Question 1

Collective bargaining not only has the potential to __________ economic losses caused by strikes but may also __________ societal stability.

Accepted Answer

Collective bargaining can reduce economic losses caused by strikes by creating a negotiated agreement between employers and employees, potentially avoiding the need for a strike. Additionally, by providing a mechanism for employees to have a voice in their working conditions and compensation, collective bargaining can contribute to societal stability.

Question 2

The following are examples of excluded professional employees EXCEPT

Accepted Answer

The Fair Labor Standards Act (FLSA) exempts certain types of employees from minimum wage and overtime requirements, including professional employees. However, the law specifically excludes teachers from the professional employee exemption. Therefore, the best choice is D. Dentists, architects, and land surveyors are all examples of professional employees who may be exempt from FLSA overtime and minimum wage requirements.

Question 3

Which of the following is not an objective of the transformation to less adversarial workplace relations?

Accepted Answer

Minimizing employee problem-solving is not an objective of the transformation to less adversarial workplace relations. The other options – increasing employee involvement, minimizing work rules, and maximizing flexibility in managing people – are objectives of the transformation.

Question 4

Employees,whether members of a union or not,communicate to management regarding how good a job it is doing by either the "________" or "________" mechanisms.

Accepted Answer

The "exit" mechanism refers to employees leaving the organization due to dissatisfaction, while the "voice" mechanism refers to employees expressing their dissatisfaction through communication with management. This choice is the best as it accurately reflects the two methods by which employees communicate their satisfaction or dissatisfaction to management.

Question 5

With the exception of two provinces,unions in all Canadian jurisdictions have a statutory duty of fair representation that builds on the common law foundation.What two provinces are the exceptions?

Accepted Answer

New Brunswick and Prince Edward Island are the two provinces in Canada where unions do not have a statutory duty of fair representation, making them exceptions to the general rule in Canadian jurisdictions.

Question 6

Which of the following is not true about mediation as an impasse resolution procedure?

Accepted Answer

Mediation is less formal than arbitration and has a more informal approach to resolving disputes. The mediator acts as a facilitator and go-between in negotiations and is not meant to be more persuasive than conciliation officers. The minister of labour can appoint a mediator if necessary.

Question 7

An "industrial" type of union is characterized by which of the following?

Accepted Answer

An industrial type of union is characterized by members who all work in the same industry. They are not necessarily in the same occupation and union leaders do not necessarily limit the number of members to maintain high wages. However, members of an industrial union may change employers more frequently than in other types of unions due to the nature of the industry.

Question 8

The introduction of a union may have a "_______" on management,pressuring it into tightening standards and accountability and paying greater heed to employee input in the design and management of production.

Accepted Answer

The term "shock effect" accurately describes the impact a union can have on management, as it suggests a sudden and significant influence that prompts management to reassess and improve their standards, accountability, and openness to employee contributions.

Question 9

What type of union security arrangement requires a person to join the union within a certain amount of time after being hired?

Accepted Answer

A union shop requires employees to join the union within a certain amount of time after being hired, typically 30 days. The other options listed do not have this requirement.

Question 10

Perhaps the most dramatic example of the influence of labour laws is the 1944 passage of __________ in Canada under the War Measures Act,which actively supported collective bargaining rather than impeding it.

Accepted Answer

The passage of labour laws in Canada that actively support collective bargaining rather than impeding it is referred to as the Order-in-Council. The specific order mentioned in the question is Order-in-Council P.C.1003, which was passed in 1944 under the War Measures Act.

Question 11

Despite what you were hoping,your employees have been successfully certified by a labour relations board.Understanding that your focus now has to shift from dealing with the employees as individuals to a group you also realize that the following basic management objectives must remain EXCEPT:

Accepted Answer

Promoting individuals based on skill and expertise may become more difficult with the implementation of the labour relations board certification, as certain promotions and job assignments may be subject to union rules and regulations. The other objectives, controlling labour costs, controlling expensive conflict resolution costs, and maintaining management prerogatives in important areas, are still important for the overall success of the organization.

Question 12

In what areas of the employee population has much of the public-sector union growth been?

