Chapter 8-13 labor

The main feature of labor relations in Australia is a centralized system of: A. Collective bargaining that addresses workplace issue B. Arbitration awards that specify pay and working conditions for an occupation C. National level bargaining to set industry standards for working conditions D. Labor law reform

B

The major dimensions of labor relations in Sweden and other Nordic countries are similar to those found in: A. Great Britain B. Germany C. The United States D. Japan

B

The purpose of the NAALC is to protect: A. The environment B. Labor C. Free trade D. Corporations

B

The research on the grievance process indicates that: A. A union grievance procedure results in the best outcomes for both management and employees B. Grievances often lead to turnover and/or lower performance ratings for both employees and supervisors involved in the grievance C. Grievance procedures increase job turnover. D. Employees lose most of the grievances filed

B

The right of workers to pay only the amount of dues that goes toward collective bargaining and contract administration is called: A. Weingarten rights B. Beck rights. C. Steelworkers Trilogy rights. D. The Gissel bargaining order

B

The role of the ombudsman includes all of the following except: A. To investigate workplace disputes B. Make a determination as to which party is right C. To help the parties resolve workplace disputes D. Help employees prepare their case

B

The tendency for management and labor to rely on an arbitrator to make decisions for them, rather than come to an agreement themselves, is known as: A. The chilling effect. B. The narcotic effect. C. The dependency effect .D. The arbitrator authority effect

B

Under Section 8(a)(2) of the NLRA representation plans in which employees provide ideas to management through brainstorming and information-sharing sessions are considered legal because: A. They aren't actual "committees" B. It is clear to employees that management is just collecting information - not negotiating with them C. Management is giving employees a chance to give their input D. All of the above

B

Under a shareholder model, managers' primary obligation is to act in the best interests of: A. Themselves B. The shareholders or owners C. Society D. All of the above

B

Union contracts tend to clearly assign job responsibilities to various jobs so as to prevent all of the following except: A. Expansion of job duties without a commensurate increase in pay B. Union workers from shirking their responsibilities C. Supervisors from doing union workers' job D. Subcontracting and outsourcing of union jobs

B

Unions tend to negotiate explicit job rights pertaining to work assignments for skilled workers because: A. Their jobs are rarely outsourced B. They are at greatest risk of having their job skills diluted. C. They have the greatest bargaining power. D. They are the most likely to complain

B

When a union violates a union contract, the employer can seek relief by: A. Requesting an injunction against the union B. Suing the union for contract violation C. Filing a grievance against the union D. Filing an unfair labor practice charge with the NLRB

B

When contract language is ambiguous arbitrators: A. Ignore it and look for intent. B. Use the ordinary meaning of words to interpret the contract. C. Use the more general language of the contract to guide their interpretation of specific language. D. Go to the parties to ask their opinion of the words' meanin

B

Which of the following cannot be attributed to the effects of globalization? A. Increased demand for new skills and knowledge of managers B. Decreased international job mobility C. Downward pressure on labor standards and unionization D. Pressure to lower government regulations

B

In today's global market, U.S. companies using traditional mass manufacturing methods are: A. More efficient and highly competitive B. No longer competitive C. As competitive as other methods of production D. Rebounding and becoming more competitive again

B. No longer competitive

Which of the following is true about employee ownership unionism: A. It has been very successful at getting employee representation on corporate boards. B. It has generally been adopted as a proactive representation strategy. C. It has generally been adopted as a defensive strategy. D. It has been largely unable to leverage pension investments to promote workers' interests.

C

The greatest successes of the NAALC include all of the following except: A. Increased educational activities and cross-border understanding of labor issues. B. Greater public awareness about trade and labor issues. C. Fewer freedom of association and collective bargaining violations by participating countries. D. Greater cross-border cooperation is possible.

C

The incidence of strikes can be predicted in part by all of the following except: A. The unemployment rate B. The size of the bargaining unit C. The duration of the collective bargaining agreement D. The business cycles

C

The intent of the NAALC is to: A. Standardize labor practices B. Increase labor standards C. Ensure domestic labor standards are enforced D. Remove labor standards as a barrier to free trade

C

The key goal of job control unionism is to: A. Replace management decision-making with worker control B. Increase the union's role in subjective decision-making C. Remove management subjectivity from decision-making D. Replace detailed work rules with more flexible decision making processes

C

The labor relations system in Great Britain is organized around the concept of : A. Exclusive representation B. Welfare capitalism C. Voluntarism D. Volunteerism

C

Which of the following has not been shown to be positively associated with the incidence of grievance filings? A. Aggressiveness of supervisors and/or union stewards B. Performance of the worker C. Age of the worker D. Employee perceptions of their own power

C

Which of the following is a strike not protected under the NLRA? A. economic B. unfair labor practice C. jurisdiction D. recognition

C

Which of the following is true with respect to strike activity in the U.S.? A. It declined sharply after WWI but has increased steadily since. B. It has increased steadily since WWII. C. It has declined sharply since the 1980's. D. It has remained steady throughout most of U.S. history

C

Which of the following is not a criticism of U.S. labor law by organized labor? A. Traditional business unionism fails to create an active, grassroots labor movement B. U.S. labor law fails to protect organized labor and union activists C. U.S. labor law interferes with free markets D. U.S. labor law fails to adequately punish employers who violate it

C

Which of the following is not a key distinction between German and U.S. corporate boards: A. U.S. boards have more power than German boards. B. German boards include greater worker representation. C. German boards have more scope of authority than U.S. boards. D. All of the above are true.

C

Which of the following is not a likely strategy of solidarity unionism: A. Widespread rank and file participation B. Nonmajority unions C. Strikes, sit-ins, and civil disobedience D. Organizing concentrated on traditional American workers

C

Which of the following is not a typical stage of mediation? A. Setting ground rules and building trust between parties B. Clarifying disputed issues and developing some alternative solutions C. Determining whether any unfair labor practices were committed during negotiations D. Working with negotiators to identify a mutually acceptable agreement

C

Which of the following is not an interest dispute? A. Wage levels B. Seniority based layoff systems C. Whether a particular employee has been properly disciplined D. Whether employees should participate in management decision making

C

Which of the following trends in labor relations is not shared across countries: A. Increased decentralization B. Increased pressure for business flexibility C. Low levels of support for unionization D. Pressures from globalization

C

Which of the following union security clauses requires an employee to become a union member before they are hired: A. Open shop B. Union shop C. Closed shop D. Agency shop

C

Which of the following unionism models is most likely to collaborate with management: A. Solidarity unionism B. Social movement unionism C. Efficiency-enhancing unionism D. Associational unionism

C

Work specialization increases efficiency in all of the following ways except by: A. Allowing workers to become really good at their job tasks B. Making training easier C. Keeping employees engaged and focused on their jobs D. Improving efficiency through routines and patterns

C

__________ is a feature of job control unionism that threatens ___________________. A. Standardized wages tied to jobs; functional flexibility B. Detailed systems of narrow job classifications; employment flexibility C. Detailed, lengthy, legalistic union contracts; procedural flexibility D. Restrictive work rules; wage flexibility

C

Which of the following is not a key change in the business environment since the 1970s: A. Greater demand for high-quality goods and services B. More highly educated workers C. Greater stability in consumer tastes and preferences D. Increased sophistication of technology

C. Greater stability in consumer tastes and preferences

The dominant paradigm of work structure in the U.S. for much of the 20th century was: A. Self-directed work teams B. Employee involvement programs C. Scientific management D. Processes from the Kaizan philosophy

C. Scientific management

A notable feature of the British labor movement is its close association with ____________________. A. the AFL-CIO B. the House of Commons C. the Irish labor movement D. the Labour Party

D

A rules-based approach to workplace justice was welcomed by unions because it fulfilled the union's need for: A. Workplace Flexibility B. Stability in the workplace C. Discipline in the workplace D. Avoiding wildcat strikes

D

A typical union contract will specify all of the following except: A. The number of union stewards B. The right of union stewards to investigate grievances C. Superseniority for union stewards D. How union stewards will be selected

D

A union recognition clause: A. Can help unions maintain their strength. B. States that the employer recognizes the union as the exclusive bargaining agent for the bargaining unit. C. States whether the bargaining unit will be a union shop or an agency shop. D. A and b only. E. All of the above

D

According to some, the need for stronger NLRA protections is supported by evidence of all of the following except: A. Significantly more employees say they want representation at work than actually have it B. Union density rates are higher in the public sector than in the private sector. C. Corporate fraud and misdealings that demonstrate a need to balance corporate power. D. Union density rates in the public sector are rapidly declining.

D

An employee who wants to work instead of strike has the legal right to: A. Cross their own union's picket line but not another union's picket line. B. Resign from the union but cannot cross the picket line. C. Cross another union's picket line but not their own picket line. D. Cross any picket line and/or resign from the union

D

As long as it does not create trade barriers, the WTO allows member countries to establish: A. Standards necessary to protect human and animal life or health B. Standards necessary to conserve exhaustible natural resources C. Standards necessary to protect plant life D. All of the above

D

A key job right that is protected by union contracts is the concept of pay based on: A. The job itself B. Knowledge and ability of the individual C. Education level of the individual D. Experience in the job

A

A strike is fundamentally: A. An expression of protest and dissatisfaction B. An act of treason C. A way for management to show its strength D. A measure of the Union's bargaining competence

A

All of the following are criticisms of scientific management principles except: A.Unnecessary training costs B. Competition between workers C. Work pace speed ups D. Alienation and boredom

A

An agreement that requires employees to settle disputes with their employer using arbitration instead of a lawsuit is known as: A. Mandatory arbitration agreement B. Grievance waive C. Arbitration waiver D. Mandatory grievance agreement

A

Under Great Britain's Labor relations laws, the action of unions and employers arelargely: A. Unregulated B. Controlled by the government C. Self regulated by union and employer associations D. Unaffected by relative bargaining strength

A

Until 1980, the most notable feature of Ireland's labor relations system was: A. The prevalence of strikes B. Peak-level bargaining C. Enterprise unionism D. A high union density rate

A

When it comes to the coordination dimension of global strategy and international management, the key conflict is between: A. Centralization and decentralization of policies and processes B. Coordination between international corporations and employees C. Local management and local employees D. Specialization and generalist policies

A

Which of the following best describes German consultation rights: A. German companies must consult with the employees before making any changes in the nature of their work. B. German companies must consult with their employer association before bargaining with employees. C. German companies must consult with the government before making any changes that could affect the economy. D. Employees have the right to consult their elected government officials about changes to the nature of their work

A

Which of the following cannot be considered a nontariff trade barrier? A. Taxes on imports B. Quotas C. Domestic subsidies D. Import licensing and product standards manipulated to favor domestic companies

A

Which of the following does not present a significant barrier to transnational labor collaboration? A. Differences in opinion about the need for unionization and labor protection B. Language, cultural, religious, and ideological differences between countries C. Legal constraints on transnational labor collaboration D. Differences in union structures and goals

A

Which of the following is likely to decrease an employer's bargaining power? A. A strong economy .B. A large number of products in inventory. C. Slowed or idle plants in other parts of the country. D. A loose labor market.

A

Which of the following is not a commonly proposed NLRA reform? A. Prohibiting employers from holding any captive audience meetings B. Card check recognition procedures C. Punitive damages and immediate reinstatement for Section 8(a)(3) violations D. First contract arbitration

A

Which of the following is not a disadvantage of open door policies for resolving disputes in the workplace? A. They are generally slow and cumbersome processes and employees have to wait a long time for a decision B. They lack a guarantee of equity in the process C. They lack a guarantee of employee voice in the process D. They lack many elements of due process.

A

Which of the following is not a proposal to replace exclusive representation and majority support? A. Prevent workers from multiple employers from negotiating local standards for wages B. Give explicit legal protection for nonmajority unions C. Give explicit legal protection for works councils D. Give codetermination and consultation rights

A

Which of the following is not among the labor principles of the NAALC: A. Retirement income security. B. Prohibition of forced labor. C. Labor protections for children D. Equal pay for equal work of men and women.

A

Which of the following is not an outcome of the NAALC: A. Reduced the incidence of retaliation against workers who are attempting to unionize B. It has raised awareness of labor problems and increased understanding of the need for better labor standards C. It has generated public concern over trade and labor issues D. It provides an opportunity for greater cross-border cooperation among unions

A

Which of the following is not considered a characteristic of due process? A. The right to an arbitrator of one's choosing B. The right to be assisted by an advocate if desired C. The right to present evidence D. The right to a hearing

A

Which of the following is not generally determined by seniority rights under a union contract: A. Determination of which grievances will be pursued by the union. B. Order of layoffs (last hired, first fired). C. Bumping rights to grant more senior employees the right to lower level jobs during layoffs. D. Allocation of promotions and transfers

A

Which of the following statements is true? A. The number of grievances that reach the final state of arbitration is very small B. Most grievances cannot be resolved by the parties alone and must be decided by an arbitrator C. About half of all grievances end in arbitration D. Most grievances are resolved with the help of a mediator

A

Which of the following tactics used by unions to apply pressure to employers has not increased during the past 30 years? A. Strikes B. Corporate campaigns C. Boycotts D. Work slowdowns

A

_________________________ play(s) a much greater role in establishing employment conditions, most especially employee benefits outside the U.S. than in it's. A. Government regulations B. Collective bargaining agreements C. Human resource management decisions D. Union policies and benefit

A

What is a European Works Council and what role does it serve?

A European Works Council is a transnational company-level committee of employees that has consultation and information rights. In other words, a EWC allows employees from each country to be informed about decisions that might affect them. EWC's must meet with management at least once per year to be informed and consulted regarding the progress of the business. It can also request a meeting with management when there are exceptional circumstances such as a plant closing. The requirement for what information must be provided and who represents the employees is decided by the national law of each country. The EWC is not empowered to conduct collective bargaining but rather to create an open and healthy dialog between management and labor.

In the 1980s, black female workers at Delta Pride, a catfish processing plant in Mississippi, embarked on a union organizing drive. As part of this effort, the union was aggressive in publicizing wrongdoings by the employer, pressuring members of the board of directors to disassociate from the company, and sending postcards to over 100,000 Mississippi residents seeking their support for unionization. As a result of these tactics, the union won recognition. The tactics used in this organizing drive can best be described as: A. A sympathy strike B. A corporate campaign C. A boycott D. A work slowdown

B

In the post World War II era, U. S. unions have sought: A. To gain unilateral control over managerial decisions in the workplace. B. To limit or restrict management authority over things that affect workders directly. C. To limit all managerial control, in cluding decisions on strategy and market competition D. To limit employee input into the operations of business

B

At the Saturn plant in Spring Hill, Tennessee, the role of the union was envisioned as: A. Largely restricted to interpreting the union contract B. A full participant in business decision-making C. Management's "puppet" D. Challenger of management's authority

B

Because U.S. laws tightly regulate the disposal of toxic materials from the thousands of electronic devices discarded each year, some companies have contracted with companies in China and other countries to dispose of these products. Unfortunately, the lack of regulation in these countries has resulted in unsafe disposal practices, creating toxic waste areas where drinking water and soil are no longer safe. This situation illustrates the concept of: A. Comparative advantage B. Social dumping C. International degradation D. Competitive advantage

B

Boycotts, work slowdowns, and corporate campaigns have increased since the 1980s because: A. Empoyees have become more militant. B. Strikes are no longer a viable option for many workers because of the employer's use of permanent strike replacements C. Strikes are less costly to employers because they have more inventory today. D. Strikes are no longer legal in most situations

B

Collective bargaining agreements are enforceable in federal court under: A. The Steelworkers Trilogy B. The Taft-Hartley Act C. The Lincoln Mills doctrine D. The National Industrial Recovery Act

B

Collective bargaining agreements in Mexico reflect: A. Worker concerns B. Government policies C. Employer demands D. Concerns of the general public

B

Colson Company's contract with Teamsters Local 59 specifies that supervisors are to make promotion decisions by selecting the most senior employee from a pool of qualified employees. The company is allocating promotions using: A. Seniority as the sole factor B. Seniority as a determining factor C. Seniority as a secondary factor D. Qualifications as the determining factor

B

Compliance with corporate codes of conduct to establish labor standards in the global arena is generally a function of: A. The enforcement powers of the WTO B. Corporate self interest and good will C. International labor laws D. Domestic labor laws

B

Configuration affects labor relations through its effects on the relative bargaining power between A. countries B. corporations and employees C. labor unions D. countries and corporations

B

Configuration and coordination are two dimensions of: A. A works council B. A multinational corporation's global strategy C. A corporate code of conduct D. Transnational labor coordination

B

Corporate campaigns are sometimes criticized for all of the following reasons except: A. They use the media and others to benefit the union but may hurt consumers and other stakeholders B. They are ineffective in helping labor achieve its goals in a dispute C. They have not stopped the decline in unionization D. They may violate federal racketeering laws

B

Corporate codes of conduct: A. Address labor issues in a global economy and can be legally enforced. B. Address labor issues in a global economy and are enforced through public and consumer pressure. C. Are labor standards that can be imposed on a company by their government. D. Have been very effective in ensuring labor rights are recognized and honored

B

Cross-border flows of corporate investments such as purchasing or establishing foreign subsidiaries and joint ventures is called A. International trade B. Foreign direct investment C. International investment D. Indirect foreign investment

B

Employers are allowed to: A. Permanently replace strikers in both interest and rights disputes. B. Permanently replace strikers in interest disputes but not in rights disputes. C. Temporarily replace workers in interest disputes but not in rights disputes. D. Permanently replace strikers in rights disputes but not in interest disputes

B

French union federations are often focused on a(n) _________________________ agenda. A. Business unionism B. Political or ideological C. International D. Voluntaristic

B

If a WTO country is in violation of a trade agreement, it risks: A. Having its economic policies taken over by the U.N. B. Having to pay damages. C. Immediate trade sanctions. D. Nothing - the WTO has no enforcement power.

B

If the primary goal of the dispute resolution system is putting pressure on negotiators to settle and guaranteeing a solution, then ____________________ is best. A. mediation B. arbitration C. med-arb D. fact-finding

B

In Canada, labor laws are generally determined at the : A. Federal Level B. Provincial Level C. Local Level D. Municipal level

B

In Eastern Europe, interunion competition has resulted from: A. The emergence of new competition in industry. B. The emergence of independent labor unions. C. A rise in general population density. D. Increased international union involvement from the U.S

B

In Mexico, protection of materials during a strike is the responsibility of the: A. Company B. Union C. Federal government D. Local government

B

In Singapore, the terms of individual bargaining agreements: A. Are determined by government intervention B. Must meet government approval C. Are enforced by economic power (i.e., the ability to strike) D. Are limited to nonwage issues only

B

Mexico's Labor Laws are: A. Weak, offering few, if any, rights to workers. B. Vigorously enforced by the federal and local governments. C. Effective at ensuring unions are controlled by workers, rather than by the company. D. Excellent on paper but not in practice

D

Most grievances are settled: A. By management and the union in the last step of a typical grievance procedure B. By a neutral arbitrator C. By the VP of HR D. By management and the union in the early stages of the grievance procedure

D

The balance between efficiency, equity, and voice in a voluntaristic system dependsto a large extent on ____________________. A. the ratio of workers to management B. the strength of the union contract C. labor law D. relative bargaining power

D

At the time scientific management was introduced to U. S. manufacturing craft unions were: A. Excited about the possibility of higher wages that would come from greater efficiency. B. Concerned about lost productivity due to such a radical change in work processes. C. Excited about having someone pay attention to what they were doing. D. Concerned about losing autonomy and dignity in their jobs.

D

Australian unions have traditionally been: A. Industry unions B. General unions C. Political unions D. Craft or occupational unions

D

Bargaining in good faith to an impasse: A. Violates the NLRA. B. Creates a mutual obligation to mediate the contract. C. Means the current contract terms must stay in place. D. Fulfills each side's bargaining obligation.

D

Company codes of conduct typically include a statement of commitment regarding: A. Fair business practices and respect for relevant laws B. Labor and environmental standards C. Corporate citizenship and ethics D. All of the above

D

Current issues facing the labor movement in Great Britain include: A. Declining union density B. Employer demands for greater flexibility C. Declining political influence D. All of the above

D

Detailed systems of narrow job classifications and precise job descriptions are most likely to threaten: A. Employment B. Procedural flexibility C. Pay flexibility D. Functional flexibility

D

During a strike over a contract dispute, stikers vandalized the company's signage with spray paint. Picket line misconduct such as this can result in: A. Discipline by the union. B. Discipline by the employer. C. Criminal prosecution. D. All of the above.

D

Employee ownership unionism is intended to improve: A. Alignment between employer and employee interests B. Employee interests such as job security C. Employee representation on corporate boards of directors D. All of the above

D

Employees covered by a just cause clause have the right to insist that there be valid, ____________________ reasons for being disciplined or fired. A. union-specified B. government-mandated C. contract-related D. job-related

D

For proponents of labor law reform that believe the law is outdated and no longer keeps pace with a global, competitive environment, the solution is: A. Transformation of the NLRA. B. Deregulation. C. Strengthening the NLRA. D.Loosening the NLRA.

D

Foreign direct investment is vulnerable to criticism because: A. It can be used to exploit workers with no alternatives and degrade the environment when there are no protections or incentives B. It can result in job loss for domestic workers C. It does not encourage development of countries by bringing in jobs and new technology D. A and b' E. All of the above

D

High performance work practices have been linked to: A. Higher employee satisfaction B. Higher employee stress C. Higher employee commitment D. All of the above

D

In France, bargaining takes place on all of the following levels except: A. Multi-industry B. Industry C. Company D. Government

D

In a Stalinist system, unions served all of the following purposes except to: A. Facilitate the states' production goals B. Protect individual workers from abusive managers C. Administer social benefits provided by the government D. Conducted collective bargaining

D

In a nonunion setting, a formal dispute procedure is likely to include all of the following except: A. An open door policy B. An appeal process C. Final decision by a higher level of management D. Final and binding arbitration as the final step for grievance resolution

D

In return for management's agreement to arbitrate disputes in the workplace, the union generally waives: A. The right to sue. B. The right to make unilateral changes to the contract. C. The right to mediate .D. The right to strike

D

In the U.S., employers have the right to hire temporary strike replacements: A. In an economic strike B. In an unfair labor practice strike C. If they can show the strike would create an economic hardship D. A and b only E. All of the above

D

Interpreting, applying and resolving conflicts that arise under a union contract is called: A. Contract negotiations B. Past practice C. Mediation D. Contract administratio

D

It is important to study labor relations across countries because: A. It helps to understand the problems associated with ensuring efficiency, equity, & voice B. It can provide ideas for reforming the U.S. labor relations system C. Increasing internationalization means managers will need to understand multiple systems D. All of the above

D

Japanese labor law was modeled after the ___________________ system of labor relations. A. German B. Swedish C. British D. United States'

D

Job control unionism became an acceptable model for the U.S. because it: A. Supported mass manufacturing requirements for stable production. B. Made the workplace more predictable C. Gave unions a way to challenge management decisions without resorting to strikes. D. All of the above

D

Joint industrial councils have been shown to: A. Be wholly ineffective at bringing employee voice to management decision-making. B. Weaken management's decision rights C. Create harmony between management and the employees D. Give workers voice over a broader range of issues than if they were unionized.

