Question 1

When the butchers at Acme Meat Processing Company went on strike, its members formed picket lines at grocery stores that carried Acme products. The union members in the picket lines asked shoppers to not buy meat processed by Acme. Their slogan was, "No Acme Baloney!" This union action is called a(n):
A) secondary boycott
B) union support technique
C) primary boycott
D) employee vendetta
E) intermediary involvement device

Accepted Answer

A primary boycott is when a union calls on consumers to not buy products or services from a company with which the union has a dispute. In this case, the union is asking shoppers to not buy meat processed by Acme, the company with whom they have a conflict, which fits the definition of a primary boycott.

Question 2

Which of the following is an example of a mandatory issue to be discussed during a collective bargaining session?
A) number of new hires
B) pricing strategy for new products
C) wage rates
D) product design
E) new product development process

Accepted Answer

Wage rates are a common mandatory issue discussed during collective bargaining as it directly affects the compensation and benefits of the employees represented by the union. The other options, such as number of new hires, pricing strategy for new products, product design, or new product development process, are not mandatory issues that would typically be discussed during a collective bargaining session.

Question 3

MegaChemicals, Inc., has reached a bargaining impasse with its chemical workers union. Because of a serious fear of sabotage, the management of MegaChemicals has decided to close down operations until the bargaining impasse is settled. This action is called a(n) _____.
A) unfair labor practice
B) work slowdown
C) management boycott
D) lockout
E) reverse strike

Accepted Answer

The management's action of closing down operations until the bargaining impasse is settled is called a lockout. A lockout is a management-initiated work stoppage, often used as a bargaining tactic during labor disputes. The aim is to put pressure on the workers' union to accept management's proposals. In this case, MegaChemicals has decided to use a lockout due to their fear of sabotage.

Question 4

The flight attendants at Interstate Airlines are very unhappy with the scheduling practices, but Interstate Airlines' management is not being cooperative on this issue during contract negotiations. Consequently, the flight attendants are continuing to serve drinks to passengers, but they bring the drinks out from the kitchen one cup at a time instead of using the beverage cart. The flight attendants are using the strategy of a(n) _____.
A) passive-aggressive strike
B) work slowdown
C) on-the-job strike
D) boycott
E) customer campaign

Accepted Answer

The flight attendants are engaging in a work slowdown by serving drinks one cup at a time instead of using the beverage cart. This is a common tactic used in labor disputes to put pressure on management without completely ceasing work. Option A (passive-aggressive strike) is not a commonly recognized term in labor relations, and Option C (on-the-job strike) and Option D (boycott) do not accurately describe the situation. Option E (customer campaign) is not relevant to the scenario.

Question 5

During contract negotiations, one of the negotiators says to his opposing negotiator, "Let's think out of the box on this problem. We are stuck on trying to divide up the pie. Why don't we try to make the pie bigger? That way we can both benefit." This negotiator is trying to move toward _____ bargaining.
A) intraorganizational
B) distributive
C) integrative
D) continuous
E) concessionary

Accepted Answer

The negotiator is suggesting a solution that benefits both parties, which is characteristic of integrative bargaining. This approach seeks to create value and expand the pie, rather than just divide it, which is typical of distributive bargaining. Intraorganizational, continuous, and concessionary bargaining do not apply in this scenario.

Question 6

Before negotiations with the union, management needs to:
A) survey employees to find out what union demands are before they are put on the table
B) prepare statistical displays and supportive data that the company will need during negotiations
C) hire a labor relations expert to make sure nothing illegal is agreed to
D) announce across-the-board pay increases
E) confirm its bargaining position with the National Labor Relations Board

Accepted Answer

Management should prepare statistical displays and supportive data that the company will need during negotiations to support their bargaining position and justify their proposals. This will make negotiations more effective and efficient.

Question 7

Which of the following is an example of a permissive issue to be discussed during a collective bargaining session?
A) benefit package
B) number of new hires
C) wage rates
D) overtime pay
E) indirect compensation

Accepted Answer

Permissive issues in collective bargaining are those that can be negotiated if both parties agree, but are not mandatory. The number of new hires falls into this category, as it is not directly related to wages, hours, or working conditions, which are considered mandatory topics.

Question 8

Which of the following statements about the composition of negotiating committees is true?
A) The employer and the union together select the management representative.
B) Lawyers are not selected as members of negotiating committees.
C) National union representatives are not included in any negotiating committee.
D) The union does not have to have management approval of its representative on the negotiating committee.
E) No one who is not a member of the union or an employee of the organization can be a member of the negotiating committee.

