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BUS 515
Labor Relations & Conflict Resolution
Midterms Exam Review (Qns & Ans)
- Which of the following is a core function of a union in collective bargaining?
- A. Enforcing management rules
- B. Negotiating wages, working conditions, and benefits
- C. Replacing management decision-making
- D. Eliminating non-unionized workers ANS : B Rationale: Unions primarily focus on negotiating with employers on behalf of their members to improve wages, benefits, and working conditions.
- What is the main purpose of grievance procedures in labor relations?
- A. To terminate underperforming employees
- B. To resolve disputes between employees and management
- C. To prevent union activities
- D. To establish new employment policies ANS : B Rationale: Grievance procedures aim to address and resolve conflicts that arise during employment, fostering a cooperative work environment.
- Which legislation in the U.S. allows employees the right to organize unions and engage in collective bargaining?
- A. The Wagner Act
- B. The Taft-Hartley Act
- C. The Landrum-Griffin Act
- D. The Fair Labor Standards Act ANS : A Rationale: The Wagner Act (also known as the National Labor Relations Act) protects employees’ rights to unionize and engage in collective bargaining.
Fill-in-the-Blank Questions
- The _____________ is a federal agency that oversees union elections and investigates unfair labor practices. ANS : National Labor Relations Board (NLRB) Rationale: The NLRB administers labor laws concerning unionization and unfair labor practices.
- In the context of labor relations, a _____________ occurs when employees stop working as a form of protest against their employer. ANS : Strike Rationale: A strike is a collective action where employees withhold labor to advocate for better conditions or resolve disputes.
- _____________ bargaining refers to a negotiation strategy where both parties aim to achieve mutual gains. ANS : Interest-based Rationale: Interest-based bargaining focuses on collaboration to find win-win solutions for both employers and employees.
- The process of resolving disputes through direct negotiation without involving third parties is known as _____________. ANS : Collective bargaining Rationale: Collective bargaining involves direct negotiations between unions and employers to settle employment terms.
- A _____________ is an agreement between labor and management that requires new employees to join the union. ANS : Union shop agreement Rationale: A union shop agreement mandates union membership as a condition of employment.
True/False Questions
- Mediation is a binding process of conflict resolution. ANS : False Rationale: Mediation involves a third party to facilitate resolution, but the outcome is not legally binding.
Multiple Response Questions
- Which of the following are strategies for managing workplace conflict?
- A. Active listening
- B. Escalating the conflict to senior management without resolution attempts
- C. Compromise
- D. Avoidance ANS : A, C Rationale: Active listening and compromise are effective strategies, while avoidance and unnecessary escalation can hinder resolution.
- Which of the following are unfair labor practices under the NLRA?
- A. Interfering with union organizing
- B. Retaliating against employees for union activities
- C. Bargaining collectively with employees
- D. Refusing to negotiate with the union ANS : A, B, D Rationale: These activities violate employees’ rights and employer obligations under the NLRA.
- Which of the following are examples of alternative dispute resolution (ADR) techniques?
- A. Arbitration
- B. Litigation
- C. Mediation
- D. Conciliation ANS : A, C, D Rationale: Arbitration, mediation, and conciliation are all ADR methods, unlike litigation, which is a judicial process.
- Which of the following could result in a labor strike?
- A. Contract negotiations failing
- B. Employer refusal to bargain in good faith
- C. Employer implementing dangerous working conditions
- D. Lack of union leadership ANS : A, B, C
employees rather than profit maximization, which is a characteristic of business organizations. What is the primary purpose of collective bargaining? A. To increase management wages B. To negotiate employment terms C. To facilitate job layoffs D. To promote individual employee relations ANS : B. To negotiate employment terms Rationale: Collective bargaining is a process of negotiation between employers and a group of employees aimed at reaching agreements that regulate working conditions. Which of the following factors does NOT typically influence conflict resolution in organizations? A. Communication styles B. Organizational culture C. Market competition D. Individual personalities ANS : C. Market competition Rationale: While market competition affects overall business strategy, the factors directly influencing conflict resolution are internal to the organization. In which scenario is a strike most likely to occur?