D

Labor relations is becoming more diverse around the world because of____________________. A. Declining union strength B. Corporate insistence on workplace flexibility C. Decentralization D. All the above

D

The bureaucratic model of detailed union contracts and quasi-judicial grievance procedures is criticized because: A. It has not resulted in decreased conflict ending in strikes. B. It encourages union member involvement and activism. C. It increases the uncertainty of dispute resolution between the parties. D. It inhibits flexibility and innovation.

D

The cost of arbitration is usually: A. Paid for by management B. Paid for by the union. C. Paid for by the employee. D. Split between the union and managemen

D

The decline in union density in Great Britain can be attributed to: A. Structural changes in the economy B. Labor market weakness C. Conservative government legal changes D. All of the above

D

The goal of an intermittent strike is to: A. Minimize costs to the employer. B. Irritate consumers so they will apply pressure on the employer to settle. C. Call into question the employer's ability to control their workers. D. Disrupt the employer's business while also preventing it from hiring strike replacements

D

The key concern of opponents to the TEAM Act was that: A. The Act would make it too easy for workers to unionize B. The Act would unnecessarily restrict labor-management cooperation C. The Act would not adequately protect the interests of employer who wanted to create labor-management committees D. The Act would not adequately protect workers against employer-dominated unions

D

Which of the following is less likely to occur under the Canadian labor relations system than the U.S. and system? A. Instant representation elections B. Card check recognition C. Arbitration to establish a first contract D. Right-to-work laws

D

Which of the following is not a characteristic of scientific management principles? A. Using time and motion studies B. Breaking jobs down into their simplest tasks C. Calculating the quickest way to complete a task D. Getting employee

D

Because immigration is tightly controlled, the vast majority of immigrants to the U.S. are skilled workers.

False

Because unions have a duty of fair representation, they must treat every grievance or complaint the same and purse each all the way to arbitration, if necessary.

False

Businesses that adopt the shareholder model must, by definition, pursue short-run profits

False

Calls for increased levels of employee empowerment in the modern workplace neglect the reality that the U.S. workforce is less educated, on average, than the workforce of the 1940s-1970s.

False

Canadian union representation elections are conducted in the same manner as those in the U.S.

False

China's ACFTU, the world's largest union, provides strong advocacy for Chinese workers' immediate labor conditions.

False

Codetermination includes employee representation on corporate supervisory boards and workplace level committees appointed by management.

False

Compulsory arbitration laws for public employees are generally the same in all states.

False

Compulsory or mandatory arbitration agreements are rarely legal in the U.S

False

Contract provisions that prevent the loss of union jobs by limiting an employer's right to send work to other employers are called subcontracting or outsourcing restrictions.

False

Contrary to the experience of the U.S., union membership in Great Britain has risen substantially since the 1980s.

False

Corporate campaigns are union strategies to pressure an employer into settling a contract by engaging in boycotts, intermittent strikes, and work slowdowns.

False

Corporate campaigns, while highly successful tools against management, are considered illegal activity under the NLRA.

False

Corporate strategies to allow for greater employee voice in decision-making rarely work in unionized settings because of traditional job control unionism.

False

Currently, all global trade agreements sanctioned by the WTO have a social clause requiring them to abide by the ILO's Declaration on Fundamental Principles and Rights at Work.

False

Due to concerns about monopolistic power, French law does not allow industry level agreements to be extended across companies within the same industry.

False

Due to the effects of globalization, national level labor relations policies and practices are becoming increasingly irrelevant.

False

Due to the fact that strikes are often held to be illegal, unions have begun to use alternative tactics to pressure employers such as boycotts and work slowdowns.

False

Employee empowerment unionism uses the solidarity of employee to negotiate explicit wage rates tied to jobs, not individuals.

False

Employers in the U.S. are generally required by contract to give union workers a valid, job-related reason for dismissal, just like they must for nonunion workers.

False

Executive stock option plans encourage businesses to take a more long run approach to profit maximization.

False

Fair trade and free trade are basically the same concepts.

False

Flexibility and innovation in workplace processes are enhanced by the traditional model of job control unionism that allows new contracts to be negotiated every 1-3 years.

False

For Europeans, the decision to join a union is often driven by the need or desire for higher pay and better benefits than a demonstration of worker solidarity.

False

For a German works council to be put in place, a labor union must have won representation rights of workers at a given company.

False

For workers who are already unionized, one of the biggest weakness in the NLRA is the failure to prohibit the use of all strike replacements.

False

French law mandates exclusive representation as a condition of collective bargaining.

False

French union federations have a business unionism philosophy that is much like that of the U.S.

False

From a legal perspective, corporations are not required to serve the public interest because they are purely private rather than social institutions.

False

Globalization increases the demand for unskilled labor in the U.S. which in turn reduces labor's bargaining power.

False

Grassroots mobilization of the working class cannot serve the goals of both social movement unionism and solidarity unionism.

False

If management wants to retain the right to make unilateral decisions about various aspects of the workplace such as work assignments or the ability to introduce new technology,they are required to state this in the contract.

False

If the President thinks a strike will be dangerous to the national health or safety, the Taft-Hartley Act empowers the President to halt a strike while an arbitrator investigates and issues a final and binding decision

False

If the primary goal of a dispute resolution system is to improve the relationship between disputing parties to avoid future disputes, the best option is fact-finding.

False

In 2012, the pressure that NFL fans, coaches, and players put on the owners to settle their dispute with referees could be considered a "corporate campaign."

False

In a multinational corporation, if formal labor relations processes and structures are centralized, local managers should build networks across the entire organization to facilitate coordination and training.

False

In most industrialized countries, there is little support for unionization, significant employer resistance to unions, and weak support for a socialist movement.

False

In response to pressure from organizations such as the ILO and the International Trade Union Confederation, most companies today have a corporate code of conduct

False

In the 1950's, approximate number of lost days due to strike activity in the U.S. was 1/5th of the total working days. Today it is less than 1/100th of the total working days

False

In the Electromation decision (1992) the NLRB ruled that the company's committees were considered legitimate labor organizations under the NLRA because they had unilateral control over wages, hours, and terms and conditions of employment.

False

In the shareholder model of corporate governance, shareholder satisfaction should be the primary concern of a company.

False

In today's competitive, highly technology-driven economy, there is little risk to employees in increasing workplace flexibility but there is a lot to be gained.

False

It is essential for the NLRA to be modified to allow employees who support a union but do not constitute a majority to be represented by a union.

False

Job control unionism and business flexibility go hand-in-hand.

False

Job satisfaction is usually higher in nonunionized settings than in unionized settings,after one accounts for differences in working conditions and workplace climate.

False

Just as it facilitates corporate international trade, free trade agreements like the WTO and NAFTA also encourage internationalization efforts of labor unions.

False

Just like in the U.S., company dominated unions are illegal in Great Britain

False

Labor advocates embrace nonunion representation plans as another means of giving workers control over what happens in the workplace.

False

Labor relations systems in the former Soviet Union are beginning to take on characteristics similar to the U.S. labor relations system.

False

Labor standards established by the ILO's Declaration of Fundamental Principles and Rights at Work are legally enforceable.

False

Layoffs in unionized settings are usually done by inverse seniority meaning the most senior employee is laid off first because they are more likely to be able to afford it.

False

Like the U.S., other industrialized countries such as Germany and Japan have recently begun to recognize the importance of worker involvement in business decision-making.

False

Med-arb is a third party dispute resolution system that allows the parties to choose between a mediation or arbitration to settle a dispute

False

Mediation is similar to arbitration in that both require the parties to reach a mutually satisfactory resolution to their dispute.

False

Mediators are typically more concerned with getting the parties to reach an agreement than they are with helping the parties to improve their relationship so as to avoid future conflict.

False

Mexican workers are well protected by strong enforcement of Mexican labor laws as outlined in the Mexican Constitution

False

More information would be shared with employees and their representatives under a shareholder model than under a stakeholder model of company action.

False

Most industrialized countries allow employers to use permanent strike replacements

False

NAFTA is a free trade agreement between Canada, Mexico, and the U.S. that allows both free capital and labor mobility.

False

Nearly every U.S. union contract contains a right-to-sue clause in which employees are entitled to file a legal challenge to managerial actions that they feel violate their rights under the contract.

False

Nonunion grievance processes that end with a peer review as the final step have lower grievance filing rates than nonunion systems in which the final decision is made by a manager

False

One key proposal for transforming U.S. and labor law into something that better meets the needs of our modern society is to prohibit majority unions and replace them with nonmajority unions.

False

One of the advantages to free trade is that the benefits of trade flow are shared equally between labor and management.

False

Organized labor has been very proactive in using ESOPs as a strategy for improving worker representation.

False

Preston Beverages is engaged in a labor dispute with its manufacturing employees. To show their support for the employees, Preston's drivers generate a campaign to boycott Preston's sodas and flavored waters. The drivers are engaged in a secondary boycott

False

Productivity is higher in nonunionized companies than it is in unionized companies.

False

Proponents of labor-management cooperation programs believe current U.S. labor law provides sufficient support and guidance for effectively managing such programs.

False

Quality circles, gainsharing programs, and other types of joint labor-management committees focus largely on changing the way work has been organized under scientific management principles.

False

Regardless of whether workers strike over "mandatory" or "permissive" bargaining issues, the NLRA protects their right to strike and they cannot be discharged or disciplined fortheir strike activity.

False

Research clearly shows that final offer arbitration is more effective in getting the parties to agree on contract terms than conventional arbitration.

False

Since the 1980s, Australian labor relations has become more centralized, focused more on national labor policy than on individual company-level bargaining.

False

Skill-based pay, quality circle and other forms of innovation aimed at improving worker involvement in business have largely failed in unionized settings.

False

Social dumping occurs when a foreign competitor is able to unfairly sell goods or services at a lower price than domestic producers because they are able to be more efficient.

False

Social movement unionism generally achieves its goals using structural power alone.

False

Solidarity unionism is very consistent with a servicing model of union representation.

False

Stakeholder theory asserts that while there are other stakeholders in business, the most important is still the shareholder and their needs should take precedence of the needs of other stakeholders.

False

Strong, institutionally secure unions are more likely to engage in militant, adversarial and potentially violent acts than weak, insecure unions.

False

Superseniority is a term that is used to describe seniority rights given to supervisors

False

Taylor's vision of scientific management as a "win-win" for unions and management has largely proven to be true.

False

The GATT was an international agreement among countries to reduce tariffs on all products traded between them.

False

The German labor relations system has responded to the competitive pressures of globalization by increasing its standardization of contracts within and across industries.

False

The ILO is a specialized agency of the U.S. Department of Labor focused on social justice and human rights.

False

The Irish system of labor relations was built on the U.S. model following World War II.

False

The Kaiser Permanente Labor-Management Partnership was unsuccessful in changing the underlying working relationship between the Kaiser management and the union representing its employees.

False

The North American Agreement on Labor Cooperation has been highly effective in improving labor standards among NAFTA nations.

False

The North American Agreement on Labor Cooperation is administered by the National Labor Relations Board which investigates complaints of violations of labor standards.

False

The North American Agreement on Labor Cooperation specifies minimum standards for the treatment of labor by all NAFTA countries and outlines penalties for failure to comply with those standards.

False

The North American Free Trade Agreement includes a common monetary and fiscal policy between member nations.

False

The Saturn experiment in Spring Hill, Tennessee, was largely successful.

False

The Saturn plant in Spring Hill, Tennessee, is an example of the successful implementation of self-directed work teams in a traditional scientific management-based industry

False

The TEAM Act was introduced in Congress to explicitly outlaw labor-management committees that do not seek to negotiate collective bargaining agreements.

False

The U.S. emphasis on exclusive representation and majority support is often imitated outside of North America

False

The U.S. labor relations concepts of exclusive representation and majority support for union representation are concepts that have been adopted by many other countries outside the U.S.

False

The WTO is a specialized agency for the United Nations focused on the promotion of social justice and internationally-recognized human and labor rights.

False

The ability to outsource is a key disadvantage of international trade for companies looking to reduce costs.

False

The agreement between countries that created the European Union provides trade agreements similar to those that exist between NAFTA nations..

False

The associational unionism model is based on a model of exclusive representation.

False

The concept of exclusive representation applies to Great Britain.

False

The concept of just cause means that employers may fire an employee only if there is an economic reason for doing so.

False

The concept of past practice is one where arbitrators use their own prior experience and decisions to help decide a particular arbitration case.

False

The final step of most union grievance procedures is to appeal the decision to the NLRB.

False

The free rider problem is mainly an issue in union shops where employees often choose not to pay union dues even though the union is required to represent them.

False

The frequency with which a union goes out on strike is a good measure of the bargaining strength of that union.

False

The fundamental purpose of German co-determination is to provide national stability and consistency in labor contracts.

False

The goal of job control unionism is to replace managerial subjectivity and favoritism with decision making by union representatives.

False

The grievance arbitration process is about helping the parties to problem-solve their differences regarding the interpretation of the contract and not a judicial activity where the arbitrator uses existing law to interpret the contract.

False

The importance of grievance arbitration as a method of settling labor disputes was notformalized until the 1970s.

False

The increase in decentralized bargaining structures has led to greater convergence in local labor conditions.

False

The influence of the government on labor unions in Mexico is minimal. Most Mexican unions operate independent of the federal and local governments

False

The job of a labor union is to shape the interests and aspiration of workers.

False

The legal enforceability of an arbitrator's decision when a contract includes a binding arbitration clause was established by a series of Supreme Court cases known as the Beck doctrine.

False

The main reason that strike activity has declined since 1980 is because labor's bargaining power had declined.

False

The model of shareholder value maximization and financialization has resulted in increased capital investment or a "retain and reinvest" strategy.

False

The primary objective of European unification has been to create a thriving economy in response to increased competition from Asia over the past 30 years.

False

The push for greater flexibility and employee participation in the workplace is very compatible with traditional union goals.

False

The rate at which employees file grievances against their employer is almost completely a function of how strong the union is

False

The research is clear: high performance work systems such as quality circles, job rotation, teams, and total quality management decrease absenteeism and turnover and increase company profits.

False

The research suggests that labor-management partnerships are generally good for employers and employees but not for unions.

False

The reserved rights clause in a collective bargaining contract is aimed at preserving the union's right to represent the company's workers

False

The social partnership arrangement in Ireland provides significant voice opportunities for workers at the workplace level.

False

The traditional approach to dispute resolution in nonunionized settings has been a modified grievance procedure ending in arbitration by a peer review panel.

False

The union's duty of fair representation stems from a clause in the collective bargaining contract that requires the union to give each employee equal treatment

False

There are few benefits of immigration to the receiving country while there are many benefits to the immigrants' home country.

False

There is a common set of labor laws governing labor relations across each of Canada's provinces.

False

Though there were few benefits for management, system of job control unionism became widespread in the postwar era primarily because it met the needs of unions and workers.

False

To avoid social dumping, the U.S. and Europe are forcing other countries to adopt principles of fair trade.

False

Total quality management programs are an example of reengineering attempts to improve the efficiency of the workplace.

False

Traditional U.S. union contracts provide strict guidelines for employers, but are not legally enforceable in the United States

False

Traditional grievance procedures are criticized for encouraging or allowing employees to become overly involved in workplace decision-making.

False

Traditionally, all workers in Japan enjoy the security of lifetime employment which prohibits employee layoffs.

False

Training programs put on by unions to improve the skill sets of workers are an example of the tactics used by solidarity movement unionism.

False

Turnover is generally higher in unionized settings than it is in nonunionized settings

False

U.S. Labor relations are set primarily by strike power, court orders, and public decision-making than by private administrations of contract terms

False

Under French labor laws, collective bargaining takes place solely at the company level

False

Under a union shop agreement, workers can be forced to pay dues and join the union

False

Under current U.S. labor law, employers are required to give unions access to employees that matches their own.

False

Under job control unionism, wages are tied to individuals rather than to jobs.

False

Under scientific management principles, workers become better at their jobs through cross-training to increase workforce flexibility.

False

Under the NLRA, nonunion employee representation plans where there is give and take between management and workers are likely to be legal while those where management is clearly in control are likely to be considered illegal.

False

Under the employment-at-will doctrine, employers are generally free to establish whatever terms and conditions of employment they desire.

False

Union contracts covering blue collar workers typically state the wage rate tied to the knowledge, skills, abilities, and performance of each individual holding the jobs.

False

Union pension funds are prohibited from using their standing as stockholders to influence corporate strategies and governance.

False

Unions are starting to push their agendas by pursing investment strategies that reinforce a broader social agenda rather than just simple short-term profits.

False

Unions are uniformly opposed to moving away from job control unionism because of the risks associated with greater flexibility.

False

Using the court system instead of a formal grievance process would likely speed up the resolution of workplace disputes and reduce costs.

False

Voluntarism is an institutionalized system of employee voice in which employees are entitled to participate in workplace decision-making.

False

Wage flexibility and incentive plans are made easier when organizations have standardized wages tied to jobs and independent of a company's ability to pay.

False

When a company needs to implement a new employee wellness program, HR's role is most likely one of navigator.

False

When fact-finding fails to produce an agreement between disputing parties, the NLRB may step in and force an agreement upon the parties.

False

When looking to international financial investments, investors are more likely to think long term, making international markets more stable than a national market.

False

When management seeks to create a cooperative labor-management relationship in response to competitive pressures, it is known as a "co-opting strategy."

False

When the National Mediation Board offers arbitration to negotiators covered by the Railway Labor Act, they are obligated to accept.

False

When unions are weak, a willingness to cooperate with management will probably be a very effective way to increase efficiency, equity and voice.

False

Whether high performance work practices result in improvements in company profitability is in part a function of how extensively they are incorporated into the organization: the greater their use, the greater the profits.

False

While globalization has increased the exportation of unskilled jobs from the U.S. to low-wage countries, white collar jobs are rarely outsourced abroad.

False

While globalization, decentralization and the need for greater flexibility are important pressures in U.S. industrial relations, they are relatively unimportant issues for mostother industrialized countries

False

While labor unions and workers are frustrated with the current state of efficiency, equity and voice in the U.S employment relations, employers are generally quite satisfied.

False

Work-to-rule campaigns are seldom successful because following all of the employer's rules to the letter is actually best for most business.

False

Works councils have a clear, positive impact on economic efficiency of German companies and the German economy as a whole.

False

What are the advantages and disadvantages to foreign direct investment?

Foreign direct investment can open new investment opportunities and benefit countries by bringing in more resources which in turn creates new jobs and new technology. This provides the base for further economic development and growth. Foreign subsidiaries of multinational companies often pay higher wages than local domestic companies and share the profits. However, foreign direct investment can also result in the exploitation of workers with low bargaining power, degrade the environment where there are no protections (i.e., social dumping). Further, it can result in the loss of jobs and downward pressure on compensation for employees in the "home" countries.

What is the NAFTA Side Agreement on Labor and how it is used to address labor issues in Mexico, the U.S., and Canada?

The NAFT side agreement on labor, called the North American Agreement on Labor Cooperation, was adopted to address labor's fears that low Mexican wages might undercut U.S. competitiveness, put downward pressure on U.S. wages and working conditions, and cause widespread plant closings and job loss. The NAALC provides 11 guiding principles that promote union activity, nondiscrimination, equal pay, minimum wages, and workplace safety. However there are no uniform standards and, at best, the NAALC provides a forum for complaints against employers to be heard. These complaints stem from violations of each country's individual laws and not an attempt to create common labor standards across the 3 countries.

Explain the primary purpose of the European Union and its stance on labor standards for member countries.

The European Union was formed primarily out of political, rather than economic needs. The primary method of achieving integration, however, has been economic. Economic concerns prevail over labor and social concerns as the EU takes the perspective that economic prosperity will drive positive social changes, including better treatment of workers. That said, there has been concern with labor standards to establish basic human rights and prevent social dumping between member countries. As a result, the Community Charter of Fundamental Social Rights of Workers, or Social Charter, was adopted in 1989 to outline desired standards on freedom of movement, fair remuneration, equal treatment for men and women, health and safety protections, working conditions, vocational training, freedom of association and collective bargaining, and rights to information, consultation, and business decision participation for workers

What is the International Trade Union Confederation and what are its main objectives?

The ITUC is a worldwide federation of national union federations such as the AFL-CIO in the U.S., the Trades Union Congress in Great Britain, and the DGB in Germany. The ITUC formed as a way to strengthen international union solidarity and have more influence in the global sociopolitical economic system. Its main objectives are to facilitate consultation, communication, and cooperation among unions. The ITUC collects and publishes information and research to keep unions abreast of international developments. It also provides education and training to union leaders and financial assistance to emerging labor movements. The ITUC is an important advocate for organized labor at the WTO and other organizations and/or conventions. Among other things, the ITUC pressures multinational corporations to adopt codes of conduct that respect workers' rights

What is the ILO and how does it address labor standards associated with globalization? What are the core labor standards of the ILO?

The International Labor Organization is a specialized agency of the United Nations focused on promoting social justice and internationally recognized human and labor right. The ILO has a unique tripartite structure with representatives from labor, corporations, and government sent from each country. Its primary activity is adopting and promoting minimum labor standards. The ILO has adopted a set of core labor standards around freedom of association and collective bargaining, abolition of forced labor, no discrimination in employment and pay,elimination of child labor and other issues. While not legally enforceable, the ILO relies on publicity, diplomacy, and technical assistance to encourage compliance with its labor standards

An ombudsperson is a neutral person, employed by the company, who may investigate disputes but who is primarily concerned with helping management and the employee resolve their differences.

True

As a result of the GATT, average U.S. tariff rates have fallen from 50% in 1930 to less than 4% today.

True

As early as the 1940's, unionists argued that because workers perform their job tasks over and over they often have good ideas for improving productivity, increasing quality, and lowering costs. They predicted that management's failure to capitalize on this would ultimately restrict flexibility and have a negative impact on efficiency.

True

As their power has declined with the legal reforms of the Conservative government, British unions are starting to look more toward the European Union as a way to improve labor standards and public policy favoring workers and their representatives.

True

Associational unions can strike but they also use political pressure and poor publicity to pressure employers to meet their demands.

True

Bantani Corporation, a large manufacturer of food packaging products, decides to purchase an existing manufacturing plant in India. This is an example of foreign direct investment.

True

Based on the Swedish experience, it can be hypothesized that U.S. unions might be less resistant to workplace change if U.S. unions were more protected both culturally and as a matter of law.

True

Both grievants and supervisors involved in grievances are more likely to leave their jobs (either quit or be fired) than those who are not involved in grievances.

True

Britain's system of labor relations is particularly susceptible to swings in economic conditions that favor either the employer or employees.

True

Bumping rights are a seniority provision in many union contracts which allow workers with greater tenure at a company to take the jobs of those with less seniority in the event of a layoff.

True

Codetermination is a formal system of employee voice that entitles employees to participation in workplace decision-making

True

Collective bargaining and workplace representation have increased in France since the 1980's but they have declined in the U.S.

True

Communist and socialist unions have not always supported collective bargaining because signing a contract limits worker freedom and legitimizes capitalism.

True

Company dominated unions are a particular problem for Mexican Labor relations

True

Compared to other economic integration agreements, like NAFTA, one can say that the European Union has the greatest degree of integration.

True

Compulsory arbitration is generally effective in discouraging strikes

True

Configuration refers to one aspect of a multinational company's global strategy whereby all of its processes are either consolidated in one location or located across several countries.

