Question 1

In the future,unions are likely to:
A)focus on maintaining strength in their traditional strongholds.
B)put more emphasis on attracting and training foreign and unskilled workers into unions.
C)die out completely in Canada.
D)take a more hard-line approach to achieving their objectives.

Accepted Answer

Unions are likely to focus on expanding their membership by attracting and training foreign and unskilled workers, as these groups represent a growing segment of the workforce and can help unions maintain relevance and influence.

Question 2

Two of the most important tactics used by unions when collective bargaining efforts break down are:
A)conciliation and yellow-dog contracts.
B)injunctions and lockouts.
C)enforcement of right-to-work clauses and cooling off periods.
D)strikes and boycotts.

Accepted Answer

Strikes and boycotts are the two most common tactics used by unions when collective bargaining efforts break down. Strikes involve the workers refusing to work until their demands are met, while boycotts involve workers and consumers refusing to buy products from a company until they agree to meet the demands of the union. Both of these tactics can put significant pressure on the employer to negotiate and come to a fair agreement with the union.

Question 3

A(n)_______occurs when a union encourages its members and the general public not to buy the products of a firm involved in a labour dispute.
A)embargo
B)primary boycott
C)injunction
D)wildcat strike

Accepted Answer

A primary boycott is a type of boycott in which a union encourages its members and the general public not to buy the products of a firm involved in a labour dispute. An embargo is a government-imposed ban on trade or communication with a particular country or group. An injunction is a court order that requires a person or organization to stop doing something. A wildcat strike is an unauthorized work stoppage by employees, usually without the approval of their union.

Question 4

A(n)________ is an employee organization that represents workers in employee-management bargaining over job-related issues.
A)cross-functional team
B)ESOP
C)trade guild
D)labour union

Accepted Answer

A labour union is a formal organization that represents workers in collective bargaining with employers. It negotiates with management on behalf of union members to improve wages, benefits, and working conditions. It can also provide legal representation and advocacy for workers in disputes with their employers. Cross-functional teams, ESOPs, and trade guilds are different forms of employee organizations but do not have the same role in representing workers in collective bargaining.

Question 5

A key difference between a mediator and an arbitrator is that:
A)a mediator is a lawyer who represents either labour or management in a labour dispute,while an arbitrator is an impartial advisor who listens to both sides of the dispute and offers suggestions that help the two parties reach a mutually acceptable agreement.
B)a mediator is an unpaid volunteer,while an arbitrator is a paid professional.
C)a mediator is appointed by labour and management,while an arbitrator is appointed by the federal government under terms set forth in the Taft-Hartley Act.
D)an arbitrator can settle a labour-management dispute by rendering a binding decision,while a mediator can only make suggestions and encourage the two sides in a dispute to continue negotiating.

Accepted Answer

The key difference between a mediator and an arbitrator is that a mediator can only make suggestions and encourage the two sides in a dispute to continue negotiating, while an arbitrator can settle a labour-management dispute by rendering a binding decision.

Question 6

Some provinces have legislation banning the use of_______ or scabs as unions call them,during a strike.
A)strikebreakers
B)yellow-dog contracts
C)secondary boycotts
D)injunctions

Accepted Answer

Strikebreakers, also known as scabs, are workers hired to replace employees who are on strike. Some provinces in Canada have laws that ban the use of strikebreakers during a strike.

Question 7

is the use of a third party to encourage labour and management to continue negotiating in an effort to settle a labour dispute or achieve a mutually acceptable labour-management agreement.
A)Arbitration
B)Mediation
C)Intercession
D)Reconciliation

Accepted Answer

Mediation is the use of a neutral third party who helps facilitate negotiations between labor and management in order to reach a mutually acceptable labor-management agreement. Arbitration is a process by which parties in dispute submit their issue to an impartial third party who makes a determination that may be binding or non-binding. Intercession and reconciliation are not specific terms related to labor dispute resolution.

