Labor Relations Striking a Balance John Budd 5th Edition- Test Bank by elliaccb

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Description Labor Relations Striking a Balance John Budd 5th Edition- Test Bank Sample Questions Instant Download With Answers Chapter 03 Historical Development Answer Key

True / False Questions 1.

The transition of the United States from an agrarian, rural society with selfemployed farmers, shopkeepers, blacksmiths, and shoemakers to one where most workers sell their labor for a wage or a salary was largely a smooth and relatively painless process. FALSE

Accessibility: Keyboard Navigation Difficulty: 2 Medium Learning Objective: 03-01 Understand why workers have tried to form unions throughout U.S. history and the influences on their successes and failures.

The first national unions in the U.S. began to develop during the early 1900’s. FALSE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 03-01 Understand why workers have tried to form unions throughout U.S. history and the influences on their successes and failures.

The first unions in the U.S. were focused at the local level, representing a single craft or trade.

TRUE

The National Labor Union was one large union that directly represented workers from many trades, crafts, and industries. FALSE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 03-01 Understand why workers have tried to form unions throughout U.S. history and the influences on their successes and failures.

The Great Uprising of 1877 was successful in improving labor relations between workers and winning wage increases and reductions in hours of work. FALSE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 03-02 Identify the major events in U.S. labor history, including what happened and why each event is significant.

The Knights of Labor is generally considered an example of an “uplift union” due to its mission to elevate the moral, intellectual, and social lives of workers. TRUE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 03-03 Compare the major organizations in labor history and their contrasting strategies, including labor strategies for promoting collective action among workers and business strategies for discouraging or repressing such action.

The Knights of Labor was an exclusive union that allowed only certain types of workers to join its ranks while not allowing other types of workers (e.g., women and minorities) to join. FALSE

The ultimate goal of the Knights of Labor was to replace capitalism with producer cooperatives. TRUE

The Knights of Labor was a militant union that advocated the use of strikes and boycotts as weapons that would force management to concede to their demands. FALSE

Accessibility: Keyboard Navigation Difficulty: 2 Medium Learning Objective: 03-03 Compare the major organizations in labor history and their contrasting strategies, including labor strategies for promoting collective action among workers and business strategies for discouraging or repressing such action.

10.

The central conflict for the Knights of Labor was not with business owners, but rather with those who were perceived as controlling wealth, without actually

producing it. TRUE

11.

The Knights of Labor orchestrated the Hay Market rally as a way to draw attention to the union’s goal of an eight-hour workday. FALSE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 03-02 Identify the major events in U.S. labor history, including what happened and why each event is significant.

12.

The AFL (1886) was formed out of the frustration of workers who felt that unions, such as the Knights of Labor, were not effective in addressing everyday working issues. TRUE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 03-03 Compare the major organizations in labor history and their contrasting strategies, including labor strategies for promoting collective action among workers and business strategies for discouraging or repressing such action.

13.

The AFL was originally one big labor union that directly represented its workers in negotiations, strikes, and grievances. FALSE

Accessibility: Keyboard Navigation

Difficulty: 3 Hard Learning Objective: 03-03 Compare the major organizations in labor history and their contrasting strategies, including labor strategies for promoting collective action among workers and business strategies for discouraging or repressing such action.

14.

Despite the AFL’s emphasis on immediate improvements to working conditions, it was also intent on changing the basic economic structure of the U.S. economy from ownership control to worker control of business. FALSE

15.

The AFL concept of exclusive jurisdiction held that workers of a particular craft (or trade) should be represented by just one union that would only represent that one craft (or trade). TRUE

16.

One key difference between the AFL and the Knights of Labor is that the AFL focused primarily on skilled crafts while the KOL included both skilled and unskilled crafts. TRUE

among workers and business strategies for discouraging or repressing such action.

17.

An important function of the AFL was to resolve disputes that arose between member unions seeking to represent the same workers. TRUE

18.

