Question 1

An example of management failure to bargain in good faith with a union is:
A)bypassing the union representative.
B)proposing drug testing of employees.
C)refusing to allow a closed shop.
D)demanding that the two parties discuss severance pay.

Accepted Answer

Bypassing the union representative undermines the union's role and is considered a failure to bargain in good faith.

Question 2

If an employee files an unfair labor practice charge against a company:
A)the employee can be demoted, but not fired.
B)employers may decertify the union.
C)the company may not discriminate against the employee simply because of the filing.
D)the company can file a grievance against the employee.

Accepted Answer

The National Labor Relations Act protects employees from retaliation or discrimination by their employer for filing an unfair labor practice charge.

Question 3

A more positive workplace can be created if managers and supervisors communicate to employees exactly what their jobs require in terms of performance. This kind of communication is called:
A)an exit survey.
B)the discipline process.
C)employee engagement.
D)expectation clarity.

Accepted Answer

Expectation clarity involves clearly communicating job requirements and performance standards to employees, which helps create a more positive workplace.

Question 4

The union decertification process is:
A)currently illegal under the Wagner Act.
B)essentially similar to the union certification process in terms of steps in the process.
C)similar to the union certification process, except that a higher percentage of votes is needed to decertify the union that was needed to certify the union.
D)a complex and very expensive process that usually results in failure.

Accepted Answer

The union decertification process is essentially similar to the union certification process in terms of steps, involving a petition and a vote by the employees.

Question 5

A female manager who requires a male employee to go on a date with her in order for the employee to be considered for a promotion:
A)is not engaging in unacceptable behavior, as only male employees can be found guilty of sexual harassment.
B)is probably just joking, in an attempt to improve workplace relationships.
C)may be engaging in quid pro quo sexual harassment.
D)may do so only in a union environment.

Accepted Answer

This scenario describes quid pro quo sexual harassment, where employment decisions are contingent upon submission to unwelcome sexual advances or conduct.

Question 6

Activities to encourage employee organizational commitment include all of the following EXCEPT:
A)establish the value that people are important in the organization.
B)encourage employees to develop to their full potential.
C)abolish union activity.
D)promote fair treatment.

Accepted Answer

Abolishing union activity does not encourage organizational commitment; instead, it may create distrust and dissatisfaction among employees.

Question 7

Collective bargaining requires that union and management negotiate in all of the following areas EXCEPT:
A)stock options offered to management.
B)hours of work.
C)conditions of employment.
D)wages.

Accepted Answer

Stock options offered to management are not typically a subject of collective bargaining, which focuses on terms and conditions of employment for union members, such as hours, conditions, and wages.

Question 8

Charges of unfair labor practices are filed with the:
A)court of appeals in the location in which the company is headquartered.
B)local police.
C)National Labor Relations Board.
D)National Guard.

Accepted Answer

Charges of unfair labor practices are filed with the National Labor Relations Board (NLRB), which is the federal agency responsible for enforcing labor laws in relation to collective bargaining and unfair labor practices.

Question 9

"Reasonable accommodation" by employers is specifically required by:
A)the Age Discrimination in Employment Act.
B)the Americans with Disabilities Act.
C)most progressive discipline policies.
D)random drug testing policies.

Accepted Answer

The Americans with Disabilities Act (ADA) requires employers to provide reasonable accommodations to qualified employees with disabilities, unless doing so would cause undue hardship.

Question 10

All of the following are acceptable collective bargaining items EXCEPT:
A)the number of paid holidays offered by the company.
B)wages of hourly workers.
C)the qualifications of members of the company's board of directors.
D)the number of sick days employees may take in a given year.

Accepted Answer

The qualifications of members of the company's board of directors are typically not a subject of collective bargaining, as they pertain to corporate governance rather than employee terms and conditions.

Question 11

Prior to beginning an employee discipline process, HR professionals should encourage managers to:
A)conduct a formal employee performance appraisal.
B)give the employee a written warning.
C)give the employee a verbal warning.
D)make sure the evidence supports the charge of wrongdoing.

Accepted Answer

HR professionals should ensure that managers have sufficient evidence to support any claims of wrongdoing before initiating a disciplinary process to ensure fairness and avoid potential legal issues.

Question 12

A "decision-making leave" may be offered to employees as part of:
A)an employee discipline process.
B)an HMO health benefits package.
C)the Family and Medical Leave Act.
D)the Walsh-Healy Act.