Question 8

Dr.Kwan,a professor at a local university,has been working with the union leaders and management at XYZ Corporation to help the two sides resolve differences over desired wage levels for a new contract.First,he met with each side privately to determine any common ground for agreement.For the past week,he has worked with representatives from each side to promote communication and compromise at the bargaining table.Dr.Kwan is a(n):
A)arbitrator.
B)shop steward.
C)mediator.
D)fact finder.

Accepted Answer

Dr. Kwan is working with both sides to promote communication and compromise, which is the role of a mediator. An arbitrator would make a final decision on the matter, a shop steward represents employees within a union, and a fact finder would gather information to help both sides reach an agreement.

Question 9

The process of bringing in an impartial third party to render a binding decision in a labour dispute is referred to as:
A)confirmation.
B)resolution.
C)mediation.
D)arbitration.

Accepted Answer

The process of bringing in an impartial third party to render a binding decision in a labour dispute is referred to as arbitration.

Question 10

The special law that is passed by the federal or provincial government that orders an end to a labour-management dispute in an industry is known as what?
A)injunction
B)back-to-work legislation
C)a judgment of arbitration
D)preemptive judgment

Accepted Answer

Back-to-work legislation is a special law that orders an end to a labour-management dispute in an industry, requiring the parties to go back to work immediately. It is usually passed by the federal or provincial government when the dispute poses a significant threat to public health, safety or the economy. In essence, it takes away the union's right to strike and the employer's right to lockout, forcing them to accept the terms of a mediator or arbitrator.

Question 11

The_______ sets the tone and clarifies the terms and conditions under which labour and management agree to function over a specific period of time.
A)negotiated labour-management agreement
B)right-to-work agreement
C)bargaining zone
D)open shop agreement

Accepted Answer

A negotiated labour-management agreement, also known as a collective bargaining agreement, is a contract between labour and management that sets the terms and conditions of employment for a specific period of time. It establishes the rights and responsibilities of both parties, including wages, hours of work, benefits, and working conditions. This agreement sets the tone for the entire labour-management relationship and is legally binding.

Question 12

In the late 1930s,management at Bodenger Industries agreed to hire only those workers who were already members of the Steelworkers Union.Bodenger had agreed to a type of arrangement known as a(n):
A)open shop.
B)union shop.
C)restricted shop.
D)closed shop.

Accepted Answer

The situation described is a closed shop, where only union members can be hired.

Question 13

In recent years,the emergence of_______ has changed the nature of work and threatened the jobs of many workers.
A)closed shop agreements
B)global competition
C)scientific management
D)yellow-dog contracts

Accepted Answer

Global competition has led to the outsourcing of jobs and the automation of production, reducing the demand for certain types of workers and posing a threat to their job security. The other options (A, C, D) either do not relate to this phenomenon or are outdated and no longer in common use.

Question 14

One of the major criticisms of executive compensation in Canada is that:
A)many U.S.executives are paid much less than their counterparts earn in Europe and Japan.
B)the compensation of top executives often seems to have little or no relationship to how well their companies are performing.
C)top executives' compensation does nothing to encourage them to improve the value of their company's stock.
D)despite their high pay,top managers usually work fewer hours than other employees in the firm.

Accepted Answer

The question is asking for a criticism of executive compensation in Canada. Option B states that executive compensation often seems to have little or no relationship to how well their companies are performing, which is a common criticism of executive pay in Canada. Option A is not specific to Canada, and options C and D do not accurately reflect criticisms of executive compensation in Canada.

Question 15

The ability of unions to achieve key goals in the future will depend on their ability to:
A)repeal legislation in order to eliminate restrictions on union tactics.
B)find ways to cooperate with management in training workers and redesigning jobs.
C)re-establish their base of strength in the manufacturing sector.
D)return to the confrontational tactics used successfully in the 1930s when unions grew rapidly.

Accepted Answer

In today's economy, unions must adapt to new challenges and work with management to find ways to benefit both workers and companies. This approach will help unions build trust with management and create a more productive and sustainable work environment. Repealing legislation or returning to confrontational tactics may alienate potential allies and harm union efforts. While the manufacturing sector remains important, unions should also focus on organizing workers in other industries where there is potential for growth. Therefore, finding ways to cooperate with management is the best choice to achieve key goals in the future.