A primary function of the AFL was to establish work rules designed to set and maintain working standards while protecting the skills and standards of the craft or trade. TRUE

19.

The Homestead Strike of the Iron and Steel workers in Homestead, PA is representative of the struggle in the late 1800’s between worker control over their own working conditions and management’s right to unilaterally establish working conditions. TRUE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 03-02 Identify the major events in U.S. labor history, including what happened and why each event is significant.

20.

In the late 1800’s, AFL-affiliated unions embraced workers of all kinds, including women, minorities, and unskilled workers. FALSE

21.

Revolutionary unions tend to object to an economic system that allows the means of production in society to be owned by certain individuals while the rest of society must work for a wage. TRUE

22.

Syndicalism refers to the strategy employed by the IWW to win gains in terms and conditions of employment through direct worker actions such as strikes, sabotage, and passive resistance. TRUE

23.

The IWW was created out of frustration with the AFL because the AFL was more accepting of the current power structure within the U.S. and was not doing enough to fight against the repression of workers by judges, armed forces, and business leaders.

TRUE

24.

Radical tactics such as those used by the IWW have proven to be effective in persuading employers to accept unions and bargain with them over terms and conditions of employment. FALSE

25.

Between the early 1900’s and 1930, employers advocated open shops in which all workers, regardless of race, gender, or union status, would be given an equal opportunity to work for them. FALSE

26.

The “open shop” movement of the early 1900’s was a large scale effort by employers to close workplaces to individuals who were unionized or who had an interest in union representation. TRUE

27.

The open shop movement criticized closed shop arrangements because they took away employee rights to freely determine where they wanted to work, and on what terms. TRUE

28.

The open shop movement emphasized employer rights to freely make decisions regarding their property and business but downplayed worker rights to choose where to work and on what terms. FALSE

29.

The open shop movement of the early 1900’s was funded by well-meaning workers who were concerned about the impact of unionization on their livelihood. FALSE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 03-03 Compare the major organizations in labor history and their

contrasting strategies, including labor strategies for promoting collective action among workers and business strategies for discouraging or repressing such action.

30.

The result of the strike leading up to the Ludlow Massacre was union recognition and better wages, hours, and working conditions for miners in the coal mines of Colorado. FALSE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 03-02 Identify the major events in U.S. labor history, including what happened and why each event is significant.

31.

Welfare capitalism was a method of management that sought to discourage unionization using intimidation and threats. FALSE

32.

The aim of welfare capitalism was to increase worker loyalty to the employer and improve supervisory practices that would create a more positive work environment. TRUE

33.

The most controversial part of welfare capitalism was the attempt to provide workers with voice in the workplace using employee representation plans or unions established by the company. TRUE

34.

While many people worked in deplorable conditions in the U.S. during the late 1800’s and early 1900’s, it wasn’t until after the Great Depression that broad support for labor reform was by the general public. TRUE

35.

Franklin Delano Roosevelt’s New Deal program was consistent with the unitarist view of labor relations advocated by the human resource management school of thought. TRUE

36.

During and after the Great Depression, it was rare for unions to strike. FALSE

37.

The rise in union membership after 1935 was due to increased legislative protections for unionization and a surge in craft unionism. FALSE

38.

Industrial unions challenged the power of craft unions at a time when craft unions were struggling with jurisdictional fights and problems coordinating the efforts of various local unions. TRUE

39.

The CIO formed because leaders of the AFL refused to represent the low skilled mass production workers in industries such as steel, automobiles, and textiles. TRUE

40.

The National Labor Relations Act had an immediate, positive impact on employer’s willingness to accept unions in the workplace and to bargain with them over the wages, hours and working conditions of their members. FALSE

41.

Between 1936 and 1941, employers used intimidation and force to control workers in auto and steel industries and hired labor spies to infiltrate their unions. TRUE

42.