True

Contract administration is a term used to describe interpreting, applying and resolving conflicts pertaining to collective bargaining agreements.

True

Critics of the NLRA believe the culture of adversarial conflict is a result of the exclusion representation and majority support provisions.

True

Developing countries are most likely to see labor standards as a way to protect U.S. jobs, rather than a good faith effort to improve the lives of working people worldwide.

True

Due check-off clauses protect unions by decreasing the administrative burden of collecting union dues.

True

Employee involvement plans in which employees speak for themselves as individuals, not as representatives of their co-workers, do not violate U.S. labor law.

True

Employee ownership unionism seeks to represent workers by making it easier and more common for employees to own a portion of companies.

True

Employee representation through nonunion committees can be used to suppress unionization and squelch "real" employee voice.

True

Enforcement of China's collective bargaining and dispute resolution laws has been weak and inconsistent across locations

True

Establishing and maintaining a union is easier under Canadian law than under U.S. law.

True

Fair trade incorporates labor, environmental, public health, and other standards into trade agreements. Free trade advocates none of these.

True

Financialization is a business strategy that focuses on implement cost-cutting measures followed by leveraged buyouts.

True

Financialization is a term used to describe the shareholder models' emphasis on short term profits rather than, say, the delivery of valued or needed goods and services.

True

For Great Britain to move toward a works council model and a more European style of labor representation, significant changes would need to be made to its current labor law and culture.

True

For labor-management partnerships to be effective, they must be perceived by employees as a way for their interests to be represented and deliver tangible benefits such as better working conditions.

True

For signatory countries to the WTO, quotas limiting imports are illegal.

True

Fordism was a specialized case of applying scientific management principles to assembly line production.

True

Foreign direct investment can result in exploitation of labor, particularly in export processing zones.

True

French labor law includes industry level agreements that can be extended to all companies in the industry regardless of the bargaining unit size.

True

French unions tend to be more militant and reformist than unions in other industrialized countries

True

From the union perspective, the bureaucratic system of collective bargaining contracts may achieve stability at the expense of rank and file involvement and activism

True

German works councils have the right to information about the firm's financial situation, including investing and marketing plans

True

Giving employees explicit rights to free speech, just cause dismissal, and information are three possibilities for transforming U.S. labor law.

True

Globalization occurs when there is increased economic integration among countries.

True

Grievance procedures and arbitration are both criticized for being excessively legal, formal, and reactive, rather than proactive in trying to find ways to decrease the likelihood of future disputes

True

High performance work systems are mutually supporting human resource practices that combine flexibility with employee involvement.

True

If a signatory country to the WTO wants to pass a law to establish higher product standards for a particular import, it must be able to produce scientific evidence supporting the need for these standards.

True

If global markets are imperfect, a disproportionate share of profits is likely to end up with shareholders, rather than employees.

True

If the NFL football players went out on strike to support the referees in their negotiations over wages and working conditions, it would be considered a sympathy strike

True

If the TEAM Act were passed, it would make it easier to form labor-management committees but present greater risks of employer dominated unions

True

In Canada , each province has its own labor laws that governs their labor relations.

True

In Canada, strike replacements are often not considered part of the bargaining unit and are not, therefore, entitled to vote on union matters.

True

In France, employees have several forms of workplace-level employee representation such as employee delegates and work committees.

True

In Germany, each major industry has a dominant employer association and union that conduct industry-wide bargaining for all companies in the industry.

True

In Germany, sector bargaining takes place at the regional level in a pattern bargaining fashion.

True

In Great Britain, collective bargaining agreements are not legally binding.

True

In Great Britain, collective bargaining has traditionally occurred only when both management and labor voluntarily agree to engage in negotiations.

True

In Mexico, collective bargaining agreements are sometimes said to be more a function of government economic policy than independent union collective bargaining.

True

In Saturn's self-directed work teams, teams of 6-15 union employees were empowered to make business decisions about business planning, technology, pricing, and new product development.

True

In a fostering change approach, management should provide the union with full information, training, and opportunities to participate in the design and implementation of change.

True

In general, labor relations systems in Sweden and other Nordic countries are similar to those in Germany.

True

In making a decision about the merits of a particular grievance, the arbitrator's role is to set aside his own personal beliefs and simply interpret and apply the contract as it was written by the parties.

True

In many industrialized countries, most employees are covered by a collective bargaining agreement even though they are not members of a union.

True

In med-arb, the same neutral third party first tries to get the parties to reach an agreement as the mediator and, if that fails, will deliver a final and binding arbitration decision.

True

In some ways, workers have greater voice when it comes to traditional management rights issues under Canadian joint industrial councils than they do with collective bargaining.

True

In the 20th century, the primary method for organizing and managing work was scientific management.

True

In the 21st century, the hierarchical structures of organizations stemming from scientific management are being replaced with flatter organizational structures and flexible specialization.

True

In the Japanese system of enterprise unionism, unions represent all employees in a single company, including white-collar workers and low level managers.

True

In the U.S. it is generally believed that efficiency, equity, and voice are best attained using written rules enforced privately at the workplace level.

True

In the United States, unions occasionally obtain a single seat on a company's board of directors, but significant board-level representation is mandated by law in Germany.

True

In the developing countries of Asia, labor relations and labor issues take a backseat to industrial development.

True

In the union movement, there are some who argue that there is no role for unions as strategic partners with business. They believe unions should be in the business of protecting workers and attempts to "partner" with management will inevitably result in "selling out" workers.

True

International investment portfolios create cross-border flows of investment securities like stocks and bonds.

True

Ireland's system of centralized bargaining through social partnership addresses broad social and economic concerns rather than more immediate economic or workplace agreements.

True

It is a union's legal obligation to represent all workers within a bargaining unit fairly even if they are not dues-paying union members.

True

It is estimated that strike replacements were used in 10-20 percent of strikes during the 1980s.

True

Japanese employers are far more likely to utilize collaborative bargaining and joint consultation than U.S. employers

True

Japanese labor law was established by the U.S. and occupation authorities at the end of World War II and based on the U.S. and model of labor relations.

True

Job control unionism seeks to protect workers against managerial abuse by setting objective standards for everything from wages to work allocation.

True

Job control unionism served the needs of management in a mass manufacturing environment by increasing the stability and predictability of production.

True

Joe Sloan has a reputation for being a poor performer who often shirks his responsibilities onto other employees. Joe has filed a complaint against his immediate supervisor, claiming that she did not following the union contract rules when she discharged him for insubordination. Even though Joe's union representative knows Joe is a poor performer and would prefer to see him dismissed, he is obligated by law to fairly represent him in the grievance process.

True

Labor legislation passed by Margaret Thatcher during the 1980s resembled many of the provisions included in the Taft-Hartley and Landrum-Griffin Acts passed in the U.S. 20 to 30 years earlier.

True

Labor unions outside the U.S. tend to be more closely aligned with a particular political party, sometimes referred to as the Labor Party

True

Lean production emphasizes just-in-time deliveries, smooth flow of materials, teamwork and continuous process improvement.

True

Lifetime employment, job rotation, seniority based pay, and broad job classifications increase Japanese employees' sense of identification with their employer, rather than with their job

True

Managerial insistence on retaining the right to make business decisions such as location and production technology without interference from employees or unions was formalized in the 1940s.

True

Many Canadian workers are represented by U.S. unions in their dealings with their employer.

True

Mexican workers have more rights under law than U.S. workers

True

Nearly every U.S. union contract contains a just cause clause protecting workers from arbitrary dismissal or discipline

True

Nearly every public and private sector union contract in the U.S. has a grievance procedure to resolve disputes in contract interpretation and administration

True

Nonunion representation plans that are primarily concerned with issues such as quality and productivity are outside the domain of the NLRA and are legal.

True

Nonunion representation plans that give employees control over the structure and function of committees are more likely to be considered legal under the NLRA than plans that do not.

True

One initiative of the International Trade Union Confederation is to pressure companies to adopt corporate codes of conduct that include a statement on the fair treatment of labor.

True

One key proposal for transforming U.S. and labor law is to replace the certification process with works councils such as those found in Germany and other European countries.

True

One of the key benefits of international trade is that it allows consumers and producers to benefit by exploiting each country's comparative advantage.

True

One of the key reasons advocates for transforming the NLRA give to justify their position is the culture of conflict or adversarialism that exists in the U.S

True

One of the problems with introducing greater flexibility in the workplace is that flexibility often raises important risks or concerns for workers and unions.

True

One proposed reform to the NLRA would allow for employee committees focused on monitoring employers' compliance with employment laws.

True

One reason the self-directed work team approach used at the Saturn plant in Spring Hill, Tennessee was not successful was that union leaders were reluctant to change from the traditional job control unionism model to one that required more flexibility and uncertainty..

True

One response of the labor movement to increased globalization and the growth of multinational corporations is to explore different methods of transnational collaboration.

True

Organized labor and workers' rights advocates attributed a significant part of the decline in unionization to deficiencies in the NLRA.

True

Outside North America, collective bargaining is dominated by employer associations,rather than individual companies.

True

Over 90% of union contracts in the private sector specify that employees can be discipline and discharged for just cause only

True

Proponents of NLRA deregulation are most likely to look to Great Britain's system of voluntarism as a model for labor law reform.

True

Proponents of deregulating the NLRA believe workers prefer a system of individual,rather than collective, representation.

True

Proposals to revitalize the labor movement by increasing the traditional bargaining power of U.S. and unions fall into the category of solidarity unionism.

True

Public sector strikes are often not allowed in part because it is believed that they have the potential to seriously harm the public interest.

True

Quality of working life programs introduced in the 1970s were largely designed to address problems with worker fatigue, boredom, and alienation that were associated with mass production.

True

Quality of working life programs were largely unsuccessful because they could not change the underlying structure of work organized around scientific management principles.

True

Reengineering is distinguished from continuous improvement in that it focuses on large, one-time improvements in business processes, rather than small, incremental steps toward improvement.

True

Relying on corporate codes of conduct to establish fair labor standards in an international market is a lot like relying on human resource policies to establish fair labor standards in a domestic market.

True

Remedial changes proposed for the NLRA include increasing penalties and reducing delays in organizing.

True

Removing trade barriers that were protecting an inefficient industry is likely to cause job losses in that industry.

True

Rights disputes occur over the application and interpretation of contract language in a particular situation.

True

Shop stewards are company employees that provide advice to union workers on matters such as interpretation of the contract and their rights in the workplace

True

Shunto refers to an annual wage negotiation process in Japan where uniform wage increases across companies are bargained.

True

Social movement unionism attempts to increase its bargaining leverage by changing shared meanings and values.

True

Social movement unionism rejects the narrow business unionism focus on collective bargaining and instead increases labor union's focus on working class issues such as improving community, society and worker voice in politics.

True

Solidarity unionism generally relies on increasing labor power by building the cohesiveness of workers across and within workplaces and championing worker interests that contradict management desires.

True

Some critics of the NLRA believe that the primary culprit is not the law itself, but rather, that the courts' have used case law to distort the original intent of the law.

True

Stalinist unionism refers to a labor relations system in which unions are controlled by the government and play a dual role to protect state and labor's interests.

True

Strikes and independent unions were illegal in the Soviet Union.

True

Strikes during the life of a contract are illegal in Germany.

True

Substantive changes to the NLRA would include expanding NLRA coverage, removing restrictions on secondary boycotts, and widening the scope of bargaining items.

True

The 1970s saw an increase in confrontations between management and labor due to worker dissatisfaction with repetitive and narrowly defined jobs as well as work line speedupsand confrontational discipline.

True

The ACFTU's traditional responsibilities focus on maintaining labor discipline to promote the national agenda and not to represent workers' interests in negotiations with employers

True

The All China Federation of Trade Unions is the only legal union federation in China.

True

The Clinton labor-management partnerships were shown to be effective in creating better labor-management relations, reducing workplace disputes, and improving performance.

True

The European Commission consists of representatives from members of the European Union and is responsible for drafting legislation on issues of common interest to all countries

True

The German labor relations system includes industry-wide bargaining between employer federations and employer associations.

True

The ILO's Declaration on Fundamental Principles and Rights at Work establishes a set of core labor standards that includes the freedom to bargaining collectively at work.

True

The International Trade Union Confederation is an attempt to bring national union federations of many countries under the same organization.

True

The Japanese system of enterprise unionism is embedded in a broader system of lifetime employment, seniority and firm-based wages, and broad job classifications.

True

The Justice for Janitors campaigns are an example of social movement unionism in which organized labor championed workers' issues that extended beyond the workplace.

True

The Mackay doctrine holds that employers can hire permanent strike replacements as well as temporary strike replacements in an economic strike

True

The NAALC has helped to increase the public's awareness of potentially harmful trade and labor practices within member nations.

True

The NAFTA Labor side agreement calls for compliance and effective enforcement of the labor laws within each member country.

True

The NLRA obligates private section parties to give prior notification to the Federal Mediation and Conciliation Service of pending contract negotiations.

True

The North American Agreement on Labor Cooperation was created primarily to prevent social dumping by U.S. companies operating in Mexico.

True

The PATCO strike in 1981 is commonly recognized as a turning point for labor in that it marks the start of a rise in the use of permanent strike replacements as a way to break a union

True

The Social Charter is a legally binding agreement between European Union countries outlining desired standards of treatment of people, including workers.

True

The TEAM Act is intended to make it easier for employers to design and implement employee involvement programs.

True

The TEAM Act would have made it easier to form nonunion employee representation plans.

True

The Trades Disputes Act of Great Britain gives labor unions immunity from lawsuits over breach of contract and striking.

True

The World Bank requires companies to abide by the ILO's Declaration on Fundamental Principles and Rights at Work as a condition of borrowing money.

True

The adversarial "us" against "them" mentality that often plagues employment relations today can be attributed, in part, to principles of scientific management on Taylorism.

True

The coordination dimension of global strategy refers to a multinational company's decision to standardize its practices across location, (e.g., similar compensation, staffing, and training practices)

True

The cross-border flow of goods and services is called international trade.

True

The degree of hostility toward unionization that is present in the U.S. is unique among democratic, industrialized countries.

True

The effect of a union contract is often to create wage compression.

True

The key concern with nonunion grievance procedures is that they lack due process protections.

True

The key difference between Great Britain's labor relations system and that of Ireland is that Ireland includes peak-level negotiations on social and economic issues.

True

The labor relations system in Canada has generally been more stable that the labor relations system in the U.S

True

The main feature of labor relations in Australia has been a centralized system of arbitration awards that specify minimum standards for pay and working conditions.

True

The mass manufacturing/job control unionism model that worked so well in the postwar era began to fail in the 1970s largely due to instability in economic markets.

True

The most challenging role that human resource managers play is that of "navigator" because they must manage labor relations in a way that creates balance between competing internal and external needs.

True

The phrase, "The world is flat," refers to the idea that information technology gives people from all corners of the world the opportunity and ability to compete in a global economy.

True

The principle of exclusive representation is inconsistent with the associational model of unionism

True

The purpose of a strike is to increase the employer's cost of disagreeing with the union's demands by depriving the employer of its profit-generating ability

True

The rights of workers to pay only that portion of union dues that is used for collective bargaining and contract administration are called "Beck rights."

True

The study of labor relations in different countries is known as comparative labor relations.

True

The tendency of labor and management to take extreme positions in their final offers in the hopes that an arbitrator will "split the difference" between offers is known as the chilling effect

True

The union model typically used in professional sports and entertainment is employee empowerment unionism.

True

The view that the primary concern of business should be to maximize shareholder wealth is rooted in the belief that property rights should take precedence over other types of rights (e.g. human rights).

True

To protect the interests of workers, French unions use political pressure to get the government to enact favorable labor policies, rather than participating directly in policy-making.

True

Today, nearly every union contract in the United States contains a grievance procedure to resolve allegations by employees and/or the union that the employer has violated the contract

True

U.S. trade policy has tended to focus on reducing tariffs and other barriers to trade.

True

Under the solidarity unionism model, unions are seen as a needed force of worker power and protection whose job it is to mobilize workers to fight for a larger share of the returns of business.

True

Union leaders are faced with several roles which, at times, conflict with each other, placing them in the role of "navigator."

True

Unionized employers typically provide better benefits and wages than nonunionized employers.

True

Unions usually give up rights to strike over grievances in exchange for a final and binding arbitration clause

True

Unions usually give up their right to strike over grievances in exchange for a final and binding arbitration clause

True

Unlike the free trade arrangements of the WTO and NAFTA, workers in any European Union country can freely cross member nation's borders to work.

True

Weingarten rights give union workers the right to have a union representative present at any disciplinary meeting as long as that representative does not prevent reasonable questioning of the employee by the employer.

True

When a country agrees to extend the same tariff terms to a particular set of countries so as to provide equal market access, they are said to be giving most favored nation status.

True

When a unionized company decides to relocate its operations to a nonunion site as a way of dealing with competitive pressures, it is called an "escape" strategy.

True

When a works council has been granted codetermination rights, the employer must work with it to determine work rules, discipline, daily work hours, and other conditions of employment.

True

When making a determination as to whether an employee was justly or unjustly terminated, an arbitrator will generally apply a set of rules known as "the seven tests of just cause."

True

When managers emphasize cooperation, unions often interpret this as a push for unions and workers to quietly go along with management-driven initiatives.

True

When negotiators in the railway and airline industries reach an impasse in negotiations, they are required by law to try mediation.

True

When workers picket a site with multiple employers, such as a construction site or a shopping mall, it is known as common situs picketing

True

When workplace disputes arise in a unionized setting, employees are expected to pursue their concerns through a formal grievance procedure rather than through a strike.

True

While labor and environmental activists advocate for stronger protective regulations on trade, others argue that these are just a way to create unnecessary trade barriers and put poorer countries at a disadvantage

True

Workers seeking the protection of a union contract generally prefer workplace decisions that are guided by impartial rules such as seniority-based pay increases or promotions

True

Workers with multiple interests often join professional associations to serve their interests, rather than labor unions. Professional associations, however, usually lack the power or an interest in improving the workplace.

True

he TEAM Act is an example of legislation proposed that would "loosen" the NLRA by making it easier to form labor-management committees.

True

Mexico's constitution was the first to address both social and economic rights of workers.

true

Proponents of NLRA deregulation believe that unions should be subject to the same antitrust regulations as employers.

true

The most influential union federation in Mexico is called the Confederacion de Trabajadores Mexico or the Confederation of Mexican Workers.

true

Financialization refers to the tendency for: A. Businesses to focus excessively on managing their businesses using financial maneuvers rather than capital investments. B. Businesses failing due to excessive debt. C. Unions to misuse members' due money for their own purposes. D. Unions to become too heavily focused on revenue generation at the expense of union representation

c

The view that businesses are a social and legal construct and not purely private institutions is consistent with: A. Social movement unionism. B. The shareholder model of corporate governance. C. The corporate social responsibility perspective. D. Profit maximization as the only true business concern.

c

When it comes to labor relations, which of the following would not be likely under atrue stakeholder model of corporate governance: A. Integrative bargaining with union over wages, hours, and working conditions. B. Information-sharing with labor, including information on company financial status. C. Highly formalized grievance resolution procedures. D. Employer neutrality in a union organizing campaign

c

Collective bargaining agreements are not legally enforceable in Mexico.

false

The Confederation of Mexican Workers was a strong opponent of the longtime ruling party in Mexico.

false

The ____________________ principle states that domestic and foreign products must be treated equally. A. no quota B. most-favored nation C. national treatment D. fair trade

C

What are "Beck" rights, where do they stem from, and in what way are they related to agency shop agreements?

"Beck" rights are rights granted to union members by a 1988 Supreme Court case that questioned the right of unions to utilize union dues money for political purposes. In this case, the Supreme Court ruled that workers who are covered under the union contract, but who chose to remain nonunion, cannot be forced to pay full union dues. Rather, they are allowed to request a reimbursement of that portion of union dues money that is used for something other than collective bargaining and administration of the contract. While seemingly simple, itcan be difficult to disentangle individual union expenses and sort them into neat categories. For example, it is not entirely clear whether union organizing expenses could be considered asrelated to collective bargaining (the more members, the greater the collective power). In addition, it is not always clear at what level the expenditures should be calculated (e.g, the national or local level). "Beck" rights are related to agency shop agreements in that they essentially turn any union shop agreement into an agency shop agreement since a union member is always able to request reimbursement for the political part of their dues money. This obviously has the effectof reducing union dues revenues and results in weaker overall labor representation.

An enterprise contract provides a statement of an employer's commitment to allow the union and employee to be involved in ____________________, in exchange for a statement of the union/worker's commitment to ____________________. A. Business decision making; competitiveness B. Setting wages, hours, and working conditions; follow company rules C. Volunteerism; the community D. Board meetings; act in the best interest of the company

A

Another name for a rights dispute is a(n): A. Interest dispute B. Grievance C. Economic dispute D. Due process challenge

A

Associational unions try to capitalize on the separate strengths of unions and: A. Professional associations. B. Management. C. Fraternal associations. D. Charitable organizations.

A

Because the union contract at Saturn empowered teams to make numerous decisions, provisions describing __________________ were not necessary. A. Management rights B. Union rights C. Seniority rules D. Grievance procedures

A

Beck rights allow union workers to pay only that portion of union dues that goes to: A. Contract negotiations and administration B. Union organizing and advertising C. Political lobbying D. All of the above

A

Billings Paper Co. recently sold their Green Bay, WI plant to a larger company. The union contract specified that any new owner would need to recognize and bargain with the existing union at Billings. This contract provision is called a: A. Successorship clause B. Union recognition clause C. Union shop agreement D. Employee rights clause

A

Canadian labor law is patterned after the _______________________ labor relations system. A. United States B. Japanese C. German D. Australian

A

Communist and socialist unions have not always supported collective bargaining because it is believe that signing a contract: A. Limits worker freedom and legitimizes capitalism B. Gives too much power to management C. Is useless because they are not enforceable in court D. Creates a false sense of security for workers and deters them from a socialist agenda

A

Critics of union shop agreements that argue these agreements violate employees' individual freedom by depriving them of a free choice about where to work. These critics argue they are protecting workers: A. Right to work B. Seniority rights C. Free rider rights D. Job placement rights

A

Detailed systems of narrow job classifications that restrict employees from doing work outside their specific job description are a barrier to: A. Functional flexibility B. Procedural flexibility C. Pay flexibility D. Employment flexibility

A

Developing countries and free trade economists object to: A. Linking labor and environment standards with trade policy B. Lifting trade sanctions and trade barriers without a full economic analysis C. Low labor and environmental standards D. All of the above

A

Easily shifting workers into different jobs in response to changing customer demands and production needs is the goal of ____________________. A. Functional flexibility B. Flexible employment C. Pay flexibility D. Procedural flexibility

A

Efficiency-enhancing unionism sees labor union as: A. Strategic business partners B. Adversaries of business C. Reformist organizations D. Activist organizations

A

Experts on U.S. labor law point to __________________________ as the primary reason that the NLRA has created a culture of conflict within U.S. labor relations: A. Exclusive representation and majority support. B. The exclusion of labor-management teams. C. Representation election voting procedures. D. Card check authorization.

