for the U.S. approach to corporate governance called the shareholder value model?

The optimal time needed for each task was gauged using stopwatches and each specific operation was listed in instruction cards. Jobs were reduced to their most basic components by using time and motion studies.

Which of the following were involved in the scientific management of work during the twentieth century? (Check all that apply.)

Because of attempts to adapt employment practices to the individual needs and constraints of each workplace Because local practices are the result of bargaining processes in which companies, unions, and other institutions such as work councils have different degrees of influence

Why does increasing decentralization give rise to divergent local labor relations practices? (Check all that apply.)

Narrow job classifications restrict the deployment of workers to different tasks. Restrictive work rules limit procedural flexibility. Standardized wages do not allow wage flexibility and pay-for-performance. Seniority-based processes make it difficult to reward the best performers or lay off the worst performers.

Why is the traditional model of job control unionism antithetical to the forms of flexibility that are strongly emphasized by 21st-century business? (Check all that apply.)

Stalinist unionism

_____ characterized labor relations in the Soviet Union and the communist countries of central and eastern Europe after World War II.