The General Motors sit-down strike in 1936 was so successful that a wave of unionization followed throughout the auto industry. TRUE

43.

When the CIO formed in 1938, it was much weaker than the AFL and did not pose much of a threat to AFL membership. FALSE

44.

In the early days of the CIO, one of the key features that distinguished it from the AFL was an acceptance of minorities, immigrants, and women into the union. TRUE

45.

During the 1930s, membership in the AFL grew significantly due its emphasis on unionizing small employers rather than large manufacturing companies. TRUE

46.

The National War Labor Board was a tripartite board consisting of representatives from business, labor, and government and was responsible for settling labor disputes during WWII. TRUE

47.

The National War Labor Board was instrumental in institutionalizing and legitimating unions in the United States because it provided a legal forum that recognized the role of unions in representing worker needs. TRUE

48.

World War II was followed by a period of intense strike activity. TRUE

49.

The Great Strike Wave of 1945-46 resulted from pent-up frustrations over declining purchasing power and management attempts to reassert control over management decisions after World War II ended. TRUE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 03-02 Identify the major events in U.S. labor history, including what happened and why each event is significant.

50.

The outcome of the Great Strike Wave of 1945-46 was to reinforce the role of labor as a negotiating partner over wages, benefits and seniority and as a partner in making decisions regarding production and management of businesses. FALSE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 03-02 Identify the major events in U.S. labor history, including what happened and why each event is significant.

51.

The AFL and CIO merged in 1955 largely to decrease competition between rival unions and increase their power in dealing with management. TRUE

52.

Since the 1960s, union membership in the public sector has seen a dramatic decline. FALSE

53.

While racism and discrimination were significant problems in the larger social fabric of the U.S. during the 1960s, labor unions were instrumental in providing protection and relief from discrimination. FALSE

54.

Labor-management relations in the 1980s was characterized by concession bargaining, job loss, and the decline of manufacturing in the U.S. TRUE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 03-04 Understand how studying the historical record deepens our comprehension of the current labor relations system and alternatives for reform.

55.

Some historians argue that the PATCO strike re-established a tone, or pattern of adversarial labor-management relations and union suppression in the U.S. that is still felt today. TRUE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 03-04 Understand how studying the historical record deepens our comprehension of the current labor relations system and alternatives for reform.

56.

While the late 1900s proved to be a challenging time for the labor movement, in the 21st century unions have enjoyed a resurgence of power. FALSE

57.

Today a general unionism model has largely replaced both craft and industrial unionism. TRUE

Accessibility: Keyboard Navigation Difficulty: 2 Medium

Learning Objective: 03-04 Understand how studying the historical record deepens our comprehension of the current labor relations system and alternatives for reform.

58.

In 2005, the AFL-CIO split into rival AFL and CIO union federations, divided along craft and industrial lines. FALSE

59.

Change to Win is made up of the SEIU, the Teamsters, and the United Farm Workers. TRUE

60.

Nonunion organizations that represent workers through such means as education, protest, lobbying, and lawsuits are known as “alt-right” organizations. FALSE

Accessibility: Keyboard Navigation Difficulty: 2 Medium Learning Objective: 03-04 Understand how studying the historical record deepens our comprehension of the current labor relations system and alternatives for reform.

61.

Unions represent blue collar workers exclusively (i.e., white collar workers do not unionize). FALSE

62.

In response to increasing internationalization of business, U.S. unions have been aggressively fostering international labor solidarity as a way to maintain their bargaining strength. FALSE

Multiple Choice Questions 6 3 .

In the earliest years of our country’s formation, work was characterized as: A .

Skilled industrial jobs.

B .

Craft workers employed by factories and shop owners.

C .

Self-employed farmers, shopkeepers and craftsman.

D .

Unskilled industrial jobs.

Accessibility: Keyboard Navigation

Difficulty: 2 Medium Learning Objective: 03-01 Understand why workers have tried to form unions throughout U.S. history and the influences on their successes and failures.