Accepted Answer

The union does not have to have management approval of its representative on the negotiating committee. In fact, it is the responsibility of the union to select their own representatives for the committee. The other choices are incorrect as the employer and the union often have to come to an agreement on the management representative, lawyers may be selected as members, national union representatives may be included, and non-union members or employees may also be included on the negotiating committee.

Question 9

Which of the following statements about continuous bargaining as a means of contract negotiation is true?
A) It uses no outside experts because those involved know firsthand the problems that need to be dealt with.
B) It focuses on internal problems rather than external events.
C) It uses an authoritative approach to problem-solving.
D) With continuous bargaining, frequent meetings are held during the life of the contract.
E) All of the above statements about continuous bargaining are true.

Accepted Answer

Continuous bargaining involves ongoing communication and negotiation during the life of the contract. Therefore, frequent meetings are necessary to ensure that any issues are addressed promptly. Choice A is incorrect because outside experts may be necessary in some cases, depending on the nature of the problems faced. Choice B is incorrect because both internal and external factors may be addressed in continuous bargaining. Choice C is incorrect because continuous bargaining is a collaborative approach where both parties work together to find solutions, rather than an authoritative approach.

Question 10

Before negotiations begin with management, the union should:
A) collect information on the financial situation of the company
B) examine negotiation results at similar companies
C) determine the attitude of management toward various issues as reflected in past negotiations
D) gather information on the attitudes and desires of employees
E) do all of the above

Accepted Answer

The union should do all of the above to be as prepared as possible before negotiations begin with management. Collecting information on the financial situation of the company, examining negotiation results at similar companies, determining the attitude of management toward various issues as reflected in past negotiations, and gathering information on the attitudes and desires of employees will provide the union with valuable insights and bargaining power during negotiations.

Question 11

The most direct and dramatic response to a union-management negotiation deadlock that the union can make is a:
A) primary boycott
B) work slowdown
C) lockout
D) strike
E) secondary boycott

Accepted Answer

A strike is the most direct and dramatic response to a union-management negotiation deadlock because it involves workers refusing to work and can have a significant impact on the company's productivity and profitability. This can put pressure on management to negotiate and come to an agreement with the union. A primary boycott may also be effective, but it involves the public refusing to use the company's products or services, which may not be as directly impactful as a strike. A work slowdown may also be an option, but it is less dramatic and may not have as much of a financial impact on the company. A lockout is initiated by management, not the union, and involves the company shutting down operations and preventing workers from entering the workplace, which is not a response that the union can make. A secondary boycott is also not a direct response that the union can make, as it involves targeting a company's customers or suppliers rather than the company itself.

Question 12

In which of the following industries are you most likely to find wide-area and multicraft bargaining?
A) telecommunications
B) aviation
C) contract construction
D) medical
E) railroad

Accepted Answer

Wide-area and multicraft bargaining is most common in the contract construction industry, where multiple crafts and trades are often involved in large projects, requiring coordinated bargaining across different areas and crafts.

Question 13

During contract negotiations, it becomes clear that management will either agree to more generous medical benefits or to a moderate hourly wage increase. Older (thus, more senior) union members already make high wages and they have many medical expenses for themselves and their families. Younger (less senior) union members make lower wages and, since they are younger and less likely to be married or have children, they are not very interested in medical benefits. In order for the union to present a united face to management at the bargaining table, what needs to occur here?
A) intraorganizational bargaining
B) distributive bargaining
C) integrative bargaining
D) continuous bargaining
E) concessionary bargaining

Accepted Answer

Intraorganizational bargaining is necessary in this scenario because the union must resolve internal conflicts and differences in preferences among its members (older vs. younger members) before presenting a united front to management during negotiations.

Question 14

If, while engaged in a contract negotiation, a union representative were to ask management to use only union-made component parts and materials, it would be an example of a(n) _____ issue.
A) lose-lose
B) zero-sum
C) prohibited
D) make-or-break
E) win-lose

Accepted Answer

This is considered a prohibited issue because it involves a union making demands that restrict the employer's choice of suppliers or products, which is generally not allowed in labor negotiations.