Accepted Answer

A "decision-making leave" is typically part of an employee discipline process, allowing employees time to consider their actions and how to improve their behavior.

Question 13

A major indicator of management commitment to fair treatment in the workplace is:
A)the frequency of employee social activities in the workplace.
B)the degree to which employees feel they are able to participate in decisions that affect them.
C)the size of the workforce.
D)the frequency of performance appraisal.

Accepted Answer

Management commitment to fair treatment is often reflected in how much employees feel they can participate in decision-making processes, as it shows that management values their input and respects their perspectives.

Question 14

A commonly used method of measuring employees' perceptions of fair treatment is:
A)examining utilization records of employee assistance programs.
B)an employee opinion survey.
C)examining absenteeism rates.
D)an examination of employee dismissal records.

Accepted Answer

An employee opinion survey is a commonly used method of measuring employees' perceptions of fair treatment because it allows employees to provide feedback on their experiences and perceptions of the organization's fairness practices.

Question 15

An employee discipline process that emphasizes harsher penalties for repeated infractions is called:
A)employment-at-will.
B)progressive discipline.
C)escalation of force.
D)dismissal and termination.

Accepted Answer

Progressive discipline is a type of employee discipline process that emphasizes harsher penalties for repeated infractions.

Question 16

Of the following grounds for dismissal, which would likely be most difficult to prove?
A)chronic absenteeism
B)insubordination
C)poor quality work
D)stealing

Accepted Answer

The answer of Of the following grounds for dismissal, which...

Question 17

The most time-consuming strategy in negotiating a union contract is usually:
A)the examination of the current labor contract.
B)notifying employees that the contract has been ratified.
C)the negotiation meeting.
D)the preparation phase prior to the negotiation.

Accepted Answer

The preparation phase prior to the negotiation is usually the most time-consuming strategy in negotiating a union contract. This is because it involves gathering information, researching the issues, and developing a strategy for the negotiation.

Question 18

The conflict resolution technique which guarantees a solution to an impasse by dictating the terms of the settlement is:
A)grievance hearing.
B)mediation.
C)conciliation.
D)arbitration.

Accepted Answer

Arbitration involves a neutral third party making a binding decision to resolve a dispute, thus dictating the terms of the settlement.

Question 19

A conflict resolution technique in which a neutral third party attempts to assist the conflicting parties in reaching an agreement is:
A)mediation.
B)dissolution.
C)cooperation.
D)arbitration.

Accepted Answer

Mediation involves a neutral third party who helps the conflicting parties reach a voluntary agreement.

Question 20

Which of the following is FALSE with regard to unions?
A)Union workers generally enjoy better benefits packages than do non -union workers.
B)Wages of union members are usually higher than those of nonunion members in the same industries.
C)After a bargaining unit is established, employers may refuse to bargain with the union.
D)In the U.S., union membership has experienced an overall decline since the 1950s.

Accepted Answer

Employers are legally required to bargain in good faith with a union once a bargaining unit is established.

Quiz 18: HR Management and Organizational Strategy: Key Concepts and Considerations

An example of management failure to bargain in good faith with a union is:

If an employee files an unfair labor practice charge against a company:

A more positive workplace can be created if managers and supervisors communicate to employees exactly what their jobs require in terms of performance. This kind of communication is called:

The union decertification process is:

A female manager who requires a male employee to go on a date with her in order for the employee to be considered for a promotion:

Activities to encourage employee organizational commitment include all of the following EXCEPT:

Collective bargaining requires that union and management negotiate in all of the following areas EXCEPT:

Charges of unfair labor practices are filed with the:

"Reasonable accommodation" by employers is specifically required by:

All of the following are acceptable collective bargaining items EXCEPT:

Prior to beginning an employee discipline process, HR professionals should encourage managers to:

A "decision-making leave" may be offered to employees as part of:

A major indicator of management commitment to fair treatment in the workplace is:

A commonly used method of measuring employees' perceptions of fair treatment is:

An employee discipline process that emphasizes harsher penalties for repeated infractions is called:

Of the following grounds for dismissal, which would likely be most difficult to prove?

The most time-consuming strategy in negotiating a union contract is usually:

The conflict resolution technique which guarantees a solution to an impasse by dictating the terms of the settlement is:

A conflict resolution technique in which a neutral third party attempts to assist the conflicting parties in reaching an agreement is:

Which of the following is FALSE with regard to unions?