A. During a period of organizational stability B. When contract negotiations break down C. When employees are satisfied with their conditions D. In times of economic boom ANS : B. When contract negotiations break down Rationale: Strikes usually happen when workers feel their demands are not being met during contract negotiations. Which of the following best describes mediation? A. A legal binding decision by a third party B. A facilitated discussion to reach a voluntary agreement C. A formal complaint filed with a labor board D. An aggressive negotiation tactic ANS : B. A facilitated discussion to reach a voluntary agreement Rationale: Mediation is a non-binding process where a neutral third party helps disputants reach a mutually acceptable agreement. Fill-in-the-Blank Questions The _ _ _ _ _ _ _ _ _ model suggests that conflict is a natural byproduct of human interaction. ANS : Interactionist Rationale: The interactionist model of conflict recognizes that conflict can stimulate change and should not always be viewed negatively.
ANS : Pre-strike Rationale: Pre-strike procedures aim to address disputes and avert strikes through negotiations and other measures. True/False Questions True or False: Labor relations activities primarily concern compliance with workplace safety regulations. ANS : False Rationale: Labor relations encompass a broader scope, including collective bargaining, dispute resolution, and overall employee relations. True or False: Conflict avoidance can lead to unresolved issues that exacerbate tensions over time. ANS : True Rationale: Avoiding conflict can often result in lingering problems which may worsen if not addressed promptly. True or False: The National Labor Relations Act (NLRA) guarantees the right to strike in the United States. ANS : True Rationale: The NLRA protects employees' rights to engage in collective activities, including strikes for union-related activities.
True or False: Interest-based bargaining focuses strictly on the positions held by the negotiating parties. ANS : False Rationale: Interest-based bargaining seeks to understand the underlying interests of the parties, rather than just their stated positions. True or False: Unions generally oppose the use of alternative dispute resolution (ADR) methods. ANS : False Rationale: Many unions support ADR methods like mediation as they can lead to quicker and less adversarial resolutions of disputes. Multiple Response Questions
- Which of the following are common causes of workplace conflicts? (Select all that apply) A. Poor communication B. Role ambiguity C. Salary disputes
A. Active listening B. Open communication C. Avoiding the issue D. Collaborative problem-solving ANS : A, B, D Rationale: Active listening and open communication foster understanding; collaborative problem-solving promotes joint resolution.
- In which ways can employers improve labor relations? (Select all that apply) A. Establishing clear grievance procedures B. Ignoring employee feedback C. Providing training in negotiation skills D. Maintaining open lines of communication ANS : A, C, D Rationale: Effective grievance procedures and training can foster positive relations, while open communication prevents misunderstandings. Additional Questions
- In labor negotiations, the term “best alternative to a negotiated agreement” (BATNA) refers to: A. The worst possible outcome B. The fallback plan if negotiations fail
C. The IRR of the negotiation terms D. A union’s stance on contract renewal ANS : B. The fallback plan if negotiations fail Rationale: BATNA is the alternative course of action available to a party if negotiations do not result in a successful agreement. Fill in the blank: The _ _ _ _ _ _ _ index indicates the level of satisfaction among the workforce related to their working conditions. ANS : Job satisfaction Rationale: Job satisfaction indexes measure how employees feel about their work environment and conditions. True or False: Integrative bargaining often results in a win-lose outcome. ANS : False Rationale: Integrative bargaining aims for win-win outcomes, where both parties find mutually beneficial solutions. Which of the following can be considered a form of employee representation? (Select all that apply) A. Labor unions B. Works councils C. Mediation panels
Multiple response: Which elements are critical to understanding labor market conditions? (Select all that apply) A. Employment rates B. Industry trends C. Employee participation D. Wage levels ANS : A, B, D Rationale: Employment rates, industry trends, and wage levels are crucial for analyzing labor market conditions. True or False: A lockout is a tool used solely by unions during negotiations. ANS : False Rationale: A lockout is a management tactic used to prevent employees from working, typically in response to a strike or labor dispute. Fill in the blank: The _ _ _ _ _ _ _ _ _ theory posits that conflict arises when people see their interests as being in opposition. ANS : Conflict Theory Rationale: Conflict Theory asserts that social conflict arises from the competition for limited resources and differing interests.