Accepted Answer

Much of the public-sector union growth has been in the white-collar employees such as teachers, social workers, and government office workers, as opposed to blue-collar or production employees. Supervisory employees are often excluded from collective bargaining in public-sector unions.

Question 13

Employer __________ rules that prohibit union organizing during __________ are generally unlawful,as are arbitrary restrictions upon access by union organizers to employer premises if those premises are generally accessible to the __________.

Accepted Answer

Employer no-solicitation rules that prohibit union organizing during non-working hours are generally considered unlawful if the employer's premises are generally accessible to the public. This is because such restrictions can infringe upon employees' rights to organize and communicate about union matters.

Question 14

According to Walton and McKersie,labour-management bargaining that focuses on dividing a fixed economic pie between two sides is referred to as

Accepted Answer

The term "dividing a fixed economic pie" in the question refers to distributive bargaining, which is a type of bargaining where both parties negotiate to get the largest share of a fixed amount of resources or benefits. Integrative bargaining, on the other hand, is a type of bargaining where both parties work together to create value and expand the available resources. Attitudinal structuring is a process of managing the interpersonal relationship between the parties, while intra-organizational bargaining refers to bargaining within a single organization.

Question 15

The aspect of the labour-management negotiation process that refers to the relationship and level of trust between the negotiators is known as

Accepted Answer

Attitudinal structuring refers to the way in which the relationship and level of trust between the negotiators is managed and developed during the negotiation process. This includes building rapport, managing emotions, and establishing common ground. Integrative bargaining refers to a negotiation approach where both sides work together to create a win-win solution, while distributive bargaining is a more competitive approach where each side tries to maximize its own gains. Intra-organizational bargaining refers to the negotiation process that occurs within an organization, such as between different departments or levels of management.

Question 16

Which of the following is not a competitive challenge in The Labour Relations Framework?

Accepted Answer

Administrating is not a competitive challenge in the Labour Relations Framework; it is more related to the internal management and operational aspects of an organization. Competitive challenges typically involve external factors such as legal issues, stakeholder expectations, and globalization that impact labor relations.

Question 17

Most union contact is with the _______,who is responsible for ensuring that the terms of the collective bargaining contract are enforced.

Accepted Answer

The shop steward is a union member who is elected by other union members to represent them in dealings with management. The shop steward's primary responsibility is to ensure that the terms of the collective bargaining agreement are adhered to and that workers' rights are protected. The supervisor and manager are typically representatives of management and are not part of the union. The administrative representative is not a commonly used term in labor relations.

Question 18

Which of the following is NOT a violation of the statutes of the labour relations legislation?

Accepted Answer

Union consultation is actually required under labour relations legislation, so it would not be a violation. Closures, relocations, and contracting out can all potentially violate labour relations legislation, depending on the circumstances.

Question 19

Traditionally,which form of arbitration has been reserved for special circumstances,generally those involving public-sector negotiations where strikes would be especially costly (e.g. ,police,firefighters)?

Accepted Answer

Interest arbitration is the form of arbitration traditionally reserved for special circumstances, particularly in public-sector negotiations where strikes by essential employees, such as police officers and firefighters, would have a significant impact on public safety and welfare. This type of arbitration allows an impartial third party to decide the terms of the agreement between the employer and the union, based on each side's interests and priorities.

Question 20

Outside intervention in negotiation in which an arbitrator (or arbitration board)intervenes in the actual writing or setting of contract terms is

Accepted Answer

Interest arbitration is a type of outside intervention in negotiation in which an arbitrator or arbitration board intervenes in the actual writing or setting of contract terms. This type of arbitration is often used in labor negotiations when the parties cannot reach an agreement on important contract terms such as wages, benefits, and work conditions. The arbitrator reviews the proposals of both parties and makes a decision based on what he or she deems to be in the best interest of the parties as a whole. Final-offer arbitration, rights arbitration, and conventional arbitration do not involve the arbitrator setting contract terms.

Quiz 11: Collective Bargaining and Labour Relations

Collective bargaining not only has the potential to economic losses caused by strikes but may also societal stability.