WGU C202 MANAGING HUMAN CAPITAL
ACCURATE AND WELL DETAILED QUESTIONS
AND ANSWERS
jurisdictional strikes -Answer:-strikes affirming members' right to
certain job assignments and protest the work assignments to
another union or to unorganized employees
boycott -Answer:-union members refuse to use or buy the firm's
products to exert economic pressure on management
secondary boycott -Answer:-when a union encourages third parties
such as customers and suppliers to stop doing business with a
company. Taft-Hartley Act makes these illegal.
lockout -Answer:-management keeps employees away from the
workplace and uses management staff or replacements to run the
business
,dysfunctional -Answer:-conflict that focuses on emotions and
differences between both parties
collaborating, accommodating, competing, compromising, avoiding -
Answer:-Five conflict management strategies
collaborating -Answer:-attempting to work with the other person to
find some solution which fully satisfies the concerns of both parties
accommodating -Answer:-neglecting one's own concerns to satisfy
the concerns of the other person
competing -Answer:-pursuing one's own concerns at the the other
person's expense
compromising -Answer:-trying to find some expedient, mutually
acceptable middle ground solution which partially satisfies both
parties
,avoiding -Answer:-not immediately pursuing one's own concerns or
those of the other person and not addressing the conflict
labor relations strategic plan -Answer:-identifies the labor relations
goals desired individually or jointly by labor and management,
determines the best strategy to reach those goals, and develops and
executes the actions needed to implement that strategy
compliance strategy, collaboration strategy, avoidance strategy -
Answer:-Three primary labor relations strategies
compliance strategy -Answer:-strategy that relies heavily on the
application of labor law to enforce the rights and obligations created
by statute and by contract
collaboration strategy -Answer:-strategy that relies heavily on labor
relations to pursue an interest-based approach to problem solving
, avoidance strategy -Answer:-strategy in which management
engages in lawful or unlawful efforts to prevent a union from
forming or seeks the decertification of an existing union
Weingarten rights -Answer:-rights that guarantee employees the
right to union representation during investigatory interviews by the
employer
cost-of-living adjustments -Answer:-pay tied to inflation indicators
rather than merit
works councils -Answer:-council of elected workers that participate
in shared workplace governance
codetermination -Answer:-worker representation on the company's
board of directors
organizational citizenship behaviors -Answer:-discretionary
behaviors that benefit the organization but that are not formally
rewarded or required
ACCURATE AND WELL DETAILED QUESTIONS
AND ANSWERS
jurisdictional strikes -Answer:-strikes affirming members' right to
certain job assignments and protest the work assignments to
another union or to unorganized employees
boycott -Answer:-union members refuse to use or buy the firm's
products to exert economic pressure on management
secondary boycott -Answer:-when a union encourages third parties
such as customers and suppliers to stop doing business with a
company. Taft-Hartley Act makes these illegal.
lockout -Answer:-management keeps employees away from the
workplace and uses management staff or replacements to run the
business
,dysfunctional -Answer:-conflict that focuses on emotions and
differences between both parties
collaborating, accommodating, competing, compromising, avoiding -
Answer:-Five conflict management strategies
collaborating -Answer:-attempting to work with the other person to
find some solution which fully satisfies the concerns of both parties
accommodating -Answer:-neglecting one's own concerns to satisfy
the concerns of the other person
competing -Answer:-pursuing one's own concerns at the the other
person's expense
compromising -Answer:-trying to find some expedient, mutually
acceptable middle ground solution which partially satisfies both
parties
,avoiding -Answer:-not immediately pursuing one's own concerns or
those of the other person and not addressing the conflict
labor relations strategic plan -Answer:-identifies the labor relations
goals desired individually or jointly by labor and management,
determines the best strategy to reach those goals, and develops and
executes the actions needed to implement that strategy
compliance strategy, collaboration strategy, avoidance strategy -
Answer:-Three primary labor relations strategies
compliance strategy -Answer:-strategy that relies heavily on the
application of labor law to enforce the rights and obligations created
by statute and by contract
collaboration strategy -Answer:-strategy that relies heavily on labor
relations to pursue an interest-based approach to problem solving
, avoidance strategy -Answer:-strategy in which management
engages in lawful or unlawful efforts to prevent a union from
forming or seeks the decertification of an existing union
Weingarten rights -Answer:-rights that guarantee employees the
right to union representation during investigatory interviews by the
employer
cost-of-living adjustments -Answer:-pay tied to inflation indicators
rather than merit
works councils -Answer:-council of elected workers that participate
in shared workplace governance
codetermination -Answer:-worker representation on the company's
board of directors
organizational citizenship behaviors -Answer:-discretionary
behaviors that benefit the organization but that are not formally
rewarded or required