6 4 .

The first permanent union in the U.S. is attributed to the: A .

textile industry.

B .

railroad industry.

C .

shoemakers’ industry.

D .

auto industry.

6 5 .

Which of the following was formed first? A .

Industrial unions.

B .

Business unions.

C .

National unions.

D .

Craft unions.

6 6 .

The first national labor unions began to develop in the 1850s, due in part to: A .

The advent of the rail industry which made it easier for union leaders to travel to various or

B .

Powerful labor leaders.

C .

Favorable legislation and courts that were friendly toward unions.

D .

Increasing emphasis on craft development.

6 7 .

The first U.S. labor unions were organized by A .

Industry, with a focus on local employment issues.

B .

Industry, with a focus on national employment issues.

C .

Craft lines, with a focus on local employment issues.

D .

Craft lines, with a focus on national employment issues.

6 8 .

The first federation of U.S. labor organizations representing unions from different occupations and industries was: A .

The American Federation of Labor.

B .

The Congress of Industrial Organizations.

C .

The Industrial Workers of the World.

D .

The National Labor Union.

6 9 .

The Great Uprising of 1877 was primarily a conflict between: A .

Coal miners and coal mine owners.

B .

Citizens and the state government.

C .

Capital owners and workers in many industries and locations.

D .

Railroad workers and railroad owners.

Accessibility: Keyboard Navigation Difficulty: 2 Medium Learning Objective: 03-02 Identify the major events in U.S. labor history, including what happened and why each event is significant.

Chapter 05 Labor and Management: Strategies, Structures, and Constraints Answer Key

True / False Questions

The predominant model of unionism in the U.S. is business unionism. TRUE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 05-01 Compare the traditional U.S. union strategies (especially business unionism, job control unionism, and the servicing model) and their alternatives (especially social unionism, employee empowerment unionism, and the organizing model).

Business unionism works within the capitalist system by focusing on securing labor’s “fair share” of profits, rather than seeking broad scale social change. TRUE

The servicing model of unionism is one in which employees play an active role in voicing their opinions and making decisions about how the union should expend its energies and resources. FALSE

Job control unionism values worker participation in management decision making. FALSE

Accessibility: Keyboard Navigation Difficulty: 2 Medium Learning Objective: 05-01 Compare the traditional U.S. union strategies (especially business unionism, job control unionism, and the servicing model) and their alternatives (especially social unionism, employee empowerment unionism, and the organizing model).

Job control unionism developed as a response to tight managerial control and arbitrary decision-making that was common in mass production settings during much of the 20th century. TRUE

“Occupational unionism” is another name for “craft unionism”. TRUE

Craft unionism is well-suited to a stable, industry-oriented workforce. FALSE

Accessibility: Keyboard Navigation Difficulty: 2 Medium

Learning Objective: 05-01 Compare the traditional U.S. union strategies (especially business unionism, job control unionism, and the servicing model) and their alternatives (especially social unionism, employee empowerment unionism, and the organizing model).

Industrial unionism seeks to organize workers of a single occupation, in the same industry, into the same union. FALSE

Supporters of the labor movement have criticized the servicing model of unionism for creating a union membership that is uninterested and unwilling to play an active role in their own representation. TRUE

10.

When one talks about the “scope” of representation, one is referring to the number of different activities a union is involved in at the workplace. FALSE

alternatives (especially social unionism, employee empowerment unionism, and the organizing model).

11.

The “soul” of union representation refers to the degree of participation that union member’s have in their own union representation decisions and actions. TRUE

12.

The organizing model of unionization sees unions as a collection of empowered workers who are involved in decision making and union activism. TRUE

13.

Employee empowerment unionism is focused on developing standardized outcomes for workers within the same occupation. FALSE

14.