A

Fact-finding helps resolve bargaining disputes in all of the following ways except: A. It allows the neutral third party to demand certain concessions from one or both of the parties B. It reports unbiased evaluations of the parties positions which helps them to reassess their demands C. It allows the parties to save face when concessions are made because they can "blame" it on the fact-finder's report recommendations D. It can open the parties up to public scrutiny which in turns pressures them to reach an agreement

A

Flexibility in the workplace can create: A. A sense of alienation where there is no sense of connection or loyalty between the employer and employee. B. Greater competitiveness and profitability. C. A deep bond between the employee and employer D. Both a and b

A

Historically the labor movement in Great Britain has been closely tied to: A. The Labour Party B. Employer interests C. The U.S. labor movement">Labor movement D. The French Labor movement

A

If the trend toward increased use of contingency and temporary workers continues, the _________________ model of unionism might be very appropriate. A. Occupational unionism. B. Nonmajority unionism. C. Solidarity unionism. D. Employee ownership unionism.

A

The ability to shift workers to different tasks and functions in response to business needs is called: A. Employment flexibility B. Pay flexibility C. Functional flexibility D. Procedural flexibility

C

In 1992, the NLRB issued a decision in the Electromation case that: A. Ruled employee committees formed by management for the purpose of understanding employee concerns over wages, hours, and working conditions violated Section 8(a)(2) of the NLRA. B. Established that a company appointed employee committee was not necessarily illegal just because it talked to management about wages, hours, and working conditions. C. Ruled that any employee committee formed by management was illegal because it served to keep unions out. D. All of the above.

A

In 2009, Mercury Marine, an outboard motor manufacturer, threatened to close their plant in Fond du Lac, WI and move to a nonunionized location in Oklahoma. This threat caused the union workers to vote to accept a contract with major concessions, including a 30% decrease in pay for newly hired workers and workers returning from layoff. This strategycould best be described as a: A. forcing strategy B. fostering strategy C. escape strategy D. acceptance strategy

A

In Canada, strike replacements are: A. Illegal in some provinces. B. Always considered part of the bargaining unit if they are permanent. C. Always able to vote on union matters. D. Immediately replaced with strikers when a strike is ended

A

In Mexico, labor negotiations and unions have traditionally been: A. Controlled by the government as part of a larger economic development strategy B. Conducted independently at the workplace level C. Determined as part of tripartite peak-level negotiations between government, a labor federation, and an employer association D. Unilaterally determined by the employer

A

In _______________________ arbitration, the arbitrator is not constrained to choose either the management or union's offer(s); rather she can make up whatever final contract terms she deems appropriate and fair. A. Conventional B. Issue-by-issue final offer C. Whole package final offer D. Mediation

A

International investment portfolios can be beneficial because: A. They provide working capital for local companies and financing for foreign government operations. B. They keep uninformed investors out of the market so only those "in the know" can make wise investment decisions. C. They concentrate risk so not all countries are likely to be affected by economic downturns. D. International financial transactions are more predictable.

A

International investment portfolios can increase volatility in foreign exchange markets because: A. They can be highly speculative and short-term focused. B. They are too focused on long-term return rates. C. There are too many investors in the market. D. The markets lack competition and creates inefficiencies that result in rate fluctuations.

A

International trade can be defined as the cross-border flow of: A. Goods and services B. Investment securities C. People D. All of the above

A

Job control unionism seeks to achieve all of the following except: A. Increase employee participation and decrease managerial control B. To replace management manipulation of piece rates with wages based on job content C. To ensure promotions and layoffs are based on seniority rather than managerial judgment D. To decrease arbitrary decisions through legalistic, contractual rules

A

Malaysian law might appear to allow collective bargaining, but the reality of the situation is that government control can be used to keep unions weak, similar to the situation in: A. Mexico B. Japan C. Australia D. Sweden

A

Management practices that routinize and standardize work, often using time and motion studies to break the job down into its smallest tasks, are known as: A. Scientific management B. Job control unionism C. Fordism D. Total quality management

A

Nonunion grievance procedures such as open door policies typically lack ____________________. A. due process protections B. protections for management rights C. a system for escalation D. flexibility

A

Once a union contract is in place, ____________________ are disagreements over whether someone has been treated appropriately given the contract provisions in place.. A. rights disputes B. interest disputes C. bargaining conflicts D. privilege challenges

A

One of the distinguishing features of the Australian labor relations systems since the 1980s has been: A. The number of union mergers and amalgamations B. A trend toward voluntarism C. Frequent strikes D. Growing union density rates

A

Sandy was scheduled to work an 8 hour shift on a Thursday afternoon and evening. When she arrived at work, her supervisor told her the shipment she was to process had not arrived and that she could go home. Under her union contract, Sandy was entitled to four hours of pay because she showed up for work as scheduled. This contract provision is called: A. Reporting pay B. Scheduled hours pay C. Straight-time pay D. Guaranteed hours pay

A

Scientific management forms of work organization are being replaced with: A. Flatter, team-oriented work structures B. Protections for management rights C. Assembly line production processes D. Increased specialization of work

A

Scientific management is typically associated with all of the following except: A. An organizational structure that is flat, with little differentiation between job levels. B. Protections for management rights. C. Assembly line production processes. D. Increased specialization of work.

A

The Solidarity Union was established to fight for free and independent labor unions in : A. Poland B. Eastern Germany C. China D. Mexico

A

The Steelworkers Trilogy established: A. The legally binding nature of an arbitrator's decision, despite whether the union and/or management agree with it. B. The obligation of a union and management to resolve conflict issues in arbitration. C. The right of the arbitrator to create their own contract from the final offers of the union and management. D. The right of the parties to challenge an arbitrator's decision in cour

A

The United States has negotiated a free trade agreement with: A. Canada and Mexico B. Japan C. Europe D. All of the above

A

The World Trade Organization has been criticized for: A. Taking a largely free-trade philosophy over a fair trade philosophy. B. Failing to reduce trade barriers that encourage free trade. C. Imposing harsh penalties on country's that fail to protect labor and environmental interests. D. Imposing sanctions on countries that set up barriers to free trade.

A

The argument against a shareholder model and in favor of a stakeholder model rests in part on the notion that: A. Corporations are legally sanctioned by the government and thus the rights of shareholders are not unlimited. B. According to utilitarian ethics, managers have a moral obligation to consider all perspectives. C. According to libertarian ethics, managers must preserve the freedom of all stakeholders in their decision-making. D. A focus on short-term profits will, in the long run, maximize utility in society (i.e., lead to the best outcomes for the most people)

A

The fact that nonunion grievance systems that include a nonmanagerial decision maker tend to result in higher grievance filings rates than those that are decided by management suggests that: A. Employees are more willing to bring forward complaints when the decisions are being made by nonmanagers than by managers .B. When nonmanagers make decisions it encourages employees to complain more. C. Nonmanager decision makers are more biased than managers. D. Managers are unfair in their grievance decisions

A

The key difference between the Japanese labor relations system and that of the U.S.is: A. Japan makes limited use of exclusive representation and majority rule. B. Japan's system is more adversarial than the U.S. system. C. Unions in the U.S. are more likely to fall victim to company-domination. D. U.S. unions allow for higher levels of employee participation

A

The most important problems with corporate codes of conduct are: A. Content and enforcement. B. Publicity and content C. Too few participating employers and enforcement D. Complexity and publicity

A

The notion that management retains all rights to make decisions on issues that are not explicitly addressed in the contract is called the: A. Reserved or residual rights doctrine B. Management rights claus C. Management security doctrine D. Covenant of good faith and fair dealing

A

The underlying principle of quality of working life programs was that: A. If working conditions were more humane, job satisfaction and product quality would increase B. If product quality were improved, people would feel better about their jobs C. If work life were improved, workers' lives would be better D. All of the above

A

The view that the NLRA should be deregulated (repealed) is rooted in: A. Mainstream economics. B. The ethics of duty. C. Stakeholder theory. D. Social movement unionism.

A

Third-party dispute resolution mechanisms use ____________________ to settle bargaining impasses with the goal of avoiding costly strikes. A. a neutral third-party B. decertification elections C. boycotts D. a local county judge

A

U.S. labor relations are exceptional because of the: A. Low levels of support for unionization and legal rights for unions B. Growing socialist movement C. Management acceptance of unions as part of running a business D. All of the above

A

Under German law, workers in companies with at least _________employees are allowed to form a works council. A. Five B. Fifteen C. Two D. Fifty

A

The four types of flexibility needed by businesses include all of the following except: A. Employment flexibility B. Pay flexibility C. Community flexibility D. Procedural flexibility

C

What is a corporate code of conduct and how effective are they in securing labors' rights in an international, global economy?

A corporate code of conduct is a written statement of standards that a company pledges to follow in its business activities. They often specify fair business practices, labor standards, environmental standards, corporate citizenship and ethics, and respect for relevant laws. Corporate codes of conduct may address child labor, discrimination, and health and safety issues and, less frequently, collective bargaining rights. Corporate codes of conduct are voluntary and therefore not legally enforceable. This fact explains the relatively weak effect of corporate codes of conduct in addressing labor concerns in an international market. Because the codes are voluntary and rely on publicity rather than legal power for enforcement, it is difficult to enforce the content. Companies can create their own standards, exclude standards that serve their best interests, or change and ignore standards to suit their immediate needs. Further, the codes need not address all issues important to labor (e.g., collective bargaining). Companies that rely on self-monitoring have no accountability. While some codes are monitored by human rights groups, this can be controversial because enforcement may hold companies to high standards or these groups may not have the resources to adequately monitor many employers

What is the difference between an offensive and a defensive lockout and for each give an example of a situation in which an employer might want to use it. What are the rights of strikers and strike replacements in a lockout situation?

A defensive lockout occurs when an employer locks out employees to prevent losses from an expected strike. If an employer handles perishable goods and expects a strike but the union will not reveal the timing of its strike plans, the employer can lock out the employees to prevent losses stemming from the spoilable of its perishable products. This is a defensive action to protect the employer from significant economic losses.An offensive lockout occurs when an employer takes the initiative to pressure the union for a more favorable settlement. A common reason for this initiative is to control the timing of the work stoppage. An employer may want to use this lockout before a professional athlete begins their season to prevent them from striking right before a major game, which could result in significant economic losses for the owners.Both of these lockouts are legal as long as they protect or support employers' bargaining positions. However, they are not legal if they are overly aggressive and appear to be an attempt to destroy the union. Hiring temporary replacements is allowed during a lockout whereas permanent replacements are not

Union contracts convey a number of rights and obligations related to jobs. Describe these rights and obligations and discuss their advantages and disadvantages from the union and management perspectives

A key job right included in many union contracts is the right to a particular wage rate that is tied to the job, and not to individual characteristics. It is the right to be paid based on the job you are doing, not based on personal differences. Just as a job might be assigned a particular pay rate, it may also be assigned specific tasks and responsibilities. Job rights protect employees from arbitrary job expansion without commensurate pay increases, provide job security by preventing employers from assigning work outside the bargaining unit (either to other employees or through subcontracting/outsourcing). From management's perspective, job rights clarify job responsibilities and duties and make job assignment easier. Further, by agreeing to the contract, job holders must fulfill the performance standards of the job they are assigned, making it easier for supervisors to hold workers to acceptable performance standards

Explain the dimensions of a corporate global strategy. How does each affect labor relations?

A multinational corporation's global strategy has two central dimensions: configuration and coordination. Configuration involves the location of various activities, such as whether production is concentrated in one country and exported to other markets or whether production is globalized into various countries through foreign direct investment. It affects labor relations by influencing relative bargaining power between corporations and employees through, for example, threats to move operations from one country to another. The coordination dimension consists of the degree to which activities in different countries are homogenized versus autonomous. It affects labor relations in the degree of centralization versus decentralization of policies. Labor relations process will need to find ways to incorporate responses to local customs and problems. A highly centralized approach means that local customs and practices will likely not be honored and employees will need to conform to a common approach. A highly decentralized approach may introduce inefficiencies and inequities in treatment and local managers will need to build networks across the organization to facilitate coordination and learning.

How might an employer's approach to labor relations change in moving from a shareholder to a stakeholder model of corporate governance?

A stakeholder approach would represent a significant change in an employer's approach to labor relations. Rather than a traditional adversarial approach, high-performance work systems with extensive employee involvement would likely be more widespread. Employers would probably remain neutral in union organizing drives and be more likely to agree to voluntary recognition. Labor-management negotiations would be more integrative in nature. Grievance resolution would probably be more flexible and informal. Companies might be less likely to move production to different locations in response to union activity or modest labor cost differentials. More information would probably be shared with employees and their representatives and employees would have a voice in strategic decisions. Finally, unions might adopt less militant strategies and structures

The business environment prior to 1974 was "friendly" to companies using scientific management and mass manufacturing methods because: A. U.S. manufacturers dominated the world economy. B. A large number of firms controlled most of the profits in a single industry. C. Education levels were significantly higher than they are today. D. All of the above.

A. U.S. manufacturers dominated the world economy.

An export processing zone is: A. A place where exports are inspected and packaged for shipping out of the country. B. A special area within a developing country that is dedicated to attracting and supporting multinational investment. C. A place where exports are inspected once they arrive in the receiving country. D. A place where labor and employment standards are regulated to ensure a fair export-import trade

B

German works councils have generally been unsuccessful at: A. Assisting employers with the implementation of workplace change. B. Representing the interests of employees C. Improving workplace efficiency D. Improving workplace equity

C

Describe how arbitration compares to a typical court hearing. How is it different? How is it similar?

An arbitration hearing is likely a courtroom hearing in that the parties make extensive preparations to present their case to the arbitrator by conducting an investigation, studying thecontract, examining past practice and past cases, and preparing witnesses. Once at the hearing,the union and management make opening statements before proceeding. The party with the burden of proof will proceed first by presenting witnesses and evidence. These witnesses are cross-examined by the opposing party. Following cross-examination, the other party will present its witnesses and evidence and this is followed by cross-examination. The rules of evidentiary procedure are looser in arbitration than in the court system. In essence, the arbitrator can listen to and consider whatever information he or she deems helpful to the case. The arbitrator will, however, need to make assessment similar to those of a judge regarding issues like the credibility of witnesses, veracity of facts, and applicability of case law. As with court cases, the decision of the arbitrator is usually delivered at a later date, in a written summary of the case facts and the decision itself

What is the difference between an economic strike and an unfair labor practice strike? Describe the rights of strikers and strike replacements in both economic and unfair labor practice strikes

An economic strike is when employees are striking over wages, benefits, and work rules (mandatory bargaining issues) during contract negotiations. An unfair labor practice strike occurs in protest against an employer's unfair labor practices (i.e., violations of the NLRA). It is legal to have replacement workers do the work of strikers during an economic strike. Employers do not have to fire the replacements at the end of a strike in order to provide jobs to strikers who want to return to work. In other words, employers can hire permanent strike replacements as well as temporary strike replacements (who are discharged at the end of the strike).Strikers who have been permanently replaced are not necessarily entitled to immediate reinstatement to their jobs after they end their strike. However, these employees cannot be fired in the literal sense. Rather, at the conclusion of a strike, returning strikers are placed on apriority recall list, and as jobs become available, the employer must first offer jobs to the former strikers before hiring any new employee. In addition, the status of temporary or permanent replacements must be disclosed to them at the time of hire.By contrast, employers cannot use permanent replacements during an unfair labor practice strike (otherwise, employers could benefit from their own illegal actions). Unfair labor practice strikers are therefore entitled to immediate reinstatement at the conclusion of the strike. It is up to the NLRB to determine whether a strike is an economic or unfair labor practice strike. However, this determination can be complicated. If an unfair labor practice has"anything to do with" causing a strike or if it appears that the employer's unlawful conduct played a part in the employees' decision to strike, then the strike is an unfair labor practice strike. Also, an employer's unfair labor practice during an economic strike can convert the strike to an unfair labor practice strike.

What is an enterprise compact and how might it present an alternative to traditional union representation?

An enterprise compact is a document specifying the principles of a labor-management relationship based on union and employee involvement in business decision making. Employers agree to treat workers and unions as business partners. In return, the union commits to helping the employer maintain competitiveness and to share more of the risks (andrewards) of company success.

A recent certification election at Lutz Industries, a large manufacturing company, ended with the union winning representation rights. Management and the union are now preparing for their first contract bargaining sessions. Assume that you are the chief negotiator for the management team. Describe your goals for protecting management rights at Lutz Industries.

As chief negotiator, my main goal will be to preserve management's right to make decisions about anything that is not explicitly included in the contract. Importantly, I will then want to ensure that the contract is constrained to addressing wages, hours, and working conditions while leaving all other decisions up to management. I may want to explicitly protect some rights such as the right to hire, fire, direct and discipline the workforce, and determine the policies and methods of operation, including the introduction of new technologies and the ability to relocate or reallocate physical and human capital.

What is "associational unionism" and why might it be better suited to meet the needs of today's labor force than the traditional model of unionism.

Associational unionism recognizes the fact the today's workers have multiple interests - political, occupational, industry-specific, and company-specific. Often they are interested in joining associations that pursue these interests in a nonadversarial way, through training, education, setting professional standards, and political lobbying. Associational unions would try to blend the multiple-interests and services currently provided by professional associationswith the power of unions to create a new organizational form. These organizations would havethe power to negotiate contracts and strike but, like a professional association, they could also use political pressure and publicity to achieve their ends and would not focus exclusively on issues related to the collective bargaining relationship. The associational model is not based on exclusive representation - workers would be able to join various associations that meet their specific interests and needs.

How has globalization affected the Australian labor relations system? How have unions responded to the threats posed by globalization?

Australian unions have been organized mostly on a craft or occupational basis. Australian labor agreements were determined on the basis of arbitration awards whereby a federal or state arbitration commission would issue an award specifying minimum standards for pay and working conditions for an entire occupation. Unions typically had members in more than one industry and managers often had to deal with multiple unions. Unions were often able to negotiate better contract terms, individually, with an employer than the minimum that was provided as a result of the arbitration awards process. Since the advent of globalization, union density has declined and, in response, unions have actively pursued a merger strategy to form fewer, but larger, unions that are more general in their membership. The centralized awards system has been increasingly supplanted by decentralized, enterprise level bargaining

A German ____________________ is a workplace-level committee of employees elected to represent all of the workers in dealings with management. A. Voice committee B. Works council C. Labor board D. Social partnership

B

A system to protect workers against managerial abuse by dictating rewards and job allocation through detailed work rules, seniority rights, and/or a contract is known as: A. Business unionism B. Job control unionism C. An implicit psychological contract D. A collective bargaining contract

B

Advocates of deregulating labor law argue that the decline in unionization in the U.S. is due to the fact that: A. Current labor law makes it too hard to organize new union members B. There is a reduced need and desire for unions in today's society C. Management is able to exploit the NLRA's weaknesses to avoid unionization D. All of the above

B

Although there are some key differences, grievance arbitration closely resembles: A. Mediation B. A formal judicial process C. Bilateral negotiations D. Tripartite negotiations

B

An enterprise union only represents workers in a single ____________________. A. Region B. Company C. Industry D. Age group

B

Initial attempts at employee involvement programs were generally unsuccessful because: A. Employees turned out to be rather ignorant of their own jobs and how what they did fit into the "big picture" for the company B. They did not change the underlying structure of standardized, routinized work organization C. They did not change the degree of involvement employees had in decision making D. Changing working conditions to make them more humane turned out to have little to no impact on employee job satisfaction and work quality

B

Mediators who focus on improving the culture or climate of negotiations and improved dialogue between the parties tend to: A. Craft the final settlement to create something they think is best B. Allow the parties to resolve their own differences and come up with an agreement they believe best meets their needs C. Be more likely to produce an agreement between parties D. Be primarily concerned with getting a settlement

B

Most complaints under the NAALC: A. are filed against Mexico B. are filed against multinational companies C. are won by organized labor and workers. D. Are settled in hearing or arbitration.

B

Of the possible directions for 21st century labor unions, which is most closely aligned with business unionism? A. Citizen unionism B. Solidarity unionism C. Efficiency-enhancing unionism D. Employee empowerment unionism

B

Picketing that involves multiple employers at a shared work location is called : A. secondary picketing. B. common situs picketing .C. recognition picketing . D. multi-site picketing .

B

Quality of working life programs were implemented largely to deal with problems associated with: A. Job control unionism B. Worker dissatisfaction C. Management favoritism and bias D. Poor communication between management and labor

B

Relocating to a nonunion site (e.g., in the south or in another country), by subcontracting or by working toward union decertification is a change strategy for unionized companies known as: A. Fostering B. Escape C. Forcing D. Avoiding

B

Systems of mutually-supporting human resources practices that combine flexibility with employee involvement in decision making are called ____________________. A. quality circles B. high-performance work systems C. self-directed work teams D. functional employee initiatives

B

The ILO's unique tripartite structure consists of ____________________. A. three main goals: labor standards, enforcement, and education B. each country sending representatives of government, labor, and business C. management by three co-presidents D. affiliation with the WTO, UN, and IMF

B

The Irish social partnership "experiment" over the past 30 years has resulted in: A. An unstable national labor relations environment B. Stability of the aggregate economy C. Unstable workplace labor relations characterized by a high level of strike activity D. Government control over labor issues

B

The Irish social partnership is characterized by all of the following except: A. Peak level agreements B. Reliance on interest groups that use lobbying power to pressure lawmakers C. Labor, business, and government negotiations D. National agreements on social and economic issues

B

The NLRA specifies that permanently replaced strikers are eligible to vote in a decertification election: A. If they are hired back by the company .B If the election occurs within 12 months of the start of the strike. C. At any time, regardless of when the decertification election is held. D. Not at all; permanently replaced strikers lose all rights to vote in a decertification election.

B

The North American Free Trade Agreement (1992) A. Provides for both capital and labor mobility between Canada, U.S., and Mexico. B. Allows companies from Canada, U.S. and Mexico to invest in any of these three countries. C. Requires companies in Canada, U.S. and Mexico to live up to uniform labor standards. D. Creates new tariffs that make it more difficult for other countries to trade in Canada, U.S., and Mexico.

B

The highest union density belongs to which country: A. United States B. Sweden C. Japan D. German

B

The labor relations system in Great Britain illustrates the very important concept of ____________________. A. Communism B. Voluntarism C. Socialism D. Ideological unionism

B

Which of the following could be considered a secondary boycott? A. A union encourages consumers not to purchase from Wal-Mart because Wal-Mart uses nonunion labor. B. A union encourages consumers not to purchase from Wal-Mart because it sells products that are produced by a company that they are currently striking. C. A union encourages its members not to purchase from Wal-Mart because Wal-Mart uses nonunion labor. D. A union refuses to work on a job site where nonunion labor is also working

B

Which of the following countries has the lowest union density rate: A. United Kingdom B. United States C. Canada D. Sweden

B

Which of the following is considered a substantive change proposed to improve the NLRA? A. Increasing penalties for violating the NLRA B. Changing the election process to a card check process C. Reducing delays in NLRA decisions by clamping down on legal challenges D. Repealing or abolishing the NLRA

B

Which of the following is likely to decrease the ability of a European Works Council to contribute toward employee representation? A. Strong codetermination rights B. Weak or inexperienced union leaders C. Management support for codetermination D. Strong national unions

B

Which of the following is not a benefit associated with some form of social partnership in labor relations: A. Inclusion of many views B. Workplace flexibility C. Predictability D. Consensus building

B

Which of the following is not a likely cause of the recent increase in nonunion dispute resolution systems? A. More companies are pursuing a human resource strategy to remain nonunion by improving employee equity and voice mechanisms at work B. The decline in unionization has resulted in a greater need for management to find new methods for resolving workplace disputes C. The cost of lawsuits has increased and employers are looking for ways to reduce their risk D. More companies are pursuing a union substitution strategy

B

Which of the following statements if false: A. Most industrialized, democratic societies ban the use of permanent strike replacements. B. Employers rely on permanent strike replacements only when the economic conditions warrant their use. C. Employers sometimes intentionally push unions to a strike so they can hire permanent replacements. D. A business could be kept open using temporary, rather than permanent strike replacements in most instances..

