Reference no: EM133044015
1. Collective bargaining can best be defined as ____________.
A. the negotiation process through which the terms and conditions of employment for non- unionized workers are determined.
B. the terms and conditions of employment unilaterally established by unions.
C. the terms and conditions of employment established by employers.
D. the negotiation process through which the terms and conditions of employment for unionized workers are determined.
E. the terms and conditions of employment jointly established by employers and workers.
2. Which of the following is NOT usually an influence on the process and outcome of collective bargaining?
A. Management's goals and strategies.
B. The bargaining structure of the parties.
C. The union's goals and strategies.
D. The time available to negotiate.
E. The relative bargaining power of the parties.
3. At the simplest level, the term "bargaining structure" refers to ____________.
A. the type of building in which collective bargaining is held.
B. the type of table around which collective bargaining is conducted.
C. the seating pattern for the parties.
D. designating who bargains with whom.
E. the format of the collective agreement which the parties eventually sign.
4. Distributive bargaining is best described as a(n) ____________ approach.
A. competitive
B. principled
C. collaborative
D. integrative
E. honest
5. Which of the following best explains why unions' preparation for bargaining tends to be a longer and more complex process than that of management organizations?
A. There is a paralysis of will within the labour movement.
B. Unions, as political organizations, must at least be perceived as addressing the needs of all members within the organization.
C. Union officials enjoy holding frequent membership meetings.
D. Union officials are not as proficient at preparing/researching as their management counterparts.
E. Union officials lack training in economics and finance.
6. A settlement zone is ____________.
A. the room to which exhausted negotiators can go to recover.
B. neutral location in the hotel in which negotiations are being conducted and where neither side is allowed to talk about negotiations.
C. a piece of land where workers displaced by the collective agreement can set up huts in protest against the agreement.
D. the area of intersection between the union and management teams' bottom lines.
E. the room in which final terms for collective agreements are negotiated.
7. Canadian collective agreements generally contain provisions covering all BUT which one of the following areas?
A. The work environment, broadly defined.
B. The rights of non-unionized workers.
C. Wages and hours of work.
D. Control of conflict between union and management.
E. Work rules.
8. Which of the following benefits is relatively new and reflects the growing stresses faced by workers in today's tough economy?
A. Defined contribution pension plan.
B. Employee assistance plans.
C. Sick leave/short and long term disability plans.
D. Life insurance.
E. Medical and dental plans.
9. What is the major negative implication of seniority based provisions from an employment equity perspective?
A. There are no negative equity implications.
B. They disadvantage women, minority group members, aboriginals and people with disabilities who are usually the most recent hires.
C. They cause people to be promoted into jobs they aren't capable of doing well in.
D. They discriminate against young workers.
E. They force older workers to stay in jobs they do not like in order to collect their pensions.
10. Collective agreement provisions with a great degree of latitude for the parties tend to indicate ____________.
A. a positive union-management relationship.
B. a declining industry.
C. a long term collective bargaining relationship.
D. a highly adversarial union-management relationship.
E. a first time collective agreement.
11. Nicholas Q. Knucklehead, business agent for the United Brickheads of Amerika, comes to the bargaining table after slamming the door, pounding his fist on the table, and screaming: "All right, you suits! We want a ten percent pay raise, a fifteen percent increase in our pensions, stronger tech change protection and fresh paper towels in the washrooms. If we don't get all of that, we're hitting the bricks at eight o'clock next Monday morning!". This is an example of ____________.
A. principled collective bargaining.
B. the use of attitudinal structuring.
C. the chilling effect.
D. hard ball bargaining.
E. none of the above.
12. Which term refers to "attitudinal structuring"?
A. distributive bargaining
B. integrative bargaining
C. intra-organizational bargaining
D. collective bargaining
E. building trust
13. What is the conflict of interest assumption?
A. There is a conflict of interests between union and management integrative bargaining
B. There is a conflict of interests between managers and those they manage.
C. The difference between the prime and lending interest rates.
D. There is a conflict of interests between unions and union members.
E. There is a conflict of interests between managers and the employer.
14. What are the parties trying to distribute in distributive bargaining?
- costs of arbitration
- control over work rules
- roles during bargaining
- equal participants on bargaining teams
- largesse, peace and love
15. What are plant closures, pensions, and technological changes examples of?
A. distributive issues
B. hybrid issues
C. integrative issues
D. principled issues
E. balanced trading issues
16. In which form of bargaining will a discussion of options and alternatives be included in the bargaining process?
- distributive
- hybrid
- positional
- intra-team
- mutual gains
17. What is the purpose of having a single spokesperson during collective bargaining?
- protects management and union relationships
- eliminates conflict within bargaining teams
- is one of Instructor Mielnik's Pearls of Industrial Relations Wisdom
- protects confidential information
- manages unrealistic expectations
18. What are the three processes that reflect the triangle of pressures?
- community, employee, and union consultation
- conciliation, mediation, and arbitration
- sex, money and religion
- collective bargaining, human resources, and intra-union dynamics
- recruitment, selection, and compensation
19. Which of the following outlines the specific practices that can be the result of a grievance or arbitration settlement?
- articles
- clauses
- appendixes
- letters of understanding
- manifestations of intent
20. Unions often seek collective agreement language that provides some form of union security. Which of the following is an example of this?
- dues check-off
- vacations
- hours of work
- preamble
- sunset agreements