Rather than establishing standardized job outcomes, employeeempowermentunionism establishes processes and parameters that guide workers in one-on-one discussions with their employers to determine their job outcomes. TRUE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 05-01 Compare the traditional U.S. union strategies (especially business unionism, job control unionism, and the servicing model) and their alternatives (especially social unionism, employee empowerment unionism, and the organizing model).

15.

Social unionism sees labor unions as important participants in determining the political and civil outcomes in society. TRUE

16.

One criticism of the social unionism model is that it can sometimes create a passive union membership who expect to be led by others rather than to lead themselves. FALSE

17.

Social movement unionism is one that encourages and embraces union member activism in working toward broader social goals. TRUE

18. (p. 16 2)

Social movement unionism can also be called “whole-worker organizing” because it seeks to address all aspects of a worker’s life, not just workrelated issues. TRUE

19.

Union density in the U.S. is approximately 13.0% of the workforce. TRUE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

20.

Union density is significantly higher for men than it is for women. FALSE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

21.

A key difference between the European and U.S. models of unionism is that the European model sees the scope of unionization as limited to the workplace. FALSE

Accessibility: Keyboard Navigation Difficulty: 2 Medium Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

22.

Due to the decline in manufacturing in the U.S., manufacturing has one of the lowest union density rates among industries. FALSE

Accessibility: Keyboard Navigation Difficulty: 2 Medium Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

23.

The lowest union densities in the U.S. can be found in the Southwest and Northeastern states. FALSE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

24.

Southern and southwestern states generally have the lowest union densities in the U.S.

TRUE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

25.

An amalgamated union is a federation of unions from a variety of industries and occupations. FALSE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

26.

In most unions, the first person contacted when a grievance arises in the workplace is the union steward. TRUE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

27.

In the U.S., local union leadership is usually appointed by the regional or national president. FALSE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

28.

National unions usually have final authority over local union actions such as negotiating, organizing, and striking. TRUE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

29.

Though national unions are available to provide research assistance, the majority of union organizing, training, lobbying, and supervision of collective bargaining is done by the local unions. FALSE

Accessibility: Keyboard Navigation Difficulty: 2 Medium Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

30.

A union constitution is a document that spells out election procedures, by-laws, and other procedures for each national union. TRUE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

31.

Each national union has a collective bargaining agreement that spells out the union’s bylaws and procedures. FALSE

Accessibility: Keyboard Navigation Difficulty: 1 Easy

Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

32.

An international union federation will typically be involved in union organizing, negotiating, and grievance handling for a national or local union. FALSE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

33.

Change to Win was a federation of seven of the U.S.’s largest unions which left the AFL-CIO in 2005. It now consists of just three unions. TRUE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

34.

The split in the AFL-CIO, which led to the creation of the Change to Win federation, occurred over concerns about the amount of money that the AFLCIO was putting into union organizing at the expense of political lobbying. FALSE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 05-02 Understand the organizational structure of unions and the labor movement in the United States.

35.

U.S. labor law mandates basic democratic procedures within unions, including free speech and election provisions. TRUE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 05-03 Discuss the range of possible management strategies toward labor unions and how they relate to human resource strategies and business strategies.

36.

The substantive dimension of union democracy refers to the responsiveness of a union’s leadership to its members. TRUE

Accessibility: Keyboard Navigation Difficulty: 2 Medium Learning Objective: 05-03 Discuss the range of possible management strategies toward labor unions and how they relate to human resource strategies and business strategies.

37.

Union avoidance is the extent to which an employer will work to become or remain a “union free” establishment. TRUE

38.

Theory X is a management theory that sees workers as fundamentally disliking work and being unwilling to put forth effort unless they are threatened and controlled. TRUE

Accessibility: Keyboard Navigation Difficulty: 2 Medium Learning Objective: 05-03 Discuss the range of possible management strategies

toward labor unions and how they relate to human resource strategies and business strategies.

39.

When comparing the democratic processes of unions and corporations, one can conclude that they are comparable. FALSE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 05-03 Discuss the range of possible management strategies toward labor unions and how they relate to human resource strategies and business strategies.