B

While collective bargaining agreements in France are generally weak when compared to U.S. agreements, this is offset by: A. The work of human resource managers in ensuring fair work practices B. Strong national legislation with generous worker protections C. Peak-level agreements D. High wages

B

Workers at Coniff Enterprises recently went out on strike in protest over employer actions it claimed were in violation of the NLRA Section 8(a)(3). The strike lasted for a period of about 50 days before the NLRB ruled that the company was innocent of any wrongdoing. Coniff Enterprises hired temporary strike replacements to keep the business running. At the end of the strike, the striking workers were entitled to:4 A. Immediate reinstatement to their jobs and back pay for the 50 day period B. Immediate reinstatement to their jobs C. The right to be hired first if any of the strike replacements decided to quit or were fired D. Nothing

B

_________________________ predicts that labor relations practices and policies across countries will become more and more alike as globalization continues. A. The United Nations B. Convergence theory C. Divergence theory D. Homogeneity theory

B

Which of the following does not characterize the nature of competition for U.S. companies in today's economy: A. Emphasis on high quality good and services that respond quickly to changes in consumer tastes B. Capitalize on narrowly defined, routine jobs as a way to hold down labor costs so they are comparable to low wage countries C. Need for greater levels of employee involvement that can capitalize on higher education levels D. Short-term, market-driven employment relationships where the employee is more closely tied to their job/occupation than to the company they work for

B. Capitalize on narrowly defined, routine jobs as a way to hold down labor costs so they are comparable to low wage countries

The number of strikes in the U.S. has been steadily declining since around 1975.What factors are likely to explain this decline?

Before the 1980's, strikes typically followed the business cycle. Since that time, however, strike activity has consistently declined and is no longer tied to the business cycle. There are several possible explanations, not mutually exclusive, for this trend. First, it is possible that over time employers and workers have learned that strikes are very costly for all involved and are not rational on a cost-benefit basis. Second, it is possible that more employers are engaged in union substitution practices that increase voice in the workplace and therefore decrease the need for strikes. Third, from a standard economic perspective, strikes occur because information is lacking or asymmetric. It's possible that employers and unions have better information in negotiations today than they did before and they are, therefore, better equipped to reach a settlement. For example, they may have access to more information on the economy, other contract settlements, and each other's strategic objectives. Finally, the decline may result from the increased acceptability of using strike replacements that started in the 1980s which has discouraged workers from using the strike weapon for fear of losing their jobs

Explain what a boycott is and discuss the limitations of the boycott as a tactic to pressure employers to agree to a union's terms in contract negotiations.

Boycotts are campaigns aimed at getting customers to stop doing business with a particular company as a way of pressuring that company to concede to the union's contract terms. Boycotts can be very effective if the union is successful in getting customers to withdraw there business but this can be difficult to do. Unions are only allowed to encourage the boycott the primary target of their labor dispute and are not allowed to apply pressure through other employers by conducting a secondary boycott (or boycott against an employer who is not the primary target.) This greatly limits the potential effectiveness of the boycott. The legal doctrine regarding boycotts is complicated and can make it difficult for both the employer and the union to know what is considered a "fair" boycott. The law can limit the boycott in such a way as to reduce its overall effectiveness (e.g., by treating separate businesses of a parent company as individual businesses.) In addition, as boycotts generally involve picketing, the law regarding picketing also limits the effectiveness of boycotts by restricting both the content and location of the picket.

A European Works Council is: A. An integrated community of 25 European nations that are progressing toward economic union. B. A community of European countries that have agreed to live by the "Social Charter" C. A transnational, company-level committee of employees from different operations that has the right to consult with and receive information from a company. D. A workplace-level committee of employees with joint decision-making rights with management.

C

A basic element of most nonunion dispute resolution procedures is ____________________. A. grievance arbitration B. due process C. an open door policy D. mediator involvement

C

A corporate culture of constant change and small improvements is known as: A. Job control unionism B. Scientific management C. Continuous process improvement D. Functional specialization

C

A union that negotiates "members-only" agreements on behalf of workers who want a union where there is not yet full support is a: A. Members-only union B. Exclusive union C. Nonmajority union D. Minority union

C

According to free market economic models, free trade across countries encourages all of the following except: A. More efficient utilization of scarce resources B. Increased size of product markets C. Generalist countries (i.e., countries that can produce some of everything) D. Reduced monopoly power of domestic companies

C

An example of a continuous process strategy that use statistical methods to measure defects and guide continuous improvement is: A. Kaizen B. Scientific management C. Total quality management D. Reengineering

C

Another name for sector bargaining might be: A. Voluntarism. B. Social partnership. C. Industry-wide bargaining. D. Enterprise bargaining

C

Banning the use of ____________________ is one of the labor movement's top legislative priorities. A. offensive lockouts B. temporary strike replacements C. permanent strike replacements D. defensive lockouts

C

Bemish Corp. decides to diversify its portfolio by buying stocks of Indian and Chinese companies. This is an example of: A. Direct foreign investment. B. International trade agreements. C. International investment portfolio. D. Defensive portfolio investment

C

Changing labor utilization through varying work hours or number of employees is the goal of ____________________. A. pay flexibility B. functional flexibility C. employment flexibility D. procedural flexibility

C

Corporate codes of conduct as a method for establishing fair employment are problematic because they lack common minimum standards and ____________________. A. Acceptable language B. Reasonable length C. An external enforcement mechanism D. Their legality

C

Employee empowerment unionism encourages individual employees to negotiate: A. Their own working conditions within certain constraints negotiated by the union and management. B. Detailed, legalistic contracts that cover the entire bargaining unit. C. Their own, individual contracts with management, unconstrained by any union contract. D. Any of the above, depending upon the employee's preference.

C

European Works Councils are intended to: A. Provide collective bargaining for workers. B. Assist in mediating labor disputes. C. Provide information to workers that can lead to cooperation between management and labor. D. Determine country labor laws and minimum labor standards.

C

Fact-finding could be considered inferior to mediation or arbitration for all of the following reasons except: A. It does not guarantee a resolution like arbitration. B. It does not assist the negotiators in their attempt to reach an agreement. C.It does not allow the parties to reevaluate their positions. D. Public pressure is often not enough to encourage the parties to settle

C

For already unionized workers, the biggest weakness in U.S. labor law is: A. Long election delays. B. Delays in first contract settlements. C. The ability of employers to hire permanent replacement workers. D. The narrow scope of collective bargaining.

C

For an associational unionism model to be effective, unions would have to develop their skills in: A. Bilateral negotiations B. Unilateral decision-making C. Multilateral negotiations D. Grassroots activism

C

French unions pressure the government to enact policies favorable to the unions' agendas rather than participating directly in ____________________. A. Collective bargaining B. Codetermination C. Policymaking D. Sector bargaining

C

Grievance procedures in a union contract are preferable to other methods of resolving workplace disputes because: A. They give management greater control over disciplinary actions. B. They decrease uncertainly and increase stability because unions fear losing the grievance inarbitration. C. They decrease uncertainty and increase stability by employee adherence to negotiated rules. D. They encourage employers to be more lenient with employees

C

In Japan, the system of enterprise unionism is one in which a union represents workers in a single: A. Industry B. Region C. Company D. Emerging market

C

In Mexico, workers' rights, such as the right to strike are provided by: A. Corporate codes of conduct. B. NAFTA. C. The Mexican Constitution. D. The National Labor Relations Act.

C

In ____________________, the neutral third party investigates the dispute and makes nonbinding recommendations for a settlement. A. mediation B. a public probe C. fact-finding D. arbitration

C

In a recent meeting with the CEO and top executive management team, an HR manager was asked to present several possible HR responses to the economic downturn, including layoffs. This responsibility best illustrates the HR manager's role as: A. Builder B. Navigator C. Change partner D. Controller

C

In contrast to the U.S. and business unionism philosophy, Canadian unions are moving toward a ____________________ unionism philosophy. A. industrial B. critical industrial C. social D. business

C

In response to calls for greater pay flexibility: A. Unions have refused to budge from a seniority based pay system. B. Management has worked to stifle creativity in pay design. C. Unions have agreed to more flexible pay systems like merit, bonuses, and skill-based pay. D. The government has passed laws aimed at protecting and employers right to design pay plans without union interference.

C

It is sometimes the case that parties to a contract are unwilling to settle a contract because they don't want to take the blame for poor terms of the agreement. In these cases, the parties will often rely on the arbitration process to make the decisions for them. The term used to describe this problem is: A. the chilling effect. B. the ripple effect. C. the narcotic effect .D. the arbitration effect

C

Just cause discipline and discharge, seniority rights, compensation, and grievance procedures are all examples of ____________________ granted in contracts. A. employer rights B. government requirements C. employee rights D. job right

C

Labor unions in Mexico are largely controlled by: A. Elected union officials B. Union workers themselves C. The government D. The company

C

Lockouts are considered illegal if: A. They could potentially harm public safety and/or health B. They are not authorized by the NLRB C. They are deemed by the NLRB to be an attempt to destroy the union D. They are not offensive (versus defensive) in nature

C

Professional sports, entertainers, and other occupations with high individual bargaining power tend to organize under: A. Employee ownership unionism. B. Employee empowerment unionism. C. Solidarity unionism. D. Associational unionism

C

Scientific management forms of work organization are being replaced with flatter, team-oriented work structures that serve ____________________ and employee involvement rather than mass manufacturing. A. union demands B. increased productivity C. flexible specialization D. extrinsic motivators

C

Solidarity unionism is most closely aligned with the: A. Organizing model of unionism B. Servicing model of unionism C. German model of code-termination D. Free market

C

The 1960 Supreme Court decision(s) that established the importance and legitimacy of grievance arbitration is/are referred to as the ____________________. A. Beck decision B. Gissel rights C. Steelworkers Trilogy D. Weingarten ruling

C

The Irish labor relations system is similar to that of Great Britain except that: A. The Irish system includes final and binding arbitration. B. Irish labor contracts are legally enforceable. C. The Irish system includes social partnership in addition to voluntarism. D. The Irish have a system of exclusive representation

C

The Justice for Janitors Campaigns: A. Embrace a business union model B. Focus on political lobbying and campaign funding C. Try to create a broad social movement to raise public awareness. D. All of the above.

C

The Railway Labor Act makes mediation ____________________ for negotiators in the railway and airline industries. A. legal B. optional C. mandatory D. illegal

C

The Stalinist model of unionism resulted in: A. Strong union leadership. B. Significant rank and file involvement in union matters. C. Unions with little collective bargaining and representation expertise. D. Weak government involvement in labor relations.

C

The ____________________ effect occurs when negotiators develop a dependence on third party dispute resolution methods. A. Chilling B. Work-to-rule C. Narcotic D. Hypnotic

C

The major criticism of the sociotechnical system in place at Saturn of Tennessee is: A. It is too complicated to administer. B. It allows unions to develop such a strong power base independent of management that companies find themselves implementing policies that are good for employees but not for the shareholder. C. This form of business partnership has the union "selling out" to management because unions that are concerned with making a profit for the company cannot fully look out for employee interests. D. Unions are not adept at offering business advice and playing a role in developing company strategy, making production decisions, etc.

C

The most important barrier to labor law reform in the U.S. is: A. Disagreement over whether reform is actually needed. B. An unwillingness of labor and management to reform the law. C. Disagreement over just exactly how to reform the law. D. There are no real barriers; labor law reform is currently in process.

C

The most important effect of card check recognition procedures on union representation elections would be to: A. Increase the likelihood of first contract settlement. B. Give management less time to make its case to employees. C. Decrease the amount of time it would takes to know whether the union won. D. Increase the amount of support the union has with the employees.

C

The principle of maximizing shareholder value is most consistent with the ethics of: A. Utility. B. Duty. C. Liberty. D. d and c. E. All of the above

C

The purpose of a management rights clause is to ensure that management: A. Does not interfere with the rights of the union or rights of employees. B. Has the ability to file unfair labor practice charges against the union if the union violates their rights .C. Maintains decision-making authority over traditional management functions. D. All of the above

C

The rights of a European Works Council include all of the following except: A. The right to request a meeting with management under exceptional circumstances like a plant closing. B. The right to learn about an employer's financial health. C. The right to collectively bargain. D. The right to meet with management annually and be consulted regarding the business' progress.

C

The shareholder model of corporate governance has management fixated on: A. Long run profits. B. Short run profits. C. Stakeholder interests. D. Reinvestment of profits into the business.

C

The traditional bargaining power or leverage stemming from a union's ability to impose costs on an employer is sometimes referred to as: A. Moral legitimacy B. Structural power C. Political influence D. Business influence

C

The typical collective bargaining agreement covers a(n) _________________ period. A. 1 year B. 5 year C. 3 year D. Open-ended

C

Traditional U.S. union contracts spell out the safety standards that __________________ is (are) obliged to uphold. . OSHA B. the union C. management D. employees

C

U.S. labor's biggest fear of foreign direct investment is: A. Loss of capital investment in the U.S. B. Increased national debt owed to foreign countries C. Loss of jobs and downward pressure on wages. D. All of the above.

C

U.S. trade policy focuses on ____________________. A. capital mobility across countries B. labor mobility across countries C. tariff reductions D. all of the above

C

Under German labor relations law, employees are given representation: A. In employer associations. B. In politics through the Labour Party. C. On corporate supervisory boards. D. All of the above

C

Until the 1970s, scientific management and job control unionism proved to be fairly: A. Detrimental to the U.S. economy. B. Ineffective at stopping strikes. C. Complementary systems that operated well together. D. Effective at increasing managerial control over the workplace decisions.

C

Weingarten rights describe: A. The right of workers to pay only that portion of their union dues that goes toward representation and collective bargaining. B. The right of workers to unionize and bargain collectively. C. The right of a unionized worker to have a representative present at a disciplinary meeting. D. The right of management to retain control over certain decisions such as plant closings and assignment of work

C

When employees protest working conditions by following the employer's rules "to the letter", they are said to be engaged in a: A. Boycott B. Corporate campaign C. Work to rule campaign D. Letter campaign

C

Which of the following assumptions is least likely to be supported by proponents of associational unionism: A. Bureaucratic power leads to greater flexibility in the workplace by offering stability. B. There is little need for flexibility in the workplace. C. There are no longer sharp distinctions between the interests of employers and the interests of many workers in a knowledge-based economy. D. Professional and semi-professional jobs have very different interests from those of management.

C

Which of the following employee involvement mechanisms is likely to be considered illegal under Section 8(a)(2) of the NLRA? A. Ones in which employees provide ideas to management or where information-sharing sessions are held to share information with employees. B. Plans in which employees have final decision-making authority, like self-directed work teams or grievance committees. C. Plans in which employees are appointed by management to speak on behalf of all other employees in matters affecting them. D. Plans that are primarily concerned with issues of quality and productivity.

C

Describe the similarities and differences between the Canadian labor relations system and the U.S. labor relations systems

Canada and the U.S. have a similar foundation for labor relations systems but there are some distinct differences in the details. Structurally, U.S. and Canadian firms and unions are very similar and operate under similar market conditions. The Canadian labor law is patterned after the Wagner Act and includes exclusive representation, similar bargaining structures and strategies, and union contracts are very similar. However, the Canadian labor law is not as centralized as the U.S. with each of the provinces making different decisions on a variety of factors. Some provinces, for example, provide for card check recognition, instant elections, and first contract arbitration. Canada does not have right-to-work laws and some provinces do not allow decertification elections during a strike or permanent strike replacements (and some do not even allow temporary strike replacements). Most strike replacements are not considered part of the bargaining unit and are not allowed to vote on union matters. Hence, there are some striking contrasts between the U.S. and Canadian systems of labor relations.

Explain the concept of codetermination and works councils as they apply to German labor relations.

Codetermination is an institutionalized system of employee voice in which employees are entitled to participate in workplace decision-making. German codetermination has two components: works councils and employee representation on corporate supervisory boards. A works council is a workplace-level committee of employees elected to represent all workers. These works councils have three important rights. Codetermination means that a company must jointly determine with the works council issues pertaining to work rules, discipline, work hours, leave schedules, pay and bonuses, overtime, safety, and personnel selection methods. In addition to codetermination rights, works councils have information and consultation rights which obligate the employer to share financial information and consult with the works council on major workplace changes. The existence of a works council does not depend on whether the employees are unionized. Works councils must meet with the employer at least once a month and the law mandates that the company and the works council must work together in a spirit of mutual trust for the good of employees and the company. A works council cannot strike but can sue an employer to fulfill its legal obligation

What is comparative labor relations and why is it important for developing a broader understanding of labor relations?

Comparative labor relations is the study of labor relations systems in different countries. A comparative perspective on labor relations is important for three reasons. First, considering labor relations in multiple countries provides a rich basis for thinking broadly about the underlying problem of balancing efficiency, equity and voice. Second, a comparative analysis of labor relations can provide ideas for reforming the U.S. system. Finally, increasingly companies are forging strategic alliances with companies overseas and managers need to develop an understanding of the differences that can exist between labor relations systems to navigate this new business landscape.

Explain the concept of corporate social responsibility, its foundations, and its implications for labor relations systems.

Corporate social responsibility is a viewpoint that rejects the shareholder value model and, importantly, the notion that employees can be thought of primarily labor costs and the sole concern of business should be profit-maximization. The corporate social responsibility modelis grounded in the ethics of duty, fairness or justices, and virtue, rather than the ethics of utility and liberty. The corporate social responsibility viewpoint is broader in scope and viewsbusiness as, fundamentally, a human activity where profit maximization is important but must be balanced with respect for humanity and the corporation's role in society. Since corporations are legally sanctioned by governments, and shareholder rights are not unlimited, corporations can and should be asked to serve the public interest and not pure self-interest. Corporations, while private entities, are not purely private as they also serve a social function and can, therefore, be held to common social values. This perspective suggests that businesses should be held to societal norms that value human dignity and respect workers' interests and rights. The corporate responsibility perspective is consistent with the United Nationals model code of conduct for companies and includes concerns for environmental sustainability as well as worker rights.

A fact-finder has: A. A high degree of control over the outcome of the dispute B. A high degree of control over the process of negotiations C. A high degree of control over both the process and the outcome of negotiations D. Little control over either the process or the outcome of negotiations

D

A fostering change strategy requires all of the following except: A. Integrative bargaining over specific terms and conditions of employment B. Distributive bargaining over specific terms and conditions of employment C. Attitudinal structuring to improve the labor-management relationship D. Threats of relocation and plant closure

D

A large grocery store is in negotiations with its baggers and checkers. To apply pressure to the store, the employees are allowed to do all of the following except: A. Encourage customers to boycott the store. B. Picket outside the store so long as they are not blocking any entrances. C. Publicize the fact that a large, local meat company is supplying most of the meat sold in the store and has also had a history of antiunion behavior. D Encourage customers not to patronize either the store or the meat supplier.

D

Most, sometimes all, aspects of the contract that exists between an employer and an employee is unwritten, sometimes never even explicitly discussed. Employees work hard for an employer and engage in certain actions or behaviors because they perceive that they will berewarded (or punished), rather than because of any written rule or expectation. This unwritten contract is known as the: A. Perceptual contract B. Explicit contract C. Social contract D. Psychological contract

D

One possible disadvantage of mediation-arbitration as a method for third party dispute resolution is: A. The threat of arbitration makes successful mediation less likely to occur .B. The mediator-arbitrator develops too much knowledge of the parties' concerns in the mediation phase and can no longer remain neutral in the arbitration phase. C. The mediator-arbitrator can have too much power because of the threat of what they'll do in arbitration .D. The parties may withhold information during the mediation because they fear the mediator-arbitrator will use the information against them in the arbitration phase.

D

Proponents of solidarity unionism: A. Are very concerned about the impact of unions on company efficiency and profits B. Are focused on improving the relationship between management and labor C. Are focused primarily on making legislative changes that will favor the union movement and increase the voice of the worker in government D. Are primarily concerned with developing a strong labor movement whose primary role is to protect worker interests in opposition to management's interests

D

Quality circles are: A. A frequent component of continuous improvement programs. B. A way for workers to make suggestions about how to improve productivity and quality. C. Not intended to change the underlying structure of work. D. All of the above.

D

Removing trade barriers that were protecting an inefficient industry will likely cause____________________ in that industry. A. lawsuits B. transnational collective bargaining C. management shifts D. job losses

D

Social movement unionism would serve employee interests by: A. Capitalizing on workers' identification with their occupations, rather than their industry or employers B. Encouraging employees to have ownership control over their organizations they work for C. Cooperating with management to look for ways to improve efficiency D. Using social and political means to improve rights of workers

D

Some proponents of labor law reform believe that: A. Managers have been exploiting weaknesses in the law. B. Judges do not understand the NLRA and have issued court decisions that are inconsistent with the original intent of the law. C. The law no longer reflects the nature of work in today's economy. D. All of the above.

D

Taylorism failed in the 1970's because: A. Companies could sell massive quantities of mass produced, identical products. B. Companies could not react quickly enough to changing consumer needs. C. Simple, repetitive jobs created boredom and alienation along with mental and physical fatigue resulting in higher turnover, absenteeism, etc. D. Both b and c.

D

The 7 tests of just cause in an employee disciplinary action include all of the following except: A. Whether the rule or procedure that was violated was reasonably related to employee performance. B. Whether a thorough and fair investigation was conducted. C. Whether the worker was given adequate notice of the disciplinary infraction and its consequences. D. Whether guilt has been proved beyond a reasonable doubt.

D

The American version of "lean production" has been called: A. Taylorism B. Cooperative management C. Quality circles D. Management by stress

D

The Declaration on Fundamental Principles and Rights at Work established: A. Participative management standards for the European Union B. A set of standards for labor unions to follow when representing employees in countries participating in the ILO C. A common law of basic human rights throughout the world D. A set of core labor standards for countries participating in the ILO

D

The EU's Charter of Fundamental Rights of the European Union is: A. Similar to a U. S. union's constitution and by-laws. B. A declaration by companies operating in the EU that states they will be socially conscious. C. A declaration of the rights of each country of the European Union. D. A declaration of desired standards pertaining to worker's rights.

D

The European Union includes ____________________. A. Capital mobility across member countries B. Labor mobility across member countries C. A common currency D. All of the above

D

The European Union includes all of the following except: A. Coordinated foreign policies B. Capital mobility C. Common monetary and fiscal policies D. Common labor laws

D

The German system of codetermination includes two major features, works counciland: A. Sector bargaining. B. Enterprise unions. C. Solidaristic work policies. D.Employee representation on supervisory boards

D

The North American Agreement on Labor Cooperation promotes all of the following except: A. Freedom of association and the right to organize B. The right to bargain collectively. C. The right to minimum standards for wages and safe working conditions D. Management rights to determine work assignments.

D

The Primary impetus for the European union was and is: A. Greater economic potential of the region. B. Greater mobility for travelers and workers. C. Increased tourism. D. Greater political stability.

