CHAPTER 1 Union-Management Relationships in Perspective
TRUE/FALSE
1. One general category of work rules pertains to employees' and employers' job rights.
ANS: T PTS: 1 DIF: Easy REF: p.3
NAT: AACSB Analytic | AACSB: HRM TOP: Focal Point of Labor Relations: Work Rules
2. Work rules, while complex in nature, have a common dimension since they all pertain to
compensation for work performed.
ANS: F PTS: 1 DIF: Medium REF: p.3
NAT: AACSB Analytic | AACSB: HRM TOP: Focal Point of Labor Relations: Work Rules
3. Negotiation of the labor agreement occurs during the second phase of the labor relations process.
ANS: T PTS: 1 DIF: Easy REF: p.6
NAT: AACSB Analytic | AACSB: HRM TOP: Phases in the Labor Relations Process
4. Work rules in organizations where employees are unrepresented (no union) are typically
determined unilaterally by management.
ANS: T PTS: 1 DIF: Easy REF: p.6
NAT: AACSB Analytic | AACSB: HRM TOP: Phases in the Labor Relations Process
5. 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.11
NAT: AACSB Analytic | AACSB: HRM TOP: Key Participants in the Labor Relations
Process
6. "Employees" often represent the least significant participant category in the labor relations
process since their actions are controlled basically by union leaders and/or management officials.
ANS: F PTS: 1 DIF: Hard REF: p.12
NAT: AACSB Analytic | AACSB: Group Dynamics
TOP: Key Participants in the Labor Relations Process
7. "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
8. 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.12
NAT: AACSB Analytic | AACSB: Individual Dynamics
TOP: Key Participants in the Labor Relations Process
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.12
NAT: AACSB Analytic | AACSB: Group Dynamics
, TOP: Key Participants in the Labor Relations Process
10. 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.13
NAT: AACSB Analytic | AACSB: Legal Responsibilities
TOP: Key Participants in the Labor Relations Process
11. Mediators, unlike arbitrators, do not have authority to make a final and binding decision
concerning labor disputes.
ANS: T PTS: 1 DIF: Easy REF: p.13
NAT: AACSB Analytic | AACSB: Individual Dynamics
TOP: Key Participants in the Labor Relations Process
12. 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 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.13
NAT: AACSB Analytic | AACSB: Group Dynamics
TOP: Key Participants in the Labor Relations Process
13. Public opinion reflects influential individuals and/or organizations as well as cultural values and
traditions.
ANS: T PTS: 1 DIF: Medium REF: p.23
NAT: AACSB: Communication | AACSB: Group Dynamics TOP: Public Opinion
, 14. Public opinion of institutions in general is high in the United States.
ANS: F PTS: 1 DIF: Medium REF: p.23
NAT: AACSB Ethics | AACSB: Environmental Influence TOP: Public Opinion
15. 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.23
NAT: AACSB Analytic | AACSB: Environmental Influence TOP: Public Opinion
16. Union membership in the United States has shown a steady gradual growth as a proportion of the
total labor force (i.e., comprising all employed persons 16 years of age or older).
ANS: F PTS: 1 DIF: Medium REF: p. 24
NAT: AACSB Analytic | AACSB: HRM TOP: Public Opinion
17. Union density is one measure of relative union strength or potential influence.
ANS: T PTS: 1 DIF: Easy REF: p.25
NAT: AACSB Reflective Thinking | AACSB: Strategy TOP: Union Membership
18. 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. 25
NAT: AACSB: Communication | AACSB: HRM TOP: Union Membership
19. Many of today’s fastest growing occupations are on opposite ends of the level of education and
skills required for effective job performance.
TRUE/FALSE
1. One general category of work rules pertains to employees' and employers' job rights.
ANS: T PTS: 1 DIF: Easy REF: p.3
NAT: AACSB Analytic | AACSB: HRM TOP: Focal Point of Labor Relations: Work Rules
2. Work rules, while complex in nature, have a common dimension since they all pertain to
compensation for work performed.
ANS: F PTS: 1 DIF: Medium REF: p.3
NAT: AACSB Analytic | AACSB: HRM TOP: Focal Point of Labor Relations: Work Rules
3. Negotiation of the labor agreement occurs during the second phase of the labor relations process.
ANS: T PTS: 1 DIF: Easy REF: p.6
NAT: AACSB Analytic | AACSB: HRM TOP: Phases in the Labor Relations Process
4. Work rules in organizations where employees are unrepresented (no union) are typically
determined unilaterally by management.
ANS: T PTS: 1 DIF: Easy REF: p.6
NAT: AACSB Analytic | AACSB: HRM TOP: Phases in the Labor Relations Process
5. 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.11
NAT: AACSB Analytic | AACSB: HRM TOP: Key Participants in the Labor Relations
Process
6. "Employees" often represent the least significant participant category in the labor relations
process since their actions are controlled basically by union leaders and/or management officials.
ANS: F PTS: 1 DIF: Hard REF: p.12
NAT: AACSB Analytic | AACSB: Group Dynamics
TOP: Key Participants in the Labor Relations Process
7. "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
8. 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.12
NAT: AACSB Analytic | AACSB: Individual Dynamics
TOP: Key Participants in the Labor Relations Process
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.12
NAT: AACSB Analytic | AACSB: Group Dynamics
, TOP: Key Participants in the Labor Relations Process
10. 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.13
NAT: AACSB Analytic | AACSB: Legal Responsibilities
TOP: Key Participants in the Labor Relations Process
11. Mediators, unlike arbitrators, do not have authority to make a final and binding decision
concerning labor disputes.
ANS: T PTS: 1 DIF: Easy REF: p.13
NAT: AACSB Analytic | AACSB: Individual Dynamics
TOP: Key Participants in the Labor Relations Process
12. 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 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.13
NAT: AACSB Analytic | AACSB: Group Dynamics
TOP: Key Participants in the Labor Relations Process
13. Public opinion reflects influential individuals and/or organizations as well as cultural values and
traditions.
ANS: T PTS: 1 DIF: Medium REF: p.23
NAT: AACSB: Communication | AACSB: Group Dynamics TOP: Public Opinion
, 14. Public opinion of institutions in general is high in the United States.
ANS: F PTS: 1 DIF: Medium REF: p.23
NAT: AACSB Ethics | AACSB: Environmental Influence TOP: Public Opinion
15. 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.23
NAT: AACSB Analytic | AACSB: Environmental Influence TOP: Public Opinion
16. Union membership in the United States has shown a steady gradual growth as a proportion of the
total labor force (i.e., comprising all employed persons 16 years of age or older).
ANS: F PTS: 1 DIF: Medium REF: p. 24
NAT: AACSB Analytic | AACSB: HRM TOP: Public Opinion
17. Union density is one measure of relative union strength or potential influence.
ANS: T PTS: 1 DIF: Easy REF: p.25
NAT: AACSB Reflective Thinking | AACSB: Strategy TOP: Union Membership
18. 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. 25
NAT: AACSB: Communication | AACSB: HRM TOP: Union Membership
19. Many of today’s fastest growing occupations are on opposite ends of the level of education and
skills required for effective job performance.