40.

Companies pursuing a differentiation strategy are likely to embrace the human resource management school of thought. TRUE

41.

A union suppression strategy sees employees as assets so policies are designed to train and reward employees to prevent them from wanting a union. FALSE

42.

Closing unionized plants, moving unionized plants to a nonunion location, outsourcing jobs, and opening nonunion operations to compete with union operations are all examples of union substitution. FALSE

43.

Union substitution tactics are always legal. FALSE

44.

A partnership between management and the union in addressing workplace problems and issues is most likely to arise in a paternalistic organization with a union acceptance strategy. TRUE

45.

Companies pursuing a strategy of low cost are more likely to employ union suppression tactics than companies pursuing a strategy of differentiation. TRUE

46.

Although the labor market has a significant influence on labor relations, the product market, by contrast, has relatively little influence. FALSE

Accessibility: Keyboard Navigation Difficulty: 2 Medium Learning Objective: 05-04 Analyze how the labor relations environment, including ethics, influences and constrains labor relations outcomes.

47.

The key problem with financialization, from a labor relations perspective, is that it places too much emphasis on investing in new technology and equipment, rather than on investing in employee training and development. FALSE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 05-04 Analyze how the labor relations environment, including ethics, influences and constrains labor relations outcomes.

48.

Financialization refers to the pursuit of increased profits through financial transactions rather than through the delivery of a business’ core goods and services. TRUE

Accessibility: Keyboard Navigation Difficulty: 2 Medium Learning Objective: 05-04 Analyze how the labor relations environment, including ethics, influences and constrains labor relations outcomes.

49.

In concession bargaining, economic pressures push unionized workers to give up gains they have made in wages, benefits, and work rules. TRUE

Accessibility: Keyboard Navigation Difficulty: 2 Medium Learning Objective: 05-04 Analyze how the labor relations environment, including ethics, influences and constrains labor relations outcomes.

50.

Over the past 40 years, the earnings gap between educated and uneducated workers has declined. FALSE

Accessibility: Keyboard Navigation Difficulty: 2 Medium Learning Objective: 05-04 Analyze how the labor relations environment, including ethics, influences and constrains labor relations outcomes.

51.

The ethical perspective that is most closely aligned with mainstream economic values of welfare maximization is the utility perspective. TRUE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 05-04 Analyze how the labor relations environment, including ethics, influences and constrains labor relations outcomes.

52.

The ethical perspective that emphasizes individual duty or responsibility to respect human dignity over other goals (such as profit maximization) is known as Rawlsian justice. FALSE

Accessibility: Keyboard Navigation Difficulty: 2 Medium

Learning Objective: 05-04 Analyze how the labor relations environment, including ethics, influences and constrains labor relations outcomes.

53.

Tom is a human resource intern for a staffing agency. One day, Tom get a call from a client requesting that they send “white only” applicants. Tom’s boss does not want to lose the client because times are tough and profits are tight. He tells him to follow the customer’s request, even though he knows it violates equal employment opportunity laws. After considerable thought, Tom decides complying with his boss’ instructions to place profits before equal opportunity violates his personal code of ethics and quits. Tom’s ethical values illustrate the ethics of virtue. FALSE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 05-04 Analyze how the labor relations environment, including ethics, influences and constrains labor relations outcomes.

54.

The departments of Justice and State, as well as anti-trafficking groups, estimate there are about 27 million people worldwide in modern-day slavery. Considering the various theories of ethics, modern-day slavery is an example of an extreme violation of the ethics of liberty. TRUE

Accessibility: Keyboard Navigation Difficulty: 1 Easy Learning Objective: 05-04 Analyze how the labor relations environment, including ethics, influences and constrains labor relations outcomes.

55.