D

The World Trade Organization: A. Was created to establish labor standards for all countries participating in the General Agreement on Tariffs and Trade B. Was created to isolate trade power in the hands of the major industrialized countries of the world C. Was created to raise tariffs and discourage trade between foreign countries D. Was created to administer the General Agreement on Tariffs and Trade provisions and to handle future trade negotiation

D

The key difference between mediation and arbitration is: A. A mediator is constrained to work with the final offers given by the parties while an arbitrator can create an agreement that lies somewhere in between final offers B. An arbitrator has more ability to come up with an agreement that both parties will be happy with C. An arbitrator is focused on improving the relationship between the parties while a mediator just wants to get a settlement D. A mediator has no authority to make a final and binding decision

D

The key difference between whole or total package final offer arbitration and issue-by-issue final offer arbitration is that: A. Issue by issue final offer arbitration is illegal B. The arbitrator has less freedom to choose between offers in issue-by-issue arbitration C. Issue by issue final offer arbitration is less effective in controlling the "chilling" effect D. Whole package final offer arbitration places more constraints on the arbitrator

D

The key distinction between Irish labor relations and labor relations in Great Britain is: A. The lack of emphasis on voluntarism B. The friendlier relations between management and labor C. A rising union density rate D. The inclusion of social partnership between management, labor and the government

D

The key management practices that drove job control unionism included all of the following except: A. Management insistence on maintaining sole authority over traditional management practices B. Narrow job classifications C. Minimal employee input into decision making D. Restrictive systems of reward based on job seniority

D

The labor relations system of Germany is best known for its system of ____________________. A. Voluntarism B. Solidarity C. Social partnership D. Codetermination

D

The last step in the grievance process for nearly all union contracts in both the publicand private sector is usually: A. A hearing before the NLRB B. Mediation by the Federal Mediation and Conciliation Service C. A unilateral decision by management D. Final and binding arbitration

D

The result of a Stalinist unionism in the Soviet Union has been: A. Weak unions at the enterprise and workplace levels. B. Passive membership. C. Inexperienced union leaders. D. All of the above.

D

To improve the fairness of compulsory arbitration agreements, it has been suggestedthat all of the following be done except: A. Allow employees to waive their rights on a case by case basis only so that they can consider the facts of each dispute before waiving their rights B. Allow employees access to any information relevant to the case C. Share expenses in such a way as to keep them reasonable to both parties D. Limit the range of remedies available to the arbitrator

D

Union and agency shop agreements are intended to minimize the ____________________________ problem that arises from a union's duty of fair representation: A. Organizing B. Negotiating C. Public relations D. Free ride

D

Union contracts frequently specify ____________________ that management must fulfill. A. discipline standards B. seniority policies C. layoff rules D. all of the above

D

Unions are beginning to use their power as pension fund investors to support the labor movement by doing all of the following except: A. Submitting shareholder proposals to limit executive compensation B. Investing in companies that support workers or are unionized C. Submitting shareholder proposals to ensure the independence of outside board members D. Investing in companies overseas to protest the actions of U.S. companies

D

What are some of the concerns the labor movement has for workers regarding nonunion representation plans versus unions? A. While it looks like a bilateral mechanism to employees, the formation, structure, nature, and continued existence of the plan is actually unilaterally controlled by management B. Managers can parify the workers by occasionally giving the representation plan a "victory"without truly granting the employees any power C. There is also the potential for management to convey subtle and not-so-subtle antiunion messages D. All of the above

D

What percentage of union contracts specify that employees can only be disciplined or discharged for just cause? A. Under 10% B. Under 25% C. About 60% D. Over 90%

D

When a foreign competitor is able to unfairly sell a product at a lower price because it receives subsidies from the host government or exploits, lower labor or lower environmental standards, it is called: A. Free market competition B. Competitive advantage C. Enterprise unionism D. Social dumping

D

When interpreting contracts, arbitrators look to: A. The contractual language B. Past practice C. Intent D. All of the above

D

Which of the following elements of due process is typically missing from open door policies? A. Representation at meetings to discuss the case B. Assistance for the employee in presenting their case to management C. A hearing before a neutral party (e.g., a judge or an arbitrator) D. All of the above

D

Which of the following is not a right granted to German works councils? A.codetermination">Codetermination rights B. Consultation rights C. Information rights D. Majority representation rights

D

Which of the following is not a type of European Works Council? A. Symbolic B. Service C. Participative D. Socialist

D

Which of the following is not considered an advantage of immigration? A. It provides a way for people to seek asylum and create a better life for themselves B. It generates exchange of ideas and innovation C. It provides a source of low-skilled labor that may be willing to work in undesirable jobs D. It results in overall wage increases because there are more job applicants and employers are able to choose the "cream of the crop"

D

Which of the following is not provided for in Mexico's constitution? A. Right of unions to organize and bargain collectively B. Minimum wage and overtime pay C. Pregnancy and childbirth leave D. Majority representation requirements

D

Which of the following roles of HR describes actions in which the HR manager must constantly work to balance internal and external pressures? A. Change partner B. Builder C. Coordinator D. Navigator

D

Which of the following types of labor relations systems can be found in Asian developing countries? A. High-level-tripartite or corporatist model B. Pluralist model of political representation and collective bargaining C. Government-control models D. All of the above

D

Which of the following views is most consistent with mainstream economics? A. The NLRA should be tightened to make it harder for employers to violate the law B. The NLRA should be loosened to make it easier for unions to organize C. The NLRA should be replaced with transformative labor law that models, for example, a works council approach D. The NLRA should be repealed

D

____________________ procedures make it difficult to transfer and promote workers around on the basis of skills and merit. A. Union-mandated B. Management rights C. Lean production D. Seniority-based

D

according to the stakeholder model of corporate governance, which of the following are sufficiently affected by corporate actions to deserve consideration in corporate decision-making? A. Employees B. Customers and suppliers C. Shareholders D. All of the above

D

Describe the relationship between Japanese and U.S. labor relations. What are the important features of the Japanese labor relations system and how does the system differ from that of the U.S.?

During the U.S. occupation of Japan following World War II, occupation authorities established Japanese labor law, using key features of the Wagner Act. In particular, the Japanese law establishes unfair labor practices and protects workers' rights to organize and bargaining collective. There are, however, some key differences. The Japanese system is organized around the concept of the enterprise union, or unions that represent workers at a single company only. As such, there are nearly 70,000 worker unions in Japan. Exclusive representation is not, however, a requirement and some companies have multiple unions. In sharp contrast to the U.S. system, labor unions and management have much closer ties, with union leaders sometimes moving into management ranks. Enterprise unionism is reinforced by strong ties between Japanese workers and the companies they work at, often for a lifetime. This system of lifetime employment encourages a more collectivist mentality and relationships between workers and management in Japan are generally much more cooperative than observed in the U.S. Employers are more likely to share information with employees and a number of companies have joint labor-management consultation

Strategies to overcome resistance to change that are most consistent with a fostering change strategy include: A. Integrative bargaining B. Education and communication C. Participation and involvement D. Facilitation and support E. All of the above

E

The 4 major components of traditional U.S. union contracts include: A. Employee rights B. Management rights C. Job Rights D. Union rights E. All of the above.

E

Transnational collaboration between unions includes all of the following except: A. Public pressure campaigns B. Sympathy strikes C. Information-sharing D. Coordinated lobbying E. All of the above

E

Describe the arguments for and against the use of permanent strike replacements in economic strikes

Employers argue that the ability to hire permanent strike replacements is necessary to maintain balance in the negotiating process. The main argument against allowing only temporary strike replacements is that it would be too difficult for employers to hire only temporary workers—they need the ability to offer permanent full time employees to be able to continue operations through a strike. Taking this ability away would give unions too much power, causing them to strike more frequently for increased demands that would reduce competiveness and destroy jobs.However, it has been argued that permanent strike replacements are effective in breaking a strike and/or decertifying a union. Workers are essentially fired for exercising their protected rights under the NLRA. Unions argue that this situation creates imbalance in the bargaining process and gives management too much power. They further argue that this is clearly contrary to the original intent of the NLRA

A formal initiative in which workers and union leaders are full business partners in organizational decision making is called a "social partnership" or "social compact."

False

A key criticism of the bureaucratic model of collective bargaining is that it allows too much flexibility and unpredictability in the workplace.

False

A key feature of the labor-management relations in France is the stability of the social partnership arrangement between labor, management, and the government.

False

A stakeholder model of corporate governance is consistent with the current adversarial model of U.S. employee relations

False

Across the world, labor relations systems are converging to a common set of policiesand practices

False

Advocates of a total transformation of the NLRA point to declining union density rates as the main reason for a complete overhaul of the law.

False

Although more of a social movement in the past, Canadian unions are moving toward the American business unionism model

False

Although the social partnership and peak-level negotiations in Ireland address a variety of issues, the result is greater instability and unpredictability for the economy as a whole, as well as the workplace.

False

Although there are not many ESOPs in the U.S. at the present time, those that exist usually have employee representation on corporate board of directors.

False

American lean production practices are similar to those used in Japan in that decision-making is decentralized to give workers a greater say in what ultimately gets decided.

False

An arbitrator that specializes in hearing grievance disputes is called an interest arbitrator.

False

Arbitration hearings are essentially court hearings where the traditional rules of evidence are strictly followed.

False

Arbitrators uniformly insist that strict rules of due process be adhered to when management investigates disciplinary actions at work.

False

How does France's labor movement differ from that of the U.S.?

France's labor union movement can best be described as political and ideological in nature. Union density is very low but there is high contract coverage by industry-level agreements. Multiple mechanisms for workplace representation exist. The CGT, with a membership of 800,000 has traditionally followed a communist philosophy, pursuing a socialist, rather than business unionism, agenda. The vast difference between union philosophy and employer interests makes it difficult to establish a stable system of labor relations in France. Strikes and worker protests are used more commonly in France than in the U.S. and primarily for the purpose of social change that would make the political environment more favorable toward unions, rather than trying to gain better terms and conditions in the workplace. The labor-relations climate has, however, been changing as unions are becoming more pragmatic and French labor law has attempted to institutionalize collective bargaining. French law provides for several forms of workplace-level employee representation apart from unions (e.g., employee delegates and works councils) Bargaining takes place on three levels: multi-industry, industry, and company. However, bargaining agreements remain relatively weak.

What is sector bargaining and how is it important to German labor relations? How is sector bargaining changing in response to the pressures of globalization?

Germany's labor relations system relies on two important mechanisms: codetermination and sector bargaining. Each major industry or sector has a dominant employer association and union and these two organizations engage in "sector bargaining" that results in a contract that covers the entire industry. Sector bargaining takes place at the regional level but is coordinated by the national union and thus pattern bargaining is common. Basic agreements on wages, pay structures, working time, and working conditions are negotiated and can be extended to other companies by the government. Contracts cover about 65% of workers and are legally enforceable. Strikes are illegal during the life of the contract. Globalization has increased pressure for decentralization of contracts and thus more companies are negotiating independently with unions, rather than through the employer association

Briefly define the four dimension of globalization

Globalization has four major dimensions. International trade refers to the cross-border flow of goods and services; in other words, imports and exports. Foreign direct investment refers to the cross-border flow of multinational corporation investment, purchasing or establishing foreign subsidiaries and joint ventures. International investment portfolios are the cross-border flow of investment securities whereby investors buy foreign stocks and bonds but do not control foreign enterprises. Finally, immigration refers to the cross-border flow of people who are migrating from one country to another.

Describe the three strategic roles of an HR manager. What are the major challenges for an HR manager in each role with regard to labor relations?

Human resource managers can be seen as having three roles: builder, change partner, and navigator. The builder assembles the basic components of an organization's HR function, coordinating staffing, compensation and other functions of HR. The major challenge for the builder is to create processes for negotiating and administering contracts that fit with the otherorganizational needs. In other words, to construct labor relations processes within the organization that can address day-to-day issues such as grievances, disciplinary actions, and the like. The change partner reshapes the HR function in response to organizational or environmental changes. The challenge facing the change partner is to shape labor-management relations in a way that will promote competitiveness in a global economy, allow flexibility in response to change, and maintain a healthy relationship between the employer and its employees. The navigator must continuously develop organizational competencies and performance by balancing the internal pressures faced by the builder and the external pressures faced by the change partner. The navigator is challenged with maintaining respect for union and employee needs while at the same time promoting competitiveness and creating flexibility.

Explain the relationship between labor market conditions and the probability of astrike occurring. What other factors do you believe might increase (or decrease) the incidence of strikes nationwide.

If the economy is strong and job opportunities are plentiful, employees may be more willing to go out on strike because there is less fear about losing their jobs. Hiring replacement workers will be more difficult in a strong economy. In a weak economy, however, jobs are scarce and there is significant anxiety about job loss as there are many available replacements.Ironically, it is usually when the economy is weak that unions would most like to strike as they are more likely to be asked for "give backs" at the bargaining table.In addition to the state of the economy, there are several other factors that may increase or decrease the likelihood of a strike. The size of the employer's inventory and/or the strength of product demand will influence the employer's concerns about the possibility of a strike. When there is a large inventory of finished products ready for sale, the employer will be less concerned than when inventory is strong (particularly if demand is also strong). The degree of union solidarity present in the bargaining unit is also a factor that can positively influence the likelihood of a strike. Finally, the ability of the employer to move production to another location, either temporarily or permanently, will influence the likelihood of a strike.

In 2012, President Obama introduced a "deferred action" initiative for immigrant youths illegally brought to the U.S. as children. This initiative would allow approximately 1.8million immigrants under the age of 31 a two-year, renewable reprieve from deportation provided they meet certain qualifications (e.g., graduation from HS, no felony convictions). In general, what are the advantages and disadvantages to immigration as a component of globalization?

Immigration provides an avenue for people to escape persecution or poor working and living conditions in their own country. It offers them the opportunity to find a better life for themselves. Given this, unskilled immigrant workers are often willing to take jobs that others are not and will work for less pay, thus making them a cheap source of labor for host country companies. Highly skilled immigrant workers can fulfill labor shortages in the host country which allows host country companies to continue operations and keep wage rates down. Immigration brings new cultures, foods, and ideas that can be beneficial to the destination country. These same things, however, can also cause tension in the destination country as citizens may feel their livelihood is threatened by immigrant workers and cultural differences can lead to misunderstandings and tension. Low-skilled immigrant workers can depress the labor market for high school students and dropouts. They can also create management challenges for employers and communities (e.g., language barriers, racial conflict).

Why might we expect labor relations practices around the world to converge to common practices? Is this occurring - why or why not?

In an integrated world economy, one might expect that labor relations systems around the world would converge as countries learn from each other and free trade standardizes certain practices such as pay and safety conditions. If certain labor practices are more productive than others, we would expect these practices to diffuse across countries. Efforts at political and legal integration, such as has been attempted in the European Union, should also drive policies and practices closer together. The research, however, does not indicate that country industrial relations systems are converging. Intense competition has, in fact, had somewhat the opposite effect as businesses seek more local flexibility and labor relations becomes more decentralized. Increasing decentralization create divergent local labor relations practices because of attempts to tailor these practices to the specific needs and constraints of individual workplaces and because local practices or the outcome of bargaining processes in which firms, unions, and other institutions such as work councils have varying degrees of influence. It is true, however, that these diverging practices are tending to fall into particular patterns such as an anti-union, low wage approach or a high performance work systems approach.

What is the difference between conventional arbitration and final offer arbitration and why might a state choose one over the other as its compulsory dispute resolution system?

In arbitration, the parties present their final offers (and arguments) to an arbitrator for review. Conventional arbitration allows the arbitrator to fashion any terms for a settlement that he or she deems fair. The arbitrator in this case is not constrained to the final offers in deciding the settlement terms. The uncertainty of what the arbitrator will choose and the loss of control by the negotiators over the settlement terms is intended to motivate negotiators to reach their own negotiated agreement without resorting to arbitration. It has traditionally been believed that such a system suffers from the "chilling effect." If arbitrators simply split the difference between the positions of labor and management, each side might hold back from making comprises during negotiations. Thus, the chilling effect may lead to an increase in impasse.In final offer arbitration, the arbitrator must choose either the union or management's offer and is not allowed to deviate from those final offers. Final offer arbitration was created to try to lessen the chilling effect of conventional arbitration. This offer comes in two variations: (1)total package final arbitration, in which the arbitrator must select one party's final offer on all the disputed contract terms (for example wages, health insurance holidays, etc.); and (2) issue-by-issue final offer arbitration, in which the arbitrator can choose either party's final offer on an issue-by-issue basis. It is generally believed that final offer arbitration puts the parties at greater risk of losing if their offers are unreasonable and, hence, should encourage the parties to come closer to an agreement during negotiations.

Describe the legal limitations on picketing. Why do so many restrictions exist?

In economic and unfair labor practice strikes, picketing is legal but with some limitations. Picket line misconduct such as violence or vandalism is not protected by the NLRA and can therefore result in discipline and loss of recall rights at the end of the strike, as well as potential criminal prosecution. Mass picketing that blocks entrances to an employer's property is also illegal. Injunctions by state courts are still used to restrain picketing, and it is not unusual for an injunction to limit the number of picketers at each entrance to an employer's property.Workers that choose to cross a picket line have a legal right to do so. Unions, however, have the right to discipline union members who cross a picket line. Union members, on the other hand, have a right to resign from the union to avoid discipline (e.g., expulsion or a fine). Boycotts are frequently supported by picketing, and the legality of such conduct can be especially complex in the construction industry when employees of numerous companies are working at the same construction site, also known as common situs picketing. When picketing of this type targets an entire work site, it is considered illegal because it includes secondary or neutral employers. The law seeks to balance the employees' right to publicize their dispute with the secondary and/or neutral employers' right to conduct business. Finally, picketing in a union recognition strike is limited to 30 days (with some exceptions)

What are international investment portfolios and how can they be beneficial as a component of globalization? How can they be potentially harmful?

International investment portfolios are packages of foreign stocks, bonds, and mutual funds owned by individual or institutional investors (e.g., a pension fund). International investment can be beneficial because investors may be able to influence decisions of foreign companies to address labor and environmental concerns. International investment provides companies in developing countries with working capital to fund their operations. These portfolios spread risk across countries and allow investments to find their most productive uses. The danger of international investment portfolios is the temptation to engage in currency speculation that creates high volatility in the foreign exchange markets. This volatility can destabilize developing country economies and can have severe negative effects on wages, job opportunities, and living standards.

What is job control unionism and how does it address the problems associated with management practices stemming from scientific management?

Job control unionism seeks to protect workers against managerial abuse by tightly controlling the rewards and allocation of jobs through rules and procedures laid out in a union contract. It seeks eliminate managerial subjectivity and favoritism in decision-making criteria and replace it with a more objective criterion; namely, seniority. Detailed work rules govern how work is performed, allocated, and rewarded; how promotions and job assignments will be determined;and how disciplinary may be meted (and on what bases). More broadly, job control unionism seeks to explicitly limit or modify excessive managerial authority that was present under a typical scientific management approach so as to retain control over important workplace decisions.

What is meant by labor-management partnerships and what challenges do they pose for unions?

Labor-management partnerships are formal initiatives in which workers and union leaders participate in organizational decision making beyond the daily work-related decisions of employee empowerment and collective bargaining. In this model, employees and their union representatives become full partners in running a business. To be successful, union leaders need to develop new skills to effectively guide partnership programs and make wise business decisions. They must continue to fulfill the traditional role of worker representative at the same time be cognizant of the business implications. They must acquire new knowledge and education on business matters and become more innovative and creative in solving workplace problems.

What is meant by the "escape, force, or foster change" strategies as ways to move toward a model of employee empowerment? Describe each strategy and discuss the challenges in fostering change

Managers in unionized business can try to reduce labor costs, achieve greater flexibility, and redesign jobs to empower employees by using escape, force, or foster change strategies. An escape strategy would be to move operations to a new location, one that is more amenable to an employee empowerment strategy, subcontract work, or decertify the union. A forcing strategy would involve pressuring the union to make contractual changes through hard bargaining (concession bargaining) that reduce labor costs and provide greater flexibility. Finally, a fostering strategy would seek to create a more cooperative labor-management relationship through education, integrative bargaining, trust-building and development of newlabor-management partnerships based on mutual gain

As the Director of HR at a unionized Midwestern precision auto parts manufacturing plant, you have been asked by the new CEO to examine the current mass production process and make suggestions for improving efficiency and accuracy of the products. The CEO is open to any an all suggestions that you might have for doing this and has indicated that she is a strong believer in employee participation. You have determined that there is a great deal of untapped potential in the knowledge, skills, and abilities of your current workforce and would like to generate greater employee participation and involvement in the company as a way to utilize this talent. Discuss the various types of employee involvement programs and make a decision as to which you will recommend to the CEO.

Many companies have tried quality of work life programs to provide a forum for workers to make suggests about improving working conditions. However, I need involvement beyond quality of work life. I need to improve the quality and efficiency of the plant. I could consider quality circles to provide a forum for workers to make suggestions about how to improve productivity and quality through regular group meetings with supervisors. However, quality circles do not change the underlying production process so I am skeptical that these will make a significant difference. Gainsharing programs reward worker suggestions for cost reduction and efficiency improvements but I am looking for something a little more extensive than this because I want to address quality as well. Self-directed work teams change underlying work processes and give employees responsibility for a full range of job tasks, maintenance and even personnel decisions. High performance work systems combine flexibility with employee involvement in decision making. I know from the research that these programs can positively influence employee satisfaction, esteem, and commitment may be achieved. On the other hand, research has linked the use of quality circles, work teams, and job rotation to higher levels of stress and cumulative trauma disorders such as carpal tunnel. Finally, I have the option of labor-management partnerships that would involve both the union and workers in organizational decision making that goes beyond daily work-related decisions. Kaiser-Permanente has been successful with this type of program. Transforming the workplace in this manner appeals to me but I also know it will be extremely difficult to implement without the full support of my CEO and the union. However, I believe it is the best option and so I decide to present labor-management partnership in my proposal to the CEO.

Describe what mediation is and explain the various stages involved in getting the parties to reach a mutually acceptable agreement.

Mediation is a dispute resolution process in which a natural third party - the mediator - helps negotiators avoid or resolve an impasse. The use of mediation does not need to wait until an impasse occurs, unlike strikes or arbitration. Mediators lack the authority to force a resolution by imposing a settlement on the negotiators; rather, mediation is essentially "assisted negotiation."There are several stages involved in getting the parties to reach a mutually acceptable agreement. First, the mediator sets the stage by collecting information and establishing the ground rules. Second, the mediator works on clarifying the disputed issues and on developing alternative solutions through problem solving. Third, the mediator works to achieve a workable agreement, which encourages the negotiators to reach a settlement.

The Mexican system of labor relations is an example of the gap that can exist between the legal protections provided to workers within a given country and the actual rights that exist. Describe the rights granted by Mexican law and discuss how those rights differ from the reality of the workers' lives.

Mexico's constitution was the first to explicitly include workers' rights. The constitution guarantees the right to organize unions, bargain collectively, and strike. It provides protections against unjust dismissal and dangerous working conditions. It also mandates minimum wages,overtime pay, profit sharing, and eight-hour day, a six day workweek and pregnancy and childbirth leave. Mexican unions must have at least 20 members but does not need to represent a majority of employees to engage in collective bargaining. While there is no explicit obligation for management to bargaining with the union, labor contracts are legally enforceable. However, the extent to which these rights are actually honored is questionable. There appears to be heavy government control over unions and, as such, they serve political rather workers' goals

Why might nonunion arbitration of grievances be inferior to arbitration under a union contract and how might these deficiencies be addressed?

