Exam Prep Questions Man3301

Topics: Strategic management, Trade union, Collective bargaining Pages: 15 (4011 words) Published: April 18, 2013


1. Unions usually support: A) conduct-based pay. B) achievement-based pay. C) performance-based pay. D) seniority-based pay. E) merit-based pay. 2. The National Labor Relations Act is also known as the: A) Landrum-Griffin Act. B) Walsh-Healey Act. C) Taft-Hartley Act. D) Davis-Bacon Act. E) Wagner Act. 3. What can supervisors do to stay union-free? A) They can report any direct or indirect signs of union activity to a core management group. B) They can promise employees that they will receive favorable terms of employment if they forgo union activity. C) They can spy on employees known to be engaged in pro-union activities. D) They can impose with harsher terms and conditions of employment. E) They can interrogate employees about pro-union or anti-union sentiments that they have. 4. Which of the following acts was an addition to the Taft-Hartley Act that further regulated unions' actions and their internal affairs like financial disclosure and conduct of elections? A) Bagley-Keene Act B) Taylor Act C) Landrum-Griffin Act D) Chamberlain-Ferris Act E) Keating-Owen Act 5. Which of the following is true of union activities? A) Nonmanufacturing industries such as finance, insurance, and real estate have a higher union representation than manufacturing industries. B) One reason for the smaller union presence in southern states is the existence of right-to-work laws. C) Women and men have equal representation in unions. D) Employee groups and economic sectors with the fastest growth rates tend to have the highest rates of unionization. E) Unions have perfectly adapted themselves to recent changes in the economic structure. 6. Integrative bargaining is the part of the labor-management negotiation process that: A) refers to the relationship and level of trust between the negotiators. B) allows a person with no formal authority to act as a facilitator in the negotiations. C) seeks solutions beneficial to both sides. D) focuses on the conflicting objectives of factions within labor and management. E) focuses on dividing a fixed economic "pie." 7. The Wagner Act: A) actively supported collective bargaining. B) created a positive right of noninterference by employers against workers joining trade unions. C) banned yellow-dog contracts. D) barred federal courts from issuing injunctions against nonviolent labor disputes.

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E) established an eight-hour workday, with additional pay for overtime work. 8. Which of the following is true of an arbitrator? A) She is a part of the collective bargaining process. B) She actually chooses the solution to the dispute. C) She provides inside information about the management to the employees. D) She represents the employees during the collective bargaining process. E) She has no formal authority. 9. In human resource management, the process of resolving disputes through discussion is known as: A) delayering. B) downsizing. C) benchmarking. D) exempting. E) collective bargaining. 10. The ability of one party to achieve its goals when faced with opposition from some other party to the bargaining process is known as the: A) collective bargaining power of each party. B) conditional bargaining power. C) inequality of bargaining power. D) reverse bargaining power. E) relative bargaining power of each party. 11. Which of the following is true of John Dunlop's industrial relations system? A) According to Dunlop, an effective industrial relations system completely eliminates conflict. B) According to Dunlop, a successful industrial relations system consists of five elements. C) According to Dunlop, for the industrial relations system to operate properly, all the participants should have a common ideology. D) According to...
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