Mg 420 midterm exam solution
MG 420 Midterm Exam Solution
(1) After having signed a contract with a binding arbitration clause in it, an
employer is legally bound to accept an arbitrator’s decision on a
particular issue even if they disagree with that decision
(2) The “labor problem” can be defined as undesirable outcomes created
out of an employment relationship which is inequitable, contentious, and
(3) Conflicts between what employees want and what employers want are
generally resolved privately between the individual and his/her
(4) The last step in the grievance process for nearly all union contracts in
both the public and private sector is usually:
A hearing before the NLRB
Mediation by the Federal Mediation and Conciliation Service
A unilateral decision by management
Final and binding arbitration
(5) According to the Wagner Act (NLRA), if two employees walk off the job
and proceed to picket their employer’s place of business to protest
unsafe working conditions, the employer is not allowed to retaliate
against them (e.g., fire them)
(6) The first national labor unions began to develop in the 1850s, due in
the advent of the rail industry which made it easier for union leaders
to travel to various organizing points.
powerful labor leaders.
favorable legislation and courts that were friendly toward unions.
increasing emphasis on craft development
(7) When an employer allows supervisors to arbitrarily discipline employees
without cause, it is most directly violating which objective of the
none of the above are violated
(8) Bumping rights are a seniority provision in many union contracts which
allow workers with greater tenure at a company to take the jobs of
those with less seniority in the event of a layoff.
(9) The Great Uprising of 1877 was successful in improving labor relations
between workers and their employers. Shortly after the uprising
subsided, wages were increases and hours of work were decreased
(10) Job control unionism places a high degree of value on worker
participation in management decision making.
(11) In the mainstream economics school, the best protection employees
have against poor management practices is legislation guaranteeing
some basic rights in the workplace
(12) From a societal standpoint, the main purpose of a labor relations system
To equalize the distribution of income across society
To ensure public safety, promote worker voice in politics, and reduce
income inequalities that create a tax burden
To control the actions of employers and employees so that they are
(13) Compared to other countries, the system of labor relations in the U.S. is
(14) The Wagner Act of 1935 is grounded in which of the following principle
beliefs regarding conflict:
Conflict between management and labor is unnatural and should be
avoided at all costs.
Conflict between management and labor is inevitable and should be
resolved through collective bargaining by equal partners.
Conflict between management and labor is inevitable because of
class and social differences.
In most cases, there is little conflict between management and labor
and it is only in extreme cases where collective bargaining should be
(15) Local unions are governed by a president and ____________________
who are democratically elected.
institutions and the means of production
(17) In return for employee rights guaranteed in the union contract, union
employees agree to all of the following except to:
Abide by the employer’s work rules
Follow supervisor’s directions
Refrain from striking over grievances
Refrain from criticizing the organization or its management
(18) The Sherman Antitrust Act of 1890 was designed to outlaw monopolies
and prevent their economic dominance over markets and over society.
(19) The first step in a typical grievance procedure is
(20) Most employers that have a unionized workforce:
(21) When workplace disputes arise in a unionized setting, employees are
expected to pursue their concerns through a formal grievance procedure
rather than through a strike.
(22) An airline negotiates separate contracts for the pilots, mechanics, and
flight attendants. Each group of employees is represented by its own
union that organizes only that particular occupation. This model of
unionism is best described as:
(23) Which school believes that the class or ideology that has the greatest
power in society can design and control institutions to serve their own
(24) Job control unionism developed as a response to rigid managerial control and arbitrary decision-making that was common in mass production settings during much of the 20th century.
(25) A collective bargaining agreement negotiated between an employer and
its workers is an informal agreement outlining the terms and conditions
(26) 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.
(27) According to the human resources school of thought, the labor problem
(28) Injunctions were applied to yellow dog contracts.
(29) Which of the following best summarizes the trends in U.S. union density
since the 1980s?
(30) The Wagner Act (NLRA) makes it illegal for an employer to designate a
representative of the employees in negotiations over wages, hours, and
(31) According to the industrial relations school, market imperfections create
a significant imbalance of power to the point that employers can
exercise a vast degree of control and influence over their employees
(32) The first U.S. labor unions were organized by
(33) What legislation created a national minimum wage, mandatory overtime
premium for qualified workers, and restrictions on child labor?
(34) In the ____________________ model of representation, a union is like
an insurance company, where workers pay dues and are in turn
protected against bad times.
(35) Just cause discipline and discharge, seniority rights, compensation, and
grievance procedures are all examples of ____________________
granted in contracts.
(36 ) According to the mainstream economics school, the role of the
government is to protect individual worker rights through legislation
such as minimum wage laws, safety and health laws, and income
protection benefits (e.g., unemployment compensation)
(37) Under the provisions of the Taft-Hartley Act, supervisors are protected
from being fired if they want to unionize
(38) Which of the following outcomes cannot generally be attributed to
(39) The organizing model of unionization sees unions as a collection of
empowered workers who are involved in decision making and union
(40) Businesses’ pursuit of efficiency is usually compatible with its employees’
pursuit of equity and voice in the workplace
It has been argued that demand for services traditionally provided for by
unions has declined over time due to:
Laws prohibiting unions from providing the same services that they
used to provide
Unions placing too much emphasis on organizing new members
instead of representing the interests of those they already have
Substitution of union services by enlightened employer practices and
The perception that unions and management are too “tight” and are
more interested in protecting each other than they are in protecting
Instructor Explanation: Ch. 1, p. 16
2 of 2
Shop stewards are company employees that provide advice to union
workers on matters such as interpretation of the contract and their
rights in the workplace.
Instructor Explanation: Ch. 9, p. 309
2 of 2
According to the mainstream economics school of thought, the Wagner
Act of 1935:
Encouraged conflict to develop between management and labor.
Could not adequately challenge the power of management.
Viewed as harmful protection of monopoly labor.
Was benign in its effect and would not significantly change labor-
Instructor Explanation: Ch. 4, p. 119 Last paragraph
2 of 2
Employee empowerment unionism is focused on developing standardized
outcomes for workers within the same occupation.
Instructor Explanation: Ch. 5, p. 158
Student Gradebook Exam
[4/14/2014 2:42:37 PM]
2 of 2
According to the industrial relations perspective, low wages, long hours,
dangerous working conditions, and abusive supervisory practices is most
likely attributed to:
An imbalance of bargaining power between employers and workers
Bad management practices
Permanent exploitation of the working class
Instructor Explanation: Ch. 2, p. 35
2 of 2
According to the industrial relations school, the role of the government
and legislation should be to:
Ensure that labor markets are competitive.
Stay out of labor markets completely.
Ensure that labor and management’s relative power is balanced.
Regulate wages, hours and working conditions to ensure that they
are fair to workers.
Instructor Explanation: Ch. 2, p. 36 Paragraph 2
2 of 2
Mass manufacturing can be at least partially blamed for the labor
problems that existed in the early 20th century U.S. labor markets.
Instructor Explanation: Ch. 2, p. 30
2 of 2
Traditional U.S. union contracts provide strict guidelines, but are not
legally-enforceable in the United States.
Instructor Explanation: Ch. 9, p. 302
2 of 2
In the 1920’s many employers who followed the human resources school
of thought believed that nonunion representation plans were:
unnecessary if management was exercising good human resources
a threat to management’s decision-making authority
helpful in promoting mutual respect, cooperation and loyalty
vital to protecting worker rights and interests
Instructor Explanation: Ch. 2, p. 35
2 of 2
Contract administration is a term used to describe interpreting, applying
and resolving conflicts pertaining to collective bargaining agreements.
Instructor Explanation: Ch. 9, p. 302 Paragraph 1