Nonunion arbitration suffers from three key flaws. First, there are often limitations placed on discovery (i.e., the amount of information the grievant is given by the employer to make its case). Second, depending on how the costs are shared, the employee may not have the ability to pay for an attorney while the employer is likely to have greater access to legal counsel. Thus, the employee is at a disadvantage merely due to his or her limited ability to afford good counsel. Finally, since the arbitrators are often paid by the company, it is always a question as to whether they can remain unbiased in their decisions. In addition to these reasons, more employers are asking employees to sign mandatory arbitration clauses that require employees to agree to submit disputes to arbitration as a condition of employment. The key problem here is that the employees are being asked to waive their legal rights before they even know the facts of the case. To address these deficiencies, some states have proposed legislation that would include quality standards for nonunion arbitration such as ensuring employees have full access to information, expense sharing, remedies reflecting those found under the court system, judicial review of awards, and waivers on a case by case basis only.

Summarize Canada's experience with nonunion employee representation plans. How have these plans affected the Canadian labor movement?

Nonunion employee representation plans are legal in Canada. The joint councils have equal numbers of management and employee representatives and the employee representatives are elected every two years. Local councils meet monthly to discuss local workplace issues; local councils also send delegates to a district-level joint industrial council that discusses issues affecting multiple work sites. The councils are weaker than unions. The dark side to these councils is that they have been effective in preventing unionization. The upside is that employees have voice into decision-making. The threat of unionization provides an incentive for management to ensure that the workers see gains from the councils

What does the research reveal about the effects of unions, both positive and negative?

Nonunion workplaces have traditionally relied on unilateral managerial control in resolving conflicts. In other words, employees who did not like management's decisions could accept it or quit. An open door policy encourages employees to talk with management about the decisions but ultimately, management retains control and employees have the same option (accept or quit). But recently there has been an increase in alternative methods of nonunion dispute resolution. Some of these processes mimic union grievance procedures in that they will have one or two levels of appeal beyond the immediate supervisor. Final decisions may be made by a management panel, joint management-employee panel, or by an outside arbitrator. Some settings use an "ombudsperson" who attempts to negotiate or "broker" a resolution between the supervisor and employee.

What are the problems associated with nonunion committees designed to provide an outlet for employee participation?

One key concern associated with nonunion committees is that they will not be true representatives of employees' interests. Because management often takes control over the structure and composition of these committees, they may be more likely to act on behalf of the organization than the workers. Further, the presence of nonunion committees may squelch the need, desire, or ability for more independent representation to flourish. The committees can be used as a way to manipulate employees and give them a false sense of voice in the workplace.

Explain the concept of solidarity unionism and describe how this approach might be used to increase labor's bargaining power and protect union rights.

One of several proposals for increasing the strength of the U.S. labor movement, solidarity unionism seeks to enhance solidarity or cohesiveness within and across workplaces. Rather than focusing on ways to cooperate with employers, solidarity unionism sees its role as one ofprotector and advocate for worker rights. It is more likely to emphasize the differences between management and worker goals and look to ways to increase power and protection through the mobilization of workers and aggressive organizing and representation tactics. Solidarity unionism proposal include the concept of nonmajority unions, reduced union bureaucracy, grassroots activism, and occupational unionism. The solidarity model is quite close to the traditional business unionism model, with the distinction of greater worker involvement and activism.

Explain the importance of seniority in union contracts and discuss the various ways in which seniority is used in making job-related decisions. Why is seniority preferable toother methods of making these same decisions?

One of the chief complaints against management in a traditional mass manufacturing setting was the potential for arbitrary and capricious treatment by supervisors. Consequently, unions pushed for the use of seniority as an objective criterion for making job-related decisions such as work and job assignments, promotions and wage increases, as well as determining the order of layoffs. Seniority is preferable to other methods such as merit or performance-based systems because it cannot be easily manipulated, it is visible and known to many, and thus protects workers from ill effects of supervisory bias and favoritism

In 2007-2008, more than 12,000 members of the Writers Guild of America wentout on strike after contract negotiations with the Alliance of Motion Picture and Television

Producers (AMPTP) came to impasse. The strike started in November, 2007 and concluded inFebruary, 2008 and, by some estimates, cost the industry around $2 billion. Given the expense of the strike to the industry and lost income to the writers, what other alternatives might the writers have considered in their quest to pressure the AMPTP to make concessions? Why do you think the Writers Guild decided to strike instead of pursuing these less costly alternatives?One possible action by the writers could have been to encourage a boycott of movies and television programs produced by members of the AMPTP. A boycott would encourage viewers to refuse to watch any programming such programming. This tactic would not, unfortunately, prove to be too successful for the writers for at least two reasons. One, the strikers would have difficulty convincing viewers to give up their shows voluntarily. Two, given the size of the AMPTP, it would be extremely difficult to provide viewers with accurate information as to which shows they should boycott.Another alternative to the boycott or a strike might have been to engage in a work slowdown or work-to-rule. Slowdowns would pressure the AMPTP by imposing costs through lowered productivity while still preserving the writers' jobs. However, a slowdown in this particular industry might anger viewers by lending unpredictability to the viewing schedule. This could possibly turn public sentiment toward the AMPTP and have the unfortunate effect of backfiring on the union.Intermittent strikes might have been another alternative for the writers but intermittent strikes are less effective in an industry where there are lots of employers and alternative program options. In addition, as with the slowdown the intermittent strikes would create unpredictability in scheduling programs and could backfire on the union.Finally, the writers could have embarked on a corporate campaign to create negative publicity for the AMPTP. Corporate campaigns can be very effective when safety is an issue or where there is clear management abuse because the public is more readily engaged in the story. However, no such abuses were at play in this situation where the primary concern was one of compensation. Given this, it would probably be more difficult garner public support

Most government employees do not have the right to strike, regardless of their reason for wanting to do so. Why are strikes generally prohibited in the public sector?

Public sector strikes are prohibited for a variety of reasons (or the combination of these reasons). First, it is argued that striking against the government is an unacceptable threat to the supreme authority of the government. Second, it is argued that public sector employee bargaining power is too high because there are no market-based checks on their demands. Therefore, allowing public sector employees to strike will give them too much power to pressure an employer to concede to its demands. Third, it is argued that government services are too critical to be interrupted by a strike and that allowing strikes to occur in the public sector will pose a danger to the public.

Explain how scientific management principles have influenced the nature of labor-management relations in the U.S.

Scientific management principles drove much of the mass manufacturing industry in the 20th century. These practices stress standardization, specialization, and efficiency achieved through time and motion studies. Key to the scientific management approach is the notion that engineers and managers, equipped with stop watches, video cameras, and calculators, can determine the most efficient way to do a job better than workers themselves can. The result was to "deskill" the workplace, making employees interchangeable, like parts to a machine. Workers were motivated through pay, rather than intrinsic rewards of the job. Worker input was not valued and supervisors were clearly "superior" in their roles. Employees were left feeling degraded, alienated, and bored by their jobs. These patterns of behavior have added to the adversarial relationship between management and labor in the U.S.

Describe the various kinds of employee empowerment/involvement programs that have been implemented since the 1970s. How effective have these program been?

Since the 1970s, several types of employee involvement programs have arisen. Quality circles provide a forum for workers to make suggestions about how to improve productivity and quality through regular group meetings with supervisors. High performance work systems combine flexibility with employee involvement in decision making. Quality of work life programs provide a forum for workers to make suggests about improving working conditions.Gainsharing programs reward worker suggestions for cost reduction and efficiency improvements. Self-directed work teams change the mass production mentality to one where employees are responsible for a full range of job tasks, maintenance and even personnel decisions. Research has linked the use of quality circles, work teams, and job rotation to higher levels of stress and cumulative trauma disorders such as carpal tunnel. On the other hand, employee satisfaction, esteem, and commitment may be achieved

What is social movement unionism and how might this approach be used to increase labor's bargaining power and protection for workers.

Social movement unionism rejects the narrow business unionism focus on workplace-based 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. Gains for workers would be won through social and political channels, rather than through workplace collective bargaining. Advocates of a stronger U.S. labor movement see greater social activism as one route to more power in society and at the bargaining table. As with solidarity unionism, grassroots participation and mobilization of the workforce are seen as keys to the success of social movement unionism.

How can organized labor use participation in ESOPs as both a defensive and offensive tool in strengthening labor's bargaining power?

Stock ownership as a defensive strategy refers to a union's acceptance of stock ownership plans as a substitute for higher wages and benefits (i.e., guaranteed compensation increases). In other words, to help keep a company competitive, the union agrees to stock ownership for its members, rather than outright pay increases. However, in recent years unions have becomemore aggressive about using their financial position (i.e., stock ownership) to take offensive action against employers as a way of protecting worker interests. Union pension funds, through significant ownership shares, use their rights as shareholders to submit shareholder proposal and resolutions to limit executive compensation, ensure the independence of outside board members, and bring about other changes in corporate strategies and governance. Purchasing and investment decisions can also be used as a way to reward companies that provide favorable treatment to workers or that are more likely to benefit union workers (i.e., investing in unionized companies).

Explain the circumstances under which a U.S. president is allowed to intervene in alabor dispute between management and a union that has resulted in a strike

The Railway Labor Act empowers the president of the United States to create a presidential emergency board if a railway or airline strike threatens prevent essential transportation service necessary for interstate commerce. The board has 30 days to investigate the dispute and issue a report that usually contains nonbinding recommendations for a settlement. The strike is allowed to proceed after 30 days In the private sector, Taft-Hartley allows the president to appoint a board of inquiry to investigate and report on disputed issues if a strike or threat of strike presents a danger to national health or safety. The president can seek a court-ordered injunction halting the strike or threatened strike for up to 80 days. Similarly, in the health care sector the president is allowed to appoint a board of inquiry and halt a strike if it would substantially interrupt the delivery of health care in the locality concerned. Finally, it is possible that the president could seize an operation to maintain production.

Summarize the efforts at the Saturn plant in Spring Hill, Tennessee to forge a new relationship between management and labor by using self-directed work teams. Why do you think the Saturn experiment failed?

The Spring Hill Saturn plan was an experiment in the use of self-directed work teams in auto-manufacturing, a traditional job control unionism stronghold. Saturn embraced team-based production and comanaged decision making at Saturn with the UAW. A series of formal join labor-management committees, called decision rings, were empowered with authority over extensive issues. The UAW was recognized as a legitimate stakeholder and participant in business decisions about technology, suppliers, pricing, etc. In 2003 the Spring Hill workers voted to return to the UAW master contract with General Motors and in 2009 General Motors sold the Saturn brand. In part the experiment failed due to factors outside the control of the parties but resistance to change from the traditional model of union representation and concerns over whether the union was "selling out" were certainly factors contributing to the plant's demise

What is the role of the World Trade Organization and what philosophy does it promote with respect to globalization?

The World Trade Organization is an international organization of over 150 countries that provides a forum for negotiating and enforcing global trade agreements. Initially it was created to administer the General Agreement on Tariffs and Trade (GATT) and to handle trade negotiations. The WTO promotes free trade through the reduction of trade barriers including tariffs, quotas, domestic subsidies, discriminatory government procurement policies, and regulations. The WTO allows countries to establish standard necessary to protect human, animal, or plant life or to conserve exhaustible natural resources as long as these are not trade barriers. The WTO has the authority to resolve trade disputes and any country found in violation must change its trade policy or pay damages.

How can four schools of thought on the labor problem from Chapter 2 be useful to considering options to regulating globalization to limit short term costs and problems associated with exploitation?

The alternatives to govern the global workplace parallel the alternatives for workplace governance (i.e., the four schools of thought on industrial relations). First, the free market argument suggests that no regulations are necessary and that, left to its own devices, the free market will determine the optimal outcomes for producers, consumers, and workers. Second, a human resource management perspective would suggest that corporate self-monitoring is the best approach. This position would advocate the adoption of corporate codes of conduct and the spread of best human resource management practices. Third, an industrial relations perspective would suggest that what is needed is a strong labor movement worldwide. This perspective would advocate a mix of laws protecting worker rights to unionization and protective labor legislation. Finally, the critical industrial relations perspective would suggest that none of these methods will be successful and that the only solution is worker control over factors of production, perhaps starting with a strong socialistic labor movement worldwide.

What are the benefits and problems associated with international trade?

The benefits of international trade stem from the assumptions of a free and open market. Free trade across countries allows consumers and producers to benefit from specialization. A country with a comparative advantage in producing a particular product (due to its proximity to raw materials, skills and talents of its people or another factor) can capitalize on its strengths to produce that product more efficiently than other countries. This reduces the price to all consumers and frees other economies to develop their own comparative advantage. Free trade increases the size of markets and allows companies to take advantage of increased economies of scale at the same time it reduces the monopoly power of domestic (sometimes inefficient) producers. Countries benefit from increased growth and income while consumers enjoy lower prices and greater choices. The downside of international trade, however, is the loss of jobs and wealth as the economy adjusts to increased free trade. Faster growth may increase pollution and environmental degradation. The emphasis on comparative advantage overlooks the importance of corporate strategies to creating a competitive advantage and ignores the importance of governmental policy in creating these advantages. Finally market imperfections can distribute the benefits of international trade unevenly. Most particularly, unequal bargaining power between countries or between labor and capital owners can make it easier for exploitation to occur.

After having signed a contract with a binding arbitration clause in it, an employer is legally bound to accept an arbitrator's decision on a particular issue even if they disagree with that decision.

True

The People's Republic of China, ruled by the Communist Party of China, is the fastest growing major economy. From 2001-2008, China's real GDP grew 10.7 percent, driven largely by exports and infrastructure investments. China's growth, however, has not been without controversy surrounding its labor-management practices. Describe the labor relations system in China and discuss its deficiencies.

The government of China recognizes just one umbrella labor organization - the All China Federation of Trade Unions (ACFTU). Originally, the ACFTU's function was not to representworkers' interests in opposition to employers' interests as one would expect in a pluralist employment relationship. Instead, it was focused on promoting the common, national good and social harmony through enterprise unions that maintained labor discipline and administered state-sponsored housing and other social benefits programs. Enterprise unions were generally integrated with management and not "representatives" of employees as we would typically think of here in the U.S. Since the late 1980s, China has been transitioning tomore of a market-based economy and it has passed several labor laws to promote collective bargaining or "collective consultation." Enforcement of the laws, however, is still weak and labor problems, particularly problems with poor working conditions and wages, persist in China. Because the ACFTU remains the only legally approved union organization and is still closely aligned with the Communist Party of China, it does not provide effective representation to workers in China. This has led to increased grassroots efforts to call attention to China's labor conditions. These efforts include strikes and demonstrations but also an increasing use of media to call attention to the plight of the Chinese worker

Grievance arbitration, while effective in applying accepted standards of justice to the workplace, is sometimes criticized. Describe these criticisms.

The grievance process, including arbitration, is criticized as being excessively legal, formal, and reactive. The legal and formal nature of grievance procedures can be intimidating to the parties and may squelch creative thinking that would lead to a resolution as the parties become too locked into the formality of the process. It may also inhibit relationship building that would lead to informal resolution. In addition, it has been argued that the grievance process is primarily one in which parties react to a situation once it has arisen, rather than encouraging problem-solving that would prevent the situation from arising again

What are the advantages and disadvantages to a unilateral grievance resolution method?

The key advantages to a unilateral grievance resolution method is expediency and, for the decision-maker, control. However, the disadvantages typically outweigh the advantages. Without a balanced dispute resolution process, workers are at the mercy of employers and markets. Unions and workers must rely on economic pressure such as strikes to challenge unilateral decisions. This is exactly the situation that the NLRA was intended to prevent. A grievance procedure that formally recognizes management and employee perspectives will help to provide stability and predictability in contract administration.

Implementing a new strategy for labor-management relations is difficult. What challenges does an organization that wants to make a change face and what are some of the strategies it might use to overcome resistance?

The key challenge that organizations face when making a change to a new labor-management strategy is resistance to change. Making change involves communication, building new competencies, establishing supportive policies and procedures, and motivating appropriate behaviors. To address resistance to change, the organization has several options. If it attempts to force change, it can use a variety of tactics including integrative and distributive bargaining, manipulation and co-optation, and explicit or implicit coercion. Second, it can foster change using education and communication, participation and involvement, and/or facilitation and support

Suppose you are among those who believe that the NLRA should be deregulated. Justify your position and describe how labor-management concerns would be addressed under your proposed model of labor relations.

The perspective that the NLRA should be repealed or deregulated stems from a mainstream economics model and the ethics of libertarianism. Unions present a barrier to free markets by exercising monopoly power over labor. They cause harmful economic effects by artificially raising wages higher than the competitive market would sustain. As such, the NLRA reduces aggregate wealth, forces unwilling employers to negotiate wages that make them less profitable, and force workers to pay dues when they would prefer not to belong to a union. Unions should be subject to the same antitrust regulations that limit other business organizations from engaging in anticompetitive practices. However, a true free market perspective suggests that explicit restrictions should not be placed on unions - if they have theeconomic power to push their demands in a free market, they should be allowed to do so. In this regard, the deregulation perspective is not that different from Great Britain's system of voluntarism.

Describe the possible reasons for the increase in nonunion workplace dispute resolution systems in recent years.

There are three possible explanations for the increase in nonunion workplace dispute resolution systems. First, formal dispute resolution procedures can be part of a human resource strategy to increase organizational commitment and performance through high performance work systems. Second, the rising cost of litigation has employers looking for ways to avoid the possibility of costly lawsuits and the sometimes very high penalties assessed. Third, implementation of a grievance procedure can be a significant part of an employer's union substitution strategy

Although the Saturn plant in Spring Hill, Tennessee was organized using self-directed work teams, it also maintained some traditional U.S. labor practices such as grievance procedures.

True

Among critics of the NLRA, the most common belief is that the NLRA is vulnerable to management efforts to exploit deficiencies in the law to their own advantage.

True

Suppose you are among those who believe that the NLRA should be transformed. What arguments support the claim that a complete overhaul is necessary? What alternative models might be considered as a replacement for the NLRA model of exclusive representation?

The primary reason for transforming the NLRA is the adversarial nature of labor relations in the U.S. which many argue is caused by the very nature of the NLRA. Proponents of transformation argue that adversarialism is bad for employees and employers in a global economy because it makes both representation and profit maximization more difficult. Specific features of the NLRA that foster adversarialism are the concepts of exclusive representation and majority support. Because a union must garner the support of a majority of workers, the representation process takes on an "us vs. them" flavor in which both sides try to make the other look bad to the employees who will be voting. One option to change the tone of the NLRA would be to provide legal support for nonmajority unions by requiring employers to negotiate with these unions. The contracts would not extend to all workers, only to those who are part of the union. A second option would be to supplement or replace the certification process with works councils. Other elements of transformation might include employee free speech rights, unjust dismissal procedures, employee representation on company boards, and the right to workplace information.

Most states invoke some form of third-party dispute resolution to settle contract disputes that occur in the public sector. Explain the main dispute resolution options available to state lawmakers and discuss the degree of control both the third party neutral and the parties themselves have over the process

The three primary third-party dispute resolution mechanisms are mediation, arbitration, and fact-finding. In mediation, the neutral party is a mediator who tries to facilitate an agreement but lacks the power to force an agreement. A mediator has a high level of control over the negotiating process but not the outcome. In arbitration, the neutral third party is an arbitrator who forces an agreement on both parties by issuing a ruling that specifies the exact settlement terms. An arbitrator has a high level of control over the outcome but no involvement in the negotiating process. In fact-finding, the neutral third party is a fact finder who investigates the dispute and makes nonbinding recommendations for a settlement. A fact finder lacks control over both the process and the outcome.

Explain the key differences between the shareholder and stakeholder models of corporate governance. Describe the legal, organizational, social, and individual changes that would facilitate a shift in corporate governance behaviors from the shareholder to stakeholder mentality.

The traditional shareholder model of corporate governance places the primary, if not exclusive, responsibility of managers on ensuring firm profitability. The shareholder perspective is based on utilitarian and libertarianism ethical views as well as a legal view of corporate governance based mainstream economic models. Firms that are not focused on profits, will not lead to the "greater good." The stakeholder model, on the other hand, criticizes the shareholder perspective as too narrowly focused on short-term financial results that treat employees as labor costs and denies meaningful input into business decisions. This perspective does not deny the importance of shareholder rights but also recognizes that these rights are granted by governments and society. As such, the stakeholder model suggests that corporations have other obligations that are necessary to meet the needs of society. Specifically, corporations should consider the needs of all stakeholders - employees, customers, suppliers, local communities, and others - in addition to shareholders. The stakeholder model advocates organizational change in governance goals but also greater legal changes in corporate governance that would reinforce the importance of other stakeholders' interests.

Suppose you are among those who believe that the NLRA needs to be strengthenedand reinforced. What kinds of changes might you advocate? Consider both legal decisions andlegislative changes.

The two main perspectives on strengthening the NLRA focus on either changing court interpretation of existing law (i.e., overturning prior case decisions) or changing the law itself.The first approach would focus on educating judges about labor issues and the historical intent of the NLRA in the hopes that future decisions would undo some of the damage. For example, the Mackay Radio decision as it pertains to permanent strike replacements in economic strikes could be challenged and overturned. The more common view, however, is that the law itself needs to change. Changes could either be remedial (i.e., small, incremental changes that focus on issues such as stronger monetary penalties, reduced election delays) or substantive (expanding NLRA coverage, removing restrictions on secondary boycotts, widening the list of mandatory bargaining items, changing representation election procedures,and eliminating strike replacements).

Describe the various steps to a grievance process in a typical union contract

The typical grievance procedure has four steps. The first step involves discussions between the employee (grievant) and the supervisor administering disciplinary action. If the grievance cannot be resolved at this stage, it can be appealed to step 2, at which time a union representative and a higher level manager (usually the supervisor's boss or the HR manager) will attempt to resolve the issue. The employee, if still unsatisfied with the outcome, can appeal to step 3 which usually involves an upper-level manager and union official. Finally, if no satisfactory settlement can be reached, the grievance can be appealed to final and binding arbitration

What criteria does a nonunion employee committee or representation plan need to meet to be considered legal under the NLRA?

To be considered legal under the NLRA, a nonunion employee committee must a) not give the illusion of being bilateral when they are, in fact, unilateral. Plans that are obviously one way are legal. Second, the committee must be made up of employees speaking for themselves, not on behalf of a larger group of employees. Third, nonunion plans that are primarily concerned with business issues such as quality and productivity, which lie outside the NLRA's scope, are generally held to be legal. Finally, employer domination is not allowed so employee latitude in controlling structure and function will increase the likelihood that the plan is acceptable.

Among democratic, industrialized countries, the U.S. has the lowest level of protection against workers' unjust dismissal.

