Which of the following statements about collective bargaining is true

You will be asked 40 multiple choice (or true-false) questions and be given about one hour to answer them.� Two-thirds of these will be drawn from the following list.� One third will be new to you. Together, these objective questions will be worth one-half of your final exam grade.� (The other half will be an essay.� See the list of final exam essay questions.)� In preparing for these questions, you are encouraged to work with others.� The exam itself is closed book with no notes.

Chapter 1

True/False

1.� The process of industrial relations involves only two parties ‑- labor and management.

3.� Collective bargaining rarely yields any positive gains because labor and management lack common interests.

5.� The concept of class consciousness is identified most closely with JohnR.Commons and other economic institutionalists.

7.� A law which grants employees the right to strike illustrates how the external environment can affect the bargaining power of the parties involved.�

9.� It is widely believed that in order to limit the damage that poor industrial relations can have on the economy, public policy should require collective bargaining and unionization for all workers.�

11.� The three‑tiered model assumes that labor strategies and structures have less influence on the course of industrial relations than management strategies and structures.

13.� During the 1970's, unions in the United States did not fare well in representation elections.

15.� Collective bargaining is the only feasible process by which employment conditions can be regulated and administered.

17.� Much of the workplace interaction that exists between management and labor in unionized settings focuses on contract administration, rather than setting the terms and conditions of the contract.

Multiple Choice

19.� Government sometimes plays a critical role in the industrial relations process.� The term government refers to

a. local, state, and federal political agencies and processes.

b. employer associations.

c. nonlegislative agencies.

d. union associations.

21.� Conflict within the employment relationship between employers and employees can be characterized as

a. inherent. Workers seek higher pay and job income security while employers seek higher profits and lower costs.

b. patholological.� Society must do something to eliminate the employer‑employee conflict.� This is the only way to make all members of society better off.

c. unnatural. Sidney and Beatrice Webb argued that such conflicts needs to be controlled because of its "unnatural effects," such as union‑caused unemployment.

d. extraordinary. Commons and his associates argued that the employment relationship needed to be examined closely, focusing on the conflictual aspects of the relationship.

23.� The level that is not included within the three‑tiered industrial relations framework is:

a. strategic level.

b. functional level.

c. workplace level.

d. bargaining outcome level.

25.� During collective bargaining negotiations, the union decides to strike in order to get higher wages. This decision occurs within what level of the three‑tiered model?

a. external environmental level.

b. strategic level.

c. functional level.

d. workplace level.

27.� The person most deserving of the title, "father of U.S. industrial relations," is

a. Sidney Webb.

b. Beatrice Webb.

c. Frederick Taylor.

d. John R. Commons.

29.� According to the three‑tiered model of industrial relations, the external environment includes

a. rank and file employees.

b. senior union officials.

c. senior management officials.

d. the demographic context.

Chapter 4

True/False

1.� Though the three‑tiered model shows that the external environment influences the power of the bargaining parties, it is also true that the bargaining parties can affect the external environment.

3.� Strike leverage refers only to the relative degree to which workers are willing to sustain income losses if they choose to strike.

5.� Alfred Marshall argued that unions are most powerful when the demand for their labor is highly elastic.

7.� Declines in product demand have been shown to have a weaker downward effect on wages in non‑union sectors than in union sectors.

9.� The union‑nonunion relative wage differential widened dramatically during the early 1980's, lending support to the idea that unions indeed cause inflation to rise.

11.� In certain industries, one factor that has reduced the union's ability to keep wages out of competition is deregulation.

13.� Barry Bluestone and Bennett Harrison claim that the growth in the number of service and part‑time jobs is a sign that the economy is healthy.

15.� Recent opinion polls reveal an improvement in the public's image of unions and union leaders.�

17.� One reason why there has been increasing pressure on the union sector from nonunion competition is because employers have been able more easily to shift production to nonunion sites.

19.� If an employer�s total bargaining power increases, both management and labor benefit.�

21.� The Internet has generally facilitated organizing by increasing a union�s communication with home-based employees.�

Multiple Choice

23.� Management can have higher strike leverage

a. if they have low ongoing capital expenses.

b. if they have ready access to automated equipment.

c. if they have a high stock of inventories.

d. if other firms' operations have also been shut down.

e. all of the above.