Question 16

When union members who have a dispute with a company walk around outside the firm's place of business carrying signs and talking to the media and public about their concerns,they are using a tactic known as:
A)boycotting.
B)striking.
C)picketing.
D)work-to-rule.

Accepted Answer

Picketing is a form of protest used by union members to draw attention to their grievances against a company. They march and carry signs outside the company's place of work, often engaging with the media and the public to raise awareness about their cause. While boycotting involves the withdrawal of support from a company's products or services, striking involves workers stopping work altogether. Work-to-rule is a form of industrial action where workers do the minimum required by their job description, which can cause disruption but does not involve picketing.

Question 17

Historically,the most potent union tactic when collective bargaining efforts break down has been the:
A)lockout.
B)court injunction.
C)primary boycott.
D)strike.

Accepted Answer

The most potent union tactic when collective bargaining efforts break down has been the strike, as it involves workers refusing to work, which can disrupt the operations of the company and put pressure on the employer to come back to the negotiating table. Lockouts, court injunctions, and primary boycotts can also be used by unions, but they are generally less effective than strikes.

Question 18

All of the following topics are generally covered in a negotiated labour-management agreement except : A)wages. B)salaries of managers. C)grievance procedure. D)union recognition.

Accepted Answer

While wages, grievance procedures, and union recognition are common topics covered in a negotiated labour-management agreement, the salaries of managers are typically not included in this agreement.

Question 19

In recent years,some unions have granted concessions and given up benefits secured in earlier contract negotiations in an attempt to save jobs.These concessions are called:
A)givebacks.
B)buyouts.
C)disbenefits.
D)injunctions.

Accepted Answer

Givebacks refer to the concessions or benefits that unions agree to give up in order to help save jobs or improve the financial situation of a company.

Question 20

Which of the following is a reason for workers to form trade unions?
A)benefits
B)political power
C)working conditions and wages
D)seniority

Accepted Answer

Workers form trade unions primarily to improve their working conditions and wages, as these are fundamental aspects of their employment that directly affect their quality of life and job satisfaction.

Quiz 13: Dealing With Employeemdashmanagement Issues and Relations

In the future,unions are likely to:

Two of the most important tactics used by unions when collective bargaining efforts break down are:

A(n) _______occurs when a union encourages its members and the general public not to buy the products of a firm involved in a labour dispute.

A(n) ________ is an employee organization that represents workers in employee-management bargaining over job-related issues.

A key difference between a mediator and an arbitrator is that:

Some provinces have legislation banning the use of_______ or scabs as unions call them,during a strike.

is the use of a third party to encourage labour and management to continue negotiating in an effort to settle a labour dispute or achieve a mutually acceptable labour-management agreement.

The process of bringing in an impartial third party to render a binding decision in a labour dispute is referred to as:

The special law that is passed by the federal or provincial government that orders an end to a labour-management dispute in an industry is known as what?

The_______ sets the tone and clarifies the terms and conditions under which labour and management agree to function over a specific period of time.

In the late 1930s,management at Bodenger Industries agreed to hire only those workers who were already members of the Steelworkers Union.Bodenger had agreed to a type of arrangement known as a(n) :

In recent years,the emergence of_______ has changed the nature of work and threatened the jobs of many workers.

One of the major criticisms of executive compensation in Canada is that:

The ability of unions to achieve key goals in the future will depend on their ability to:

When union members who have a dispute with a company walk around outside the firm's place of business carrying signs and talking to the media and public about their concerns,they are using a tactic known as:

Historically,the most potent union tactic when collective bargaining efforts break down has been the:

All of the following topics are generally covered in a negotiated labour-management agreement except :

In recent years,some unions have granted concessions and given up benefits secured in earlier contract negotiations in an attempt to save jobs.These concessions are called:

Which of the following is a reason for workers to form trade unions?