True

Given the current criticisms against detailed, legalistic employment contracts between union members and their employers, how did these contracts develop and why have they persisted for so many years? Begin your response by describing the features of a typical union contract

The typical union contract has a life of three years and may be small, pocket-book size, a bound booklet, or multi volume documents. Most union contracts are detailed, legalistic documents that are legally enforceable given that they are voluntarily signed by the duly elected union representatives and their management counterparts. Some contracts include a "reopener clause" which allows the parties to reopen negotiations during the life of the contract to negotiation specific adjustments such as changes to wages or benefits. Union contracts detail management rights (e.g., hiring/firing decisions, technological innovations, production standards, and business location); employee rights (e.g., just cause discipline, seniority rights, fair compensation); union rights (access to the workplace, shop stewards, union security and dues checkoff); and job rights (e.g., wage rates assigned to jobs, job tasks.) These contracts developed in part because they met the needs of all parties: management, unions, and employees. Management was looking for a way to increase stability and predictability of the workplace and the contracts created a clear structure that reduced decision-making ambiguity and ambiguity about worker treatment. Workers used the contracts as a way to introduce concepts related to workplace justice into the employment relationship and to reduce the arbitrary and capricious nature of management decisions. Unions were looking for stability as well, in particular, the reduction of workplace strikes and militancy that threatened to undermine their leadership. The contracts were a nice complement to the mass production, scientific management, work structure that relied on routinization, stability, and efficiency. Thus, since everyone was getting what they needed from the contracts, they persisted and became institutionalized or entrenched in the American labor relations system. Though some would argue these contracts have outlived their useful purpose and a new approach is needed, the stability these contracts provide is still highly valued and this makes it difficult to conceptualize new forms of contracts that might better serve the needs of all parties

In between proponents looking to strengthen the NLRA and those looking to regulate are individuals who argue a compromise position that the NLRA should be "loosened." What are the arguments for loosening the NLRA and what proposals have been suggested as ways to do this? Refer specifically to that section of the NLRA where modifications have been proposed

The view that argues the NLRA should be loosened focuses primarily on Section 8(a)(2) of the NLRA, the section that prohibits the use of company-dominated unions. The NLRA defines labor organizations quite broadly and can include labor-management committees as well as formal unions. The possibility that workplace committees could be ruled a violation of the NLRA has been argued to inhibit collaboration between management and labor and to unnecessarily preserve the atmosphere of adversarialism that has existed between labor and management. Thus, proponents of the "loosening" argument would like to see Section 8(a)(2)exceptions such as those proposed under the TEAM Act which would explicitly allow committees that do not attempt to negotiate collective bargaining agreements. A compromise position would be to loosen the NLRA in this regard while at the same time, making it easier for workers to unionize should they choose to do so. Another suggestion for loosening the NLRA would be to allow for employees committees that are explicitly charged with holding the employer accountable for violations of existing labor laws. If successful, this could provide employees with a platform for participating in employment law compliance tailored to the needs of each workplace. These committees might then also give additional voice to workers and allow them to shape broader codes of conduct within businesses. Employers could be encouraged to allow these committees by giving partial immunity from legal penalties when their compliance program includes effective committees.

Not all strikes are created equal. Describe the various kinds of strikes that might be used by employees and explain how they are treated under the law.

There are many different types of strikes but perhaps the two most important are the economicstrike and the unfair labor practice strike. Economic strikes are an attempt to pressure the employer to give better wages, benefits, and work rules during contract negotiations. Workers refuse to work until their terms are met. Economic strikes are the most frequent type of strikesin the U.S. and are protected by the NLRA when workers are striking over mandatory bargaining issues. This means workers cannot be disciplined or discharged from raising this strike. However, they can be replaced with either permanent or temporary strike replacements.An unfair labor practice strike occurs in protest of an employer's unfair labor practice(s) or violation of the NLRA. Workers cannot be disciplined, discharged, or permanently replaced but they can be temporarily replaced.A recognition strike occurs when employees are striking to force an employer to recognize and bargain with their union. These are protected by the NLRA but workers can be temporarily or permanently replaced. A sympathy strike occurs when workers strike in a showof support for other workers who are on strike. These strikes are protected under the NLRA aslong as strikes are not violating a no-strike clause in a contract. However, employees may be temporarily or permanently replaced. Wildcat strikes occur when union workers strike in violation of a no-strike clause prohibiting work stoppages over grievances during the life of the contract. These employees can be disciplined for striking by both the union and the employer. Finally, a jurisdictional strike occurs when a union strikes to force an employer to assign certain work to its members. These strikes are prohibited by the NLRA

All components of globalization have increased dramatically since the 1970s. Many companies in the U.S. now do business abroad, invest abroad, and have relocated facilities abroad. Given the extent of this corporate internationalization, why haven't unions followed suit to the same degree? In what ways have unions begun to collaborate?

There are significant barriers to transnational labor collaboration and unionization including language barriers, cultural and religious differences, and ideological differences regarding the role of workers and unions in society. As well, there are not yet strong interconnected social networks for unions and workers to share knowledge and strategies. Unions may fear losing domestic autonomy and control over their own domestic agendas. There are often significant legal barriers to cross-national unionization and collaboration between unions. Even union structure and goals differ widely throughout the world as demonstrated by the more social movement agenda of, say, French unions compared to the practical, business union model of U.S. unions. Finally, there is strong employer resistance to international unionization. The emphasis on international collaboration between unions has been on international solidarity campaigns in which union workers from one country show support for union workers in another country. They may, for example, contribute financial or public support to their cause. Global union federations are becoming increasingly successful in getting multinational corporations to sign international agreements to respect workers' rights to collective bargaining and minimum wage and safety standards. In addition, unions have been increasingly successful in using the Internet and social media as a way to apply public pressure to businesses throughout the world.

One of the key roles of an arbitrator is to interpret the language of a contract, even when that language is unclear or ambiguous. Describe the rules that arbitrators apply to try to fairly interpret the contract

To interpret a contract, arbitrators use three elements: contractual language, intent, and past practice. With regard to contractual language, the arbitrator will look to the ordinary meaning of words unless they are explicitly defined in the contract. More weight will be given to specific language than general language where, for example, the contract language might conflict. If the arbitrator is unable to resolve the dispute based on the plain language, he or she will consider the intent of the parties when the language was crafted. Here the union and management's notes from contract negotiations can be very helpful. Finally, the arbitrator will look to the past practices of the parties in handling the same or similar situations

Describe the four types of flexibility that are emphasized by businesses today. What are the employee concerns associated with each type of flexibility?

Traditional job control unionism conflicts with the need for greater flexibility in several ways.First, standardized wages tied to jobs rather than merit and ability-to-pay prevent wage flexibility and pay-for-performance. Detailed systems of narrow job classifications are a barrier to functional flexibility because it is difficult to reassign workers to different tasks in response to shifts in market demand. Restrictive work rules similarly limit functional flexibility and may also restrict employment flexibility through the use of part-time or temporary workers, subcontracting, or layoffs. Seniority-based procedures make it difficult to transfer and promote workers on the basis of skills and merit. Extensive bumping rights make frequent changes in deploying labor cumbersome. Lengthy contracts make it hard to achieve flexibility because changes cannot be made easily during the life of the contract. Reliance on past precedence in grievance decisions makes it hard to change processes and innovate. Finally, job control unionism encourages, rather than discourages, sharp divisions between labor and management that inhibit collaboration and decision-making based on shared common interests.

A European Works Council is a transnational, company-level committee of employees that gives workers the opportunity to learn about their company's financial health and future plans, and to have a voice in providing feedback and ideas about these plans.

True

A compulsory arbitration agreement is one in which an employer requires their employees to waive their right to sue over issues such as discrimination and sexual harassment as a condition of employment

True

A forcing strategy is one in which the union and employees are pressured to accept the changes management wishes to implement in response to competitive pressures.

True

A proposed change in union strategy that is consistent with a solidarity model of unionism is to increase occupational unionism.

True

A significant problem for the union involved in the Saturn experiment in self-directed work teams was establishing and maintaining its credibility as an advocate for the employees.

True

A stakeholder perspective argues that while shareholders have important rights, there are other constituents toward whom a company should demonstrate responsibility and concern.

True

A union is required by law to fairly represent any worker in the bargaining unit, including those that are not union members or those who pay only a partial fee.

True

A utilitarian and libertarianism ethics point of view is likely to see business' sole concern as profit generation rather than maximizing stakeholder interests.

True

A written pledge or statement by an employer outlining standards that it will abide by in conducting business is known as a corporate code of conduct.

True

According to German labor law, works councils must meet with employers on a regular monthly basis, at a minimum.

True

Explain how job security protections differ across countries.

U.S. union workers typically enjoy greater job security than nonunion workers as a result of just cause clauses in the union contract. However, the vast majority of U.S. workers are subject to employment-at-will, which means an employer can fire a worker at any time, for good cause, no cause, or even a cause that is morally wrong. This contrasts starkly with the widespread unjust dismissal protections granted by most other democratized, industrialized countries. For example, German law requires discharges to be "socially justified" on the basis of poor performance or economic necessity once an employee has passed a six-month probationary period. Belgium, France, Great Britain, Italy and Spain all have similar protective legislation. In Mexico, employees have a 30-day probationary period followed by a just cause dismissal standard. In Japan, the doctrine of abusive dismissal protects workers against unjust dismissal. Canada has a just cause dismissal standard unless an employee is given several weeks notification. Thus, reliance on collective bargaining to establish a just cause dismissal standard, rather than granting this right to all full-time workers through labor legislation, is a unique feature of the U.S. labor relations system

What are the union's obligations under a typical union contract?

Under a typical union contract, the union is obligated to live up to the terms of the entire contract. In particular, the union usually gives up the right to strike during the life of the contract in exchange for final and binding arbitration. Unions can be sued for violating a collective bargaining agreement. Unions also have a duty of fair representation that requires them to fairly and without discrimination represent all bargaining unit members

Explain the British system of voluntarism and describe the legal restrictions placed on labor-management relations. In what way does the Irish labor relations system differ from that of the British?

Under the British system of voluntarism, collective bargaining is a purely voluntary activity between management and labor. There is no duty to represent, no duty to bargain, and labor contracts are not legally enforceable. Thus, the union must be able to present enough of an economic threat to the employer, through strikes, slowdowns, or other means, to convince the employer that a collective bargaining relationship is in its best interests. Enforcement of contracts follows a similar pattern. There are, however, some legal restrictions. The Trades Disputes Act makes labor unions immune from being sued for breach of contract and for striking. To protect the employer's interests, there are restrictions on secondary boycotts and closed shop agreements. To protect the workers' interests, democratic procedures for electing union officials are mandated. Many unionized workplaces have multiple unions as there is no exclusive representation requirement.The key difference between labor relations systems in Ireland and Great Britain is that the Irish system incorporates a system of social partnership on top of their system of voluntarism. Social partnership between labor, business, and the government results in a series of peak-level agreements on social and economics issues. Peak-level organizations are the highest national groups representing the public (the government), employees (the major labor federation, ICTU), and employers (the major employers' association, IBEC). These agreements might cover, for example, changes in the tax system, increased employment opportunities, and private sector pay guidelines.

Describe the three strategic roles for union leaders. What are the major challenges for a union leader in each role with regard to labor relations?

Union leaders face similar challenges to those of HR managers. As such, they also serve three strategic roles of builder, change partner, and navigator. Builders must create union structures that fulfill the labor movement's basic functions (organizing, bargaining, contract administration and political lobbying). These structures must be internally consistent, meet therequirements of a democratic organization, and perform routine administrative functions such as budgeting, strategic planning, and benchmarking. As change partners, union leaders must partner with rank-and-file members to construct new forms of representation that fit changes in the external environment. This means addressing issues such as workforce diversity, increased education levels, and increased competitive pressures on employers. Finally union leaders must be navigators that can balance the internal and external pressures faced by the builder and change partner. These pressures may be between new and existing members, between centralized power and decentralized responsiveness to local conditions, between centralized control and democratic processes, and between solidarity across workplaces and concern for individual needs.

Evaluate the following statement: Due to changes in the environment of business and labor relations since the early 1970s, U.S. business can no longer afford to rely on traditional mass manufacturing methods of management. How has the environment changed and what challenges do these changes pose for the future?

Up until around 1974, U.S. manufacturers dominated both the U.S. and world economies. Monopoly profits in the hands of a few large firms were used to support generous wages and benefits in union contracts. Union workers enjoyed an increasing standard of living. With the advent of globalization, however, competition in domestic and international markets increasedand employers found their profit margins shrinking. This, in turn, put downward pressure on wages and benefits as well as pressure on jobs. Traditional mass manufacturing methods were not nimble enough to change to a much more diversified in consumer market that valued quality and differentiation over standardization and low price. Today's companies need greater flexibility, higher quality, as well as an ability to maintain lower costs. U.S. firms can no longer compete with low way countries in providing low cost, cheap, standardized products and are turning to higher quality, innovative products which are not amenable to a mass production environment. Hence, work organization in the U.S. must also adapt

Describe the seven tests of just cause. How do these tests protect the rights of employees?

When making a determination as to whether an employee was discharged for just cause, arbitrators will apply seven criteria. First, they will determine whether employees were given adequate notice or warning of the consequences of their conduct. Second, they will determine whether the rules were reasonably related to the discharged employee's performance. Third, they will ascertain whether the alleged violation was thoroughly investigated before discipline was meted. Fourth, they will evaluate the investigation procedures to determine whether they were fair and objective. Fifth, they will assess the proof, looking for "convincing" proof of guilt on the part of the employee. Sixth, they will examine similar past situations to ensure that the discipline was not discriminatory in nature. Finally, they will judge whether the discipline was reasonably related to the worker's record and the severity of the conduct.

If bargaining impasses occur so infrequently and so few working days are lost due to strikes, why is it important to study bargaining impasses and various alternative disputeresolution mechanisms?

While it is true that fewer than 3 percent of bargaining notices to the FMCS end up in strikes, it is important to study alternative dispute resolution mechanisms for several reasons. First, the possibility of a bargaining dispute underlies all labor negotiations because the threat of strikes, lockouts, and other pressure tactics ("economic weapons") can be used to try to force the other side to make additional concessions at the bargaining table. Second, bargaining in good faith to an impasse fulfills each side's legal obligation. Third, major strikes can have devastating consequences for workers, employers, and the public so understanding how they occur and how they can be avoided is important. Fourth, some dispute resolution methods canbe used before an impasse is reached (especially mediation), and others are designed to prevent an impasse from occurring (especially arbitration); thus their significance is greater than a low dispute rate might otherwise indicate. Finally, the method used to resolve bargaining disputes is a distinguishing feature between different labor relations systems or laws. The method chosen, can create differences in the labor relations environment.

Collective bargaining agreements in Mexico automatically include the minimum provisions that are set in the Mexican constitution.

true

In Mexico, a union does not need to represent a majority of employees before it can engage in collective bargaining but it does need majority representation if it wishes to use the strike weapon.

true

Oshkosh Corporation is a large manufacturer of military vehicles used in Afghanistan. If Oshkosh Corporation workers went out on strike and the President believed that this strike presented a significant threat to the nation's safety, he could do all of the following except: A. Discharge the strikers and replace them with new workers B. Appoint a board of inquiry to investigate the labor dispute C. Seek a court-ordered injunction preventing the strike D. Ask Congress to legislate a settlement to the strike

A

In an economic strike, workers refuse to work until: A. The employer meets their demands for conditions of employment. B. The NLRB rules they must return to work. C. The contract expires. D. Their strike funds run out

A

The decline in strike activity since the 1980's can be attributed to all of the following except: A. Strikes track the business cycle and business is less cyclical today than in the 1980's. B. Both parties have better information today than in the past .C. There is increased resistance by management .D. There is less uncertainty in important market forces like inflation

A

A ____________________ is an employer-initiated rather than worker-initiated work stoppage during a bargaining impasse. A. jurisdiction strike B. lockout C. wildcat strike D. corporate campaign

B

By withholding their labor, strikers seek to increase the employer's cost of disagreeing with them by depriving the employer of: A. Their management rights B. Profits C. Public support D. Access to credit

B

In the public sector where striking is often illegal, a(n) ____________________ often triggers a mandatory dispute resolution mechanism such as mediation, arbitration, or fact-finding. A. rights dispute B. bargaining impasse C. interest dispute D. grievance

B

The Supreme Court's decision in Mackay Radio is controversial because the Court stated A. It was legal for employers to use employees to do the work of individuals on strike during an economic strike B. Employers did not have to discharge strike replacements to make way for strikers to return to their jobs following a strike C. Strikers would need to be hired back immediately following a strike D. Strike replacements are illegal

B

The actual proportion of total work days that are lost due to strikes is: A. Approximately 1%. B. Less than .01 of 1%. C. More than the number lost due to sick days. D. More than 50%

B

Which of the following statements is true about recognition strikes? A. Recognition strikes are illegal. B. In a recognition strike, picketing is allowed for only the first 30 days. C. Recognition strikes are treated exactly like economic strikes under the law. D. An employer cannot hire strike replacements in a recognition strike.

B

After a lengthy negotiation involving a series of contract changes agreed to by management and the union, General Soft Drinks refused to make any further changes to the contract even though the union was ready to strike. The parties are: A. committing an unfair labor practice in violation of the NLRA B. negotiating in bad faith C. at a bargaining impasse D. ready for final and binding arbitration

C

Bargaining power and the threat of a strike should affect: A. The occurrence of strikes. B. The duration of a strike. C. The extent to which bargaining outcomes favor labor or management .D. All of the above

C

During the 1984 negotiations between General Motors Canada and the UAW, there was a spontaneous work stoppage at the Ottawa plant before the authorized strike date. This is an: A. A recognition strike. B. An unfair labor practice. C. A wild cat strike. D. A sympathy strike

C

U.S. public policy sees striking as: A. A civil liberty rooted in freedom of association. B. A civil liberty rooted in freedom of speech. C. An economic activity to secure better working conditions. D. A outcome associated with too much power in the hands of labor.

C

Legislation governing public sector employment relations generally prohibits public sector strikes for all of the following reasons except: A. Striking against the government is an unacceptable threat to the supreme authority of the government. B. Public sector employee bargaining power is too high because their demands can too easily be passed onto the tax payer. C. Government services are too critical to be interrupted. D. Public sector jobs tend to be high-paying jobs without unionization

D

When employees go out on strike without the authorization of the union, it is called a: A. Secondary strike B. Unfair labor practice strike C. Economic strike D. Wildcat strike

D

When employees strike to force an employer to accept a union as their bargaining agent, it is called a ____________________ strike. A. economic B. unfair labor practice C. wildcat D. recognition

D

In the midst of a contract dispute with Logan's Sports, the employees decide to picket outside Logan's main entrance. In addition, because Logan's is located in a shopping mall, the employees decide to picket at the main mall entrance. Both of these picketing actions are considered legal.

False

It is an unfair labor practice for unions to fine or otherwise punish workers (union or nonunion) who cross a picket line.

False

It is illegal for employees to cross their own union's picket line.

False

It is legal for an employer to hire permanent strike replacements during a lockout

False

Negotiators sometimes begin to rely too heavily on arbitration as a means of settling their contract disputes, rather than working hard to come to their own agreement. This is known as the chilling effect.

False

Regardless of the nature of the strike, employers are allowed to hire permanent strike replacements if they deem it necessary to preserve their business.

False

Regardless of the type of strike, all strikers have the same rights under the NLRA

False

When it comes to the legality/illegality of strikes, the rights of strike replacements, and the rights of strikers, all strikes are treated the same.

False

When unions and management in the railway and airline industries are unable to reach an agreement, the employer is allowed to implement any terms it wants as long as the contract has expired.

False

Workers cannot be disciplined or discharged for participating in unfair labor practice strikes even if the NLRB ultimately determines that the employer is innocent of any wrong-doing.

False

A defensive lockout occurs when an employer refuses to allow employees to work to prevent losses from an expected strike.

True

A fact-finder is a neutral third party responsible for investigating a labor dispute and issuing recommendations for a settlement which may or may not be adopted by the parties.

True

A series of quick strikes, lasting a day or just a few hours, is known as an intermittent strike

True

According to economists, a key reason that strikes occur is that the parties to a dispute do not have perfect information.

True

After all national emergency strike procedures have been exhausted and no agreement has been reached, Congress has the power to legislate a settlement or force the parties to go to final and binding arbitration.

True

Annually, only around 1 percent of the contracts that are opened for negotiations end up in a strike.

True

Bargaining power and the threat of a strike should affect the extent to which bargaining outcomes favor labor or management but not the occurrence or frequency of strikes.

True

Final offer arbitration is generally believed to encourage the parties to negotiate more than conventional arbitration because it is riskier for negotiators to present extreme final offers.

True

If the primary goal of a dispute resolution system is to create pressure that will encourage the negotiators to settle their differences, arbitration is the best option.

True

In conventional arbitration, the arbitrator can look at the final offers of each party to a dispute and create any settlement he or she deems appropriate.

True

In the private sector, the use of third party dispute resolution is voluntary - both labor and management must agree to use it.

True

Interest arbitration is voluntary in the private sector but often mandatory in the public sector.

True

Interest disputes are conflicts over the terms and conditions of employment

True

It is illegal for picketers to block an entrance to an employer's place of business.

True

One explanation for the decline in strike activity in the U.S. is that, since employers are more likely to use strike replacements and the use of strike replacements has become more acceptable to the public, the potential cost of the strike to workers is greater than to employers.

True

Preston Beverages is engaged in a labor dispute with its manufacturing employees. To show their support for the employees, Preston's drivers generate a campaign to boycott the stores that sell Preston's sodas and flavored water. The drivers are engaged in a secondary boycott.

True

Striking to support other workers who are on strike (for example, by not crossing their picket line) is a sympathy strike

True

The Supreme Court has ruled that at the conclusion of a strike, employers must offer available jobs to the former strikers before hiring any brand new employees

True

The goal of third party dispute resolution systems is to avoid costly strikes.

True

The legality of corporate campaigns is determined by federal racketeering and corruption laws, rather than by labor laws

True

Unions frequently use picketing to publicize a boycott.

True

Which of the following is not a key difference between permanent and temporary strike replacements? A. Permanent strike replacements are allowed in economic strikes but not in unfair labor practice strikes. B. After the contract is settled, permanent strike replacements are allowed to keep their jobs while temporary strike replacements must be let go to make room for returning striking employees. C. Temporary strike replacements do not become union members after a contract is settled while permanent strike replacements will have to become union members. D. Permanent strike replacements must receive all of the benefits of the union contract during the dispute while temporary strike replacements cannot.

D

Which of the following is not typically a key concern of private sector employers when it comes to bargaining impasse? A. Loss of profits B. Loss of customers C. Bad publicity D. Withdrawal of taxpayer support

D

A mediator has a high level of control over the outcome of negotiations but not over the way negotiations are conducted.

False

A recognition strike occurs when a union strikes to force an employer to assign work to its members

False

According to standard economic thought, strikes are irrational because it is rare for a union to "win" in a strike.

False

An economic strike is a strike that occurs when workers are unhappy with a country's general economic conditions and seek to apply pressure to government officials to improve the economy

False

At the end of the NFL lockout of referees, the NFL could have kept the replacement referees on staff without hiring back the union referees if they had wanted to do so

False

Bayfield & Berry's, a large retail company, enters into negotiations with a union in September. With the holiday season a mere 3 months away, the company is fearful of a strike. To preempt such a strike and pressure the union into a favorable settlement, they decide to stage a lockout in October. This is an example of a defensive lockout.

False

In final offer arbitration, the arbitrator is not constrained in deciding the settlement terms and can create any terms he or she deems fair.

False