CHAPTER 1 Union-Management Relationships in Perspective
TRUE/FALSE
1. “Employees’ often represent the least significant participant category in the labor relations
process since their actions are controlled by union leaders and/or management officials.
ANS: F PTS: 1 DIF: Hard REF: p. 11
NAT: AACSB Analytic | AACSB: Group Dynamics
TOP: Key Participants in the Labor Relations Process
2. Arbitrators, unlike mediators do not have authority to make final and binding decision
concerning labor disputes.
ANS: F PTS: 1 DIF: Easy REF: p. 11
NAT: AACSB Analytic | AACSB: Individual Dynamics
TOP: Key Participants in the Labor Relations Process
3. One general category of work rules pertains to employees’ and employers’ job rights.
ANS: T PTS: 1 DIF: Easy REF: p. 7
NAT: AACSB Analytic | AACSB: HRM
TOP: Focal Point of Labor Relations: Work Rules
4. Mediators have binding legal authority to require the parties to settle an interest dispute, but
they often first restrict themselves to offering advice to help each party to clarify their own
priorities and assessment of costs or risks associated with failing to reach a voluntary
agreement.
ANS: F PTS: 1 DIF: Hard REF: p. 11
NAT: AACSB Analytic | AACSB: Group Dynamics
TOP: Key Participants in the Labor Relations Process
5. Arbitrators differ from mediators because arbitrators are almost always appointed by the
government to resolve strikes in the private sector.
ANS: F PTS: 1 DIF: Medium REF: p. 11
NAT: AACSB Analytic | AACSB: Legal Responsibilities
TOP: Key Participants in the Labor Relations Process
6. Public opinion reflects influential individuals and/or organizations as well as cultural values
and traditions.
, ANS: T PTS: 1 DIF: Medium REF: p. 19
NAT: AACSB: Communication | AACSB: Group Dynamics
TOP: Public Opinion
7. Work rules, while complex in nature, have a common dimension since the all pertain to
compensation for work performed.
ANS: F PTS: 1 DIF: Medium REF: p. 7
NAT: AACSB Analytic | AACSB: HRM
TOP: Focal Point of Labor Relations: Work Rules
8. Public opinion of institutions in general is low in the United States.
ANS: T PTS: 1 DIF: Medium REF: p. 21
NAT: AACSB Ethics | AACSB: Environmental Influence
TOP: Public Opinion
9. Although union leaders are usually elected by the members, members and leaders do not
completely agree on bargaining priorities.
ANS: T PTS: 1 DIF: Medium REF: p. 25
NAT: AACSB Analytic | AACSB: Group Dynamics
TOP: Key Participants in the Labor Relations Process
10. Public opinion, while a potentially powerful influence, pertains only to the first phase of the
labor relations process, particularly union organizing drives.
ANS: F PTS: 1 DIF: Hard REF: p. 21
NAT: AACSB Analytic | AACSB: Environmental Influence
TOP: Public Opinion
11. Negotiation of the labor agreement occurs during the third phase of the labor relations
process.
ANS: F PTS: 1 DIF: Easy REF: p. 4
NAT: AACSB Analytic | AACSB: HRM
TOP: Phases in the Labor Relations Process
12. Union membership in the United States has shown a steady decline as a proportion of the
total labor force (i.e., comprising all employed persons 16 years of age or older).
ANS: T PTS: 1 DIF: Medium REF: p. 24
NAT: Phases in the Labor Relations Process
TOP: Public Opinion
,13. The employees’ age, race, and ethnic background might influence whether particular work
rules are found in the labor agreement.
ANS: T PTS: 1 DIF: Medium REF: p. 6
NAT: AACSB Analytic | AACSB: Individual Dynamics
TOP: Key Participants in the Labor Relations Process
14. Union density is one measure of relative union strength or potential influence.
ANS: T PTS: 1 DIF: Easy REF: p. 24
NAT: AACSB Reflective Thinking | AACSB: Strategy
TOP: Union Membership
15. Work rules in organizations where employees are unrepresented (no union) are typically not
determined unilaterally by management.
ANS: F PTS: 1 DIF: Easy REF: p. 6
NAT: AACSB Analytic | AACSB: HRM
TOP: Phases in the Labor Relations Process
16. Significant employee pension and health care benefit gains under union contracts are now
referred to as “high legacy costs” by unionized employers.