Jenna is a new recruiter for a large staffing agency. Her trainer has told her to let candidates know that they will “get back to them” within two weeks of a interview date. Jenna notices, however, that the staffing agency rarely lives up to this promise and often never gets back to candidates. Jenna finds this unethical – she knows that if she were the candidate, she would not want to be lied to. Jenna’s ethical analysis illustrates the ethics of duty. TRUE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 05-04 Analyze how the labor relations environment, including ethics, influences and constrains labor relations outcomes.

56.

Forcing individuals to use themselves or their property against their will is an immoral act according to the ethical framework of virtue. FALSE

Accessibility: Keyboard Navigation Difficulty: 3 Hard Learning Objective: 05-04 Analyze how the labor relations environment, including ethics, influences and constrains labor relations outcomes.

Multiple Choice Questions 5 7 .

In the 1930s and 1940s, the Teamsters Union used strikes and boycotts along with physical intimidation and obstruction to win changes in wages, hours, and working conditions. This is an example of: A .

Business unionism.

B .

Uplift unionism.

C .

Jungle unionism.

D .

Social unionism.

Accessibility: Keyboard Navigation Difficulty: 2 Medium

5 8 .

When unions take advantage of favorable economic conditions and union strength to win whatever you need or can win, by any means is necessary – including those that may be illegal, they are engaging in: A .

Business unionism.

B .

Jungle unionism.

C .

Uplift unionism.

D .

Social unionism.

5 9 .

In the ____________________ model of representation, a union is like an insurance company, where workers pay dues and are in turn protected against bad times. A .

Unionism

B .

Servicing

C .

Organizing

D .

Business

6 0 .

The servicing model of unionism can be best described as: A .

A passive form of employee representation in which unions are put in place to solve problem

B .

An active form of employee representation in which unions facilitate problem-solving by wo

C .

An active form of employee representation in which the union plays a key role in facilitating

D .

A passive form of employee representation in which the union is controlled by managemen

6 1 .

When asked what he saw the role of the union to be in the coming years, one union representative replied, “To administer the contract for my members.” This reply best illustrates: A .

The servicing model of union representation.

B .

The organizing model of union representation.

C .

Employee empowerment unionism.

D .

Social unionism.

6 2 .

Job control unionism, which has dominated U.S. unions since WWII, is characterized by all of the following except: A .

Detailed and legalistic union contracts.

B .

Informal grievance procedures.

C .

Narrowly defined jobs.

D .

Low levels of employee input.

6 3 .

A form of unionism in which there are clearly defined roles where management makes all business decisions while the union negotiates strict work rules to determine wages and job rights through the collective bargaining agreement is called: A .

Business unionism.

B .

Job control unionism.

C .

Social unionism.

D .

Employee empowerment unionism.

6 4 .

A type of unionism that is well-suited to individuals that identify more with their occupation than they do with a particular company or industry is: A .

Business unionism.

B .

Industrial unionism.

C .

Craft unionism.

D .

Job control unionism.

6 5 .

The United Auto Workers represents all workers at a large auto parts manufacturing company. Included in the bargaining unit are welders, electricians, factory line workers, and workers who load and unload stock. This model of unionism is best described as: A .

Business unionism.

B .

Industrial unionism.

C .

Job control unionism.

D .

Craft unionism.

6 6 .

The traditional model of job control unionism which dominated the U.S. workplace in the 20th century has been criticized for encouraging or creating all of the following except: A .

Lack of flexibility in production processes.

B .

Inattention to quality of production.

C .

Worker apathy toward work and business.

D .

Subjective and arbitrary treatment in the workplace.

6 7 .

A business unionism approach to collective bargaining typically has a scope of representation focused on: A .

The workplace.

B .

Society.

C .

The government.

D .

Management authority.

alternatives (especially social unionism, employee empowerment unionism, and the organizing model).

6 8 .

The ________________________ model of representation views unions as institutions of worker participation, empowerment, and mobilization. A .

Unionism

B .

Servicing

C .

Organizing

D .

Business