25.� According to Alfred Marshall, the demand for labor is highly elastic

a. when labor cannot be easily replaced by substitute workers.

b. when the demand for the final product is price inelastic.

c. when the supply of nonlabor factors of production is price elastic.

d. when the ratio of labor costs to total costs is high.

e. c and d.

27.� Unions will have more strike leverage

a. if the unemployment rate is high.

b. during the upswing of a business cycle.

c. during times of falling product demand.

d. if their family members are unemployed.

e. c and d.

29.� Why do some labor leaders want to abandon the NLRA?

a. Increased use of employer tactics such as the ability to file numerous challenges and requests for postponements during the election period.

b. enormous delays in the decisions and representation elections that are caused in part by a lack of commitment to the NLRA.

c. frustrations with the current labor board administration.

d. increased union‑avoidance tactics by� management.

e. all of the above.

31.� As a result of the changing labor force trends in the economy, it can be expected that

a. workplace conflict will decrease due to the result of less competition for high paying jobs.

b. demand for union representation could increase as a result of increased conflict in the workplace as workers become frustrated by a lack of upward mobility.

c. women may represent a formidable force that can pressure both employers and unions to meet their social needs.

d. women may become less of a focal point for union‑organizing campaigns.

e. b and c.

33.� Which of the following is true about recent occupational and industry trends?

a. The percentage of the labor force employed in service sector is now 20 percent.

b. The portion of the labor force employed in the manufacturing sector is now 31 percent.

c. Manufacturing industries have been migrating from the southeast and south to the north and northwest.

d. There is a growing trend towards part‑time jobs and home‑based occupations.

35.� One of the main challenges that unions will face as a result of ongoing demographic changes is that

a. it will be much more difficult for unions to maintain internal solidarity because of the increasing diversity of the work force.

b. unions will have to limit their membership to the traditional blue collar workers to increase membership.

c. unions will have to prevent their new younger workers from developing a political base in unions so that conflict can be minimized at the workplace.

d. unions must prevent part‑time employees from gaining membership status so that internal union conflict can be prevented.

e. all of the above.

37.� The argument that industrialization and not capitalism per se caused changes in the relationship between workers and employers, which in turn, led to unionization is most closely associated with

a. JohnCommons.

b. Karl Marx.

c. Kerr, Dunlop, Harbison and Myers.

d. Samuel Gompers

39.� What environmental factors reduced union bargaining power during the 1980s?

a. high unemployment.

b. pressure from nonunion competition.

c. heightened international competition.

d. a liberal swing in political ideology.

e. a, b, and c.

Chapter 5

True/False

1.� Due to the various constraints that unions place on management, business strategies can no longer influence the employer's preferences for personnel policies.

3.� Within the bureaucratic pattern, firms usually have written policies on pay, leaves, promotion, and discipline.

5.� The form of collective bargaining in the United States that has dominated since WWII is the "New Deal" pattern of industrial relations.

7.� The participatory pattern and the human resource management pattern of industrial relations are identical.

9.� Evidence concerning organizing campaigns reveals that management's use of suppressive tactics increased in the 1970s.�

11.� Firms that deal with multiple unions across the whole company are less likely to resist unions vigorously in any newly opened facilities.

13.� In general, there has been a power shift within management as more responsibility has shifted from labor relations specialists to line managers and human resource managers.

Multiple Choice

15.� Which of the following are found in the paternalistic pattern of industrial relations?

a. Standardization of personnel policies in order to avoid favoritism within the workplace.

b. Personnel policies that include employment stabilization and elaborate communication and complaint procedures.

c. Personnel policies that are informally administered.

d. Personnel policies that focus on seniority and formal contracts.

e. a and d.

17.� The bureaucratic pattern of personnel administration includes which of the following

a. Standardization of personnel policies in order to avoid favoritism within the workplace.

b. Personnel policies that include employment stabilization and elaborate communication and complaint procedures.

c. Personnel policies that are informally administered.

d. Personnel policies that focus on seniority and formal contracts.

19.� What factors influence which industrial relations patterns non‑union firms follow?

a. Management values and strategies.

b. Business strategies.

c. Formal contracts covering the firm's� employees.

d. a and b.