ANS: T PTS: 1 DIF: Easy REF: p. 24
NAT: AACSB: Communication | AACSB: HRM
TOP: Union Membership
17. “Employees” need to be viewed as a separate category of participants since they can have
loyalties to both the employer and union organizations.
ANS: T PTS: 1 DIF: Medium REF: p. 12
NAT: AACSB Analytic | AACSB: Individual Dynamics
TOP: Key Participants in the Labor Relations Process
18. Many of today’s fastest growing occupations are on opposite ends of the level of education
and skills required for effective job performance.
ANS: T PTS: 1 DIF: Medium REF: p. 26
NAT: AACSB Analytic | AACSB: Environmental Influence
TOP: Union Membership
19. Regarding the management organization, labor relations managers and representatives are
often found at the corporate, divisional, and plant levels.
, ANS: T PTS: 1 DIF: Medium REF: p. 9
NAT: AACSB Analytic | AACSB: HRM
TOP: Key Participants in the Labor Relations Process
20. The growth in part-time employment also has a small, but significant, positive impact on
union density.
ANS: F PTS: 1 DIF: Easy REF: p. 24
NAT: AACSB Analytic | AACSB: Group Dynamics
TOP: Union Membership
MULTIPLE CHOICE
1. __________ are third-party neutrals hired by the union and management officials to make a
final and binding decision on a disputed issue.
a. Arbitrators
b. Mediators
c. Retired company presidents
d. all of the above
e. none of these
ANS: A PTS: 1 DIF: Easy REF: p. 11
NAT: AACSB Analytic | AACSB: Group Dynamics
TOP: Key Participants in the Labor Relations Process
2. “Technology” includes:
a. tasks to be performed.
b. pace of work.
c. characteristics of the work environment.
d. all of these.
e. characteristics of the work environment and tasks to be performed.
ANS: D PTS: 1 DIF: Medium REF: p. 16
NAT: AACSB Analytic | AACSB: Environmental Influence
TOP: State of the Economy: National, Industrial, and Firm-Specific Indicators
3. The “labor relations process” occurs when:
a. government dictates labor-management activities.
b. historical aspects of organized labor affect current decision.
c. management and the exclusive bargaining agent (the union) engage in the joint
determination and administration of work rules.
TRUE/FALSE
1. “Employees’ often represent the least significant participant category in the labor relations
process since their actions are controlled by union leaders and/or management officials.
ANS: F PTS: 1 DIF: Hard REF: p. 11
NAT: AACSB Analytic | AACSB: Group Dynamics
TOP: Key Participants in the Labor Relations Process
2. Arbitrators, unlike mediators do not have authority to make final and binding decision
concerning labor disputes.
ANS: F PTS: 1 DIF: Easy REF: p. 11
NAT: AACSB Analytic | AACSB: Individual Dynamics
TOP: Key Participants in the Labor Relations Process
3. One general category of work rules pertains to employees’ and employers’ job rights.
ANS: T PTS: 1 DIF: Easy REF: p. 7
NAT: AACSB Analytic | AACSB: HRM
TOP: Focal Point of Labor Relations: Work Rules
4. Mediators have binding legal authority to require the parties to settle an interest dispute, but
they often first restrict themselves to offering advice to help each party to clarify their own
priorities and assessment of costs or risks associated with failing to reach a voluntary
agreement.
ANS: F PTS: 1 DIF: Hard REF: p. 11
NAT: AACSB Analytic | AACSB: Group Dynamics
TOP: Key Participants in the Labor Relations Process
5. Arbitrators differ from mediators because arbitrators are almost always appointed by the
government to resolve strikes in the private sector.
ANS: F PTS: 1 DIF: Medium REF: p. 11
NAT: AACSB Analytic | AACSB: Legal Responsibilities
TOP: Key Participants in the Labor Relations Process
6. Public opinion reflects influential individuals and/or organizations as well as cultural values
and traditions.
, ANS: T PTS: 1 DIF: Medium REF: p. 19
NAT: AACSB: Communication | AACSB: Group Dynamics
TOP: Public Opinion
7. Work rules, while complex in nature, have a common dimension since the all pertain to
compensation for work performed.