Question 15

When several unions bargain with a single employer, it is called:
A) inclusive
B) coordinated
C) collaborative
D) multiemployee
E) distributive

Accepted Answer

When several unions bargain with a single employer, it is called coordinated bargaining. In coordinated bargaining, the unions may collaborate to negotiate better terms and conditions of employment with the employer. The coordination between the unions can help increase their bargaining power and allow for a more unified approach in negotiations. This approach can also help prevent conflicts between the unions and the employer.

Question 16

When economic conditions threaten the very existence of the unionized organization, _____ bargaining is often used so the organization can survive.
A) intraorganizational
B) distributive
C) integrative
D) continuous
E) concessionary

Accepted Answer

Concessionary bargaining is used when economic conditions are unfavorable and the organization is facing the threat of bankruptcy or closure. In this type of bargaining, unions may agree to concessions in wages, benefits, or working conditions to help the organization stay afloat. This type of bargaining is often seen as a last resort and may be controversial among union members.

Question 17

When a single union negotiates with several companies, the employers may bargain as a group. At the local level this is called _____ bargaining.
A) coordinated
B) distributive
C) collective
D) multiemployer
E) collaborative

Accepted Answer

Multiemployer bargaining is when a single union negotiates with multiple employers, allowing the employers to bargain as a group. Therefore, choice D - multiemployer - is the best option for this scenario.

Question 18

Which of the following statements is not true about cooperative union-management relationships?
A) the union and management are partners
B) cooperative arrangements are particularly fragile
C) the union is jointly responsible with management for reaching a suitable solution to a business challenge
D) labor and management solve problems, share information, and integrate outcomes.
E) These relationships are more common in the U.S. than in Europe

Accepted Answer

Cooperative union-management relationships are more common in Europe than in the U.S. This is due to differences in labor laws and regulations. In Europe, there is a greater emphasis on collaboration between labor and management, whereas in the U.S., unions are often viewed as adversarial and unnecessary.

Question 19

The intention of _____ bargaining between union and management representatives is to focus on creative solutions that reconcile (integrate) the parties' interests and yield joint benefits.
A) integrative
B) continuous
C) concessionary
D) intraorganizational
E) distributive

Accepted Answer

Integrative bargaining focuses on finding mutually beneficial solutions, whereas distributive bargaining focuses on dividing a fixed amount of resources. Continuous bargaining refers to an ongoing negotiation process, concessionary bargaining involves one party making concessions to the other, and intraorganizational bargaining occurs within one organization rather than between two parties.

Question 20

When the butchers at Acme Meat Processing Company went on strike, its members formed picket lines at grocery stores that carried Acme products. The union members in the picket lines asked shoppers not to shop at these stores until they stopped carrying Acme products. This union action is called a(n) _____ and is _____.
A) secondary boycott, illegal
B) union support technique, legal
C) primary boycott, legal
D) employee vendetta, illegal
E) corporate campaign, legal

Accepted Answer

The union action described in the scenario is a secondary boycott, which is illegal under federal law. A secondary boycott involves a union encouraging others to stop doing business with a company that is not directly involved in the labor dispute.

Quiz 14: Understanding Unionization and Collective Bargaining

Which of the following is an example of a mandatory issue to be discussed during a collective bargaining session?

MegaChemicals, Inc., has reached a bargaining impasse with its chemical workers union. Because of a serious fear of sabotage, the management of MegaChemicals has decided to close down operations until the bargaining impasse is settled. This action is called a(n) _____.

Before negotiations with the union, management needs to:

Which of the following is an example of a permissive issue to be discussed during a collective bargaining session?

Which of the following statements about the composition of negotiating committees is true?

Which of the following statements about continuous bargaining as a means of contract negotiation is true?

Before negotiations begin with management, the union should:

The most direct and dramatic response to a union-management negotiation deadlock that the union can make is a:

In which of the following industries are you most likely to find wide-area and multicraft bargaining?

If, while engaged in a contract negotiation, a union representative were to ask management to use only union-made component parts and materials, it would be an example of a(n) _____ issue.

When several unions bargain with a single employer, it is called:

When economic conditions threaten the very existence of the unionized organization, _____ bargaining is often used so the organization can survive.

When a single union negotiates with several companies, the employers may bargain as a group. At the local level this is called _____ bargaining.

Which of the following statements is not true about cooperative union-management relationships?

The intention of _____ bargaining between union and management representatives is to focus on creative solutions that reconcile (integrate) the parties' interests and yield joint benefits.