21.� What are some of the advantages of the New Deal pattern of industrial relations?

a. Labor relations tend to be volatile.

b. Employees may get better contracts as a result of intense conflict and prolonged strikes.

c. Employees get due process as a result of the grievance procedures.

d. Employees can directly solve and production and personnel problems.

e. Employees become more directly involved in strategic decision making, thus giving them control of their own fate.

23.� When will a firm likely use a direct union suppression approach?

a. When the firm is financially well off.

b. When the firm has specialized personnel and employee relations staffs.

c. When there is a hostile political environment toward unions.

d. When there are few alternative workers.

25.� Which of the following is a trend in management policies toward unionization?

a. In a vast majority of nonunion firms, avoiding unions is no longer considered a top priority.

b. Highly organized firms are always strongly opposed to unionization of new plants.

c. Firms have been unwilling to allow unions to organize their white-collar workers.

d. Firms that have only been partially organized are more willing to allow unionization in new plants than firms that are fully organized.

27.� In a �core competency� business model�

a.� Corporations engage in self-evaluative procedures to measure their success.

b.� Corporations judge employees by a certain standard to measure their competency.

c.� Corporations outsource business processes that are considered peripheral to their main functions.

d.� Corporations work with unions to strategize a plan to compete efficiently.

Chapter 6

True/False

1.� Union strategic decisions vary as unions must decide to what extent they seek to promote worker interests through political channels versus collective bargaining.

3.� Compared to other states New York and Michigan have relatively low union densities.

5.� Many of the organized white collar employees belong to public sector unions.

7.� Within the coal industry, the non‑union sector did not grow throughout the post World Wart II period.

9.� In states that have right-to-work laws, union membership levels are relatively low.

11.� One structural change in the economy that has affected union membership levels is the expansion of service and white collar jobs and the reduction in blue collar occupations.

13.� A craft union's jurisdiction encompasses all workers within a firm.�

15.� From its formation in 1886, the AFL has always favored industrial unions as the device to organize skilled workers.

17.� Within many industrial unionized settings, unionized employees are covered by both a local contract and a company or industry contract.

19.� Most scholars agree that the election of executives in corporations is clearly more democratic than the way union officers are elected.

21.� The Independent Labor party, created in 1995, has been effective in lobbying Congress for reforms in favor of union organizing.

23.� The survey evidence by Professors Freeman and Rogers reveals that employees believe that their managers would adopt passive measures to avoid unionization.

25.� Merger activity has decreased the number of unions, allowing large unions to grow even faster.

Multiple Choice

27.� Which of the following trends in union membership are true?

a. Membership in both the manufacturing and the government sector steadily increased throughout the 1980s.

b. Membership in both the manufacturing and the government sector steadily decreased throughout the 1980s.

c. Membership in the manufacturing sector steadily increased while membership in the government sector steadily decreased throughout the 1980s.

d. Membership in the manufacturing sector steadily decreased while membership in the government sector plateaued throughout the 1980s.

29.� Which of the following is true about union membership levels across demographic groups?

a. The number of female unionists as a percentage of all union members has held steady.

b. The percentage of black workers who are members of unions is identical to the percentage of white workers.��

c. The number of female unionists as a percentage of all union members has been decreasing.

d. Black workers are more likely to be members of unions than white workers.

31.� One reason for the rapid decline in union membership is that

a. the service sector was hit hard by the effects of recent recessions and also by the declining competitiveness of U.S. service goods.

b. the public sector was hit hard by the economic and organizational restructuring in their respective industries.

c. the most highly unionized industries were hit hard by recent recessions and also by the declining competitiveness of U.S. manufactured goods.

d. the service sector was not allowed to organize due to the shift in the political structure of the U.S. government.

33.�� A cyclical explanation of union growth states that

a. unions grow during economic prosperity and during economic downturns.

b. unions grow during economic downturns and decline during times of economic prosperity.

c. unions grow during times of economic prosperity and decline during times of economic downturns.

d. unions decline during times of economic prosperity and during times of economic downturns.

35.� Jack Fiorito and Cheryl Maranto identified which of the following as a cause of the decline in American union membership?

a. Structural changes in the economy and the labor force.

b. employer substitution through personnel practices.

c. internal union affairs and actions.

d. American worker ideology.

e. all of the above.