ANS: F PTS: 1 DIF: Medium REF: p. 7
NAT: AACSB Analytic | AACSB: HRM
TOP: Focal Point of Labor Relations: Work Rules
8. Public opinion of institutions in general is low in the United States.
ANS: T PTS: 1 DIF: Medium REF: p. 21
NAT: AACSB Ethics | AACSB: Environmental Influence
TOP: Public Opinion
9. Although union leaders are usually elected by the members, members and leaders do not
completely agree on bargaining priorities.
ANS: T PTS: 1 DIF: Medium REF: p. 25
NAT: AACSB Analytic | AACSB: Group Dynamics
TOP: Key Participants in the Labor Relations Process
10. Public opinion, while a potentially powerful influence, pertains only to the first phase of the
labor relations process, particularly union organizing drives.
ANS: F PTS: 1 DIF: Hard REF: p. 21
NAT: AACSB Analytic | AACSB: Environmental Influence
TOP: Public Opinion
11. Negotiation of the labor agreement occurs during the third phase of the labor relations
process.
ANS: F PTS: 1 DIF: Easy REF: p. 4
NAT: AACSB Analytic | AACSB: HRM
TOP: Phases in the Labor Relations Process
12. Union membership in the United States has shown a steady decline as a proportion of the
total labor force (i.e., comprising all employed persons 16 years of age or older).
ANS: T PTS: 1 DIF: Medium REF: p. 24
NAT: Phases in the Labor Relations Process
TOP: Public Opinion
,13. The employees’ age, race, and ethnic background might influence whether particular work
rules are found in the labor agreement.
ANS: T PTS: 1 DIF: Medium REF: p. 6
NAT: AACSB Analytic | AACSB: Individual Dynamics
TOP: Key Participants in the Labor Relations Process
14. Union density is one measure of relative union strength or potential influence.
ANS: T PTS: 1 DIF: Easy REF: p. 24
NAT: AACSB Reflective Thinking | AACSB: Strategy
TOP: Union Membership
15. Work rules in organizations where employees are unrepresented (no union) are typically not
determined unilaterally by management.
ANS: F PTS: 1 DIF: Easy REF: p. 6
NAT: AACSB Analytic | AACSB: HRM
TOP: Phases in the Labor Relations Process
16. Significant employee pension and health care benefit gains under union contracts are now
referred to as “high legacy costs” by unionized employers.
ANS: T PTS: 1 DIF: Easy REF: p. 24
NAT: AACSB: Communication | AACSB: HRM
TOP: Union Membership
17. “Employees” need to be viewed as a separate category of participants since they can have
loyalties to both the employer and union organizations.
ANS: T PTS: 1 DIF: Medium REF: p. 12
NAT: AACSB Analytic | AACSB: Individual Dynamics
TOP: Key Participants in the Labor Relations Process
18. Many of today’s fastest growing occupations are on opposite ends of the level of education
and skills required for effective job performance.
ANS: T PTS: 1 DIF: Medium REF: p. 26
NAT: AACSB Analytic | AACSB: Environmental Influence
TOP: Union Membership
19. Regarding the management organization, labor relations managers and representatives are
often found at the corporate, divisional, and plant levels.
, ANS: T PTS: 1 DIF: Medium REF: p. 9
NAT: AACSB Analytic | AACSB: HRM
TOP: Key Participants in the Labor Relations Process
20. The growth in part-time employment also has a small, but significant, positive impact on
union density.
ANS: F PTS: 1 DIF: Easy REF: p. 24
NAT: AACSB Analytic | AACSB: Group Dynamics
TOP: Union Membership
MULTIPLE CHOICE
1. __________ are third-party neutrals hired by the union and management officials to make a
final and binding decision on a disputed issue.
a. Arbitrators
b. Mediators
c. Retired company presidents
d. all of the above
e. none of these
ANS: A PTS: 1 DIF: Easy REF: p. 11
NAT: AACSB Analytic | AACSB: Group Dynamics
TOP: Key Participants in the Labor Relations Process
2. “Technology” includes:
a. tasks to be performed.
b. pace of work.
c. characteristics of the work environment.
d. all of these.
e. characteristics of the work environment and tasks to be performed.
ANS: D PTS: 1 DIF: Medium REF: p. 16
NAT: AACSB Analytic | AACSB: Environmental Influence
TOP: State of the Economy: National, Industrial, and Firm-Specific Indicators
3. The “labor relations process” occurs when:
a. government dictates labor-management activities.
b. historical aspects of organized labor affect current decision.
c. management and the exclusive bargaining agent (the union) engage in the joint
determination and administration of work rules.