37.� Consider the following situation: Employer A decides to hire human resource managers who set up company complaint procedures and new pay systems.� This situation identifies which of the following factors as a cause of the decline in union membership.

a. Structural changes in the economy and the labor force.

b. employer substitution through personnel practices.

c. internal union affairs and actions.

d. American worker ideology.

e. union avoidance through employer practices.

39.� The AFL performs which of the following?

a. It is actively involved in the collective bargaining activities of its member unions.

b. It offers extensive research and technical support to individual unions or to unions with common problems.

c. It engages in political lobbying and disseminating information to union members about political events and elections.

d. To settle or arbitrate jurisdictional disputes among competing unions.

e. b, c, and d.

41.� The role of the shop steward is to

a. be an assistant to the national union president.

b. be an assistant to the local union president by providing advice and technical information.

c. assist a worker when a grievance arises between a worker and a supervisor.

d. all of the above.

43.� The disadvantages of union mergers include

a. the fact that some mergers are opportunistic and expansionist in nature.

b. the negative consequences of large union size for union democracy.

c. the fact that some mergers arise out of the leader's quest for increased power and control.

d. all of the above.

45. Which States have the lowest union density?

a. Arizona and Mississippi.

b. North and South Carolina.

c. New York and Michigan.

d. A & B.

e. A & C

47. Which of the following is NOT an example of labor�s more active role in politics, corporate affairs, and society in the 1990s?

a.� The AFL-CIO�s creation of a new Department of Corporate Affairs.

b.� Coalition-building with the �Living Wage� campaign.

c.� Advocacy of human rights at the international level.

d.� Unwavering support of Democratic congressional and presidential candidates.

49. Which of the following was NOT stressed in AFL-CIO President John Sweeney�s mission statement in 1995?

a.� organization of new members.

b.� service to the current rank-and-file

c.� awareness of the labor movement for college students

d.� election of a Congress sympathetic to labor��

Chapter 7

True/False

1.� Though environmental factors strongly influence the strength of unions, they rarely shape the parties' power and preferences in the organizing process.�

3.� In order for the NLRB to schedule an election, at least 30 percent of the election unit must have signed authorization cards.

5.� Management is allowed to hold "captive audience" speeches up till 24 hours before the vote.

7.� Though the composition of the bargaining unit is decided by the NLRB, the election unit is decided by the federal courts.

9.� The percent of representation elections won by unions has risen since 1996.

11.� Corporate campaigns involve a variety of management efforts to bring public, financial, and political pressures to bear on top management.

13.� Bargaining structure refers to the scope of the employees and employers covered or affected by the bargaining agreement.

15.� A centralized bargaining structure can only help the union.

17.� Pattern bargaining occurs as a result of spreading the terms and conditions of employment negotiated in one formal bargaining structure to another in a formal manner.

19.� According to the text, pattern bargaining across firms in the same industry is the most common form of pattern bargaining in the United States.

21.� To increase union density, American unions have generally focused on reorganizing the manufacturing sector, the sector most affected my membership loss during the 1970s and 1980s.�

23.� One dilemma for unions currently is how to retain members who may change jobs frequently throughout their careers

Multiple Choice

25.� Which of the following action(s.� can management undertake prior to organizing in order to reduce the incentives to unionize?

a. invest less in training and development and more in managerial occupations.

b. layoff employees to serve as a threat.

c. develop wage system that recognizes only merit.

d. develop a complaint procedure.

e. centralize managerial decision making.

�

27.� When defining the election unit the NLRB can do which of the following?

a. choose between a craft or industrial election unit structure.

b. choose between employees at one plant or multiple plants.

c. choose who functions as supervisors or managers.

d. choose which industries are involved in the election unit structure.

e. a, b, and c.

29.� Research has shown that

a. workers are more inclined to vote for the union if the employer delays the election.

b. firms with cooperative labor relations are more likely to commit unfair labor practices during election campaigns in order to stay nonunion.

c. illegal employer behavior during the election campaign reduces the possibility that a first contract will be settled.

d. firms with a past history of violent labor relations will be more likely to cooperate with unions because of the penalties that can be imposed by the NLRB.

e. all of the above.

31.� Which of the following recommendations have been made by advocates of labor law reform?

a. strengthen the penalties imposed on employers who commit unlawful behavior during election campaigns.

b. provide unions with the same amount of access to employees as management.

c. conduct slower election processes so that unions can be given more time to convince the employees.

d. eliminate the ability of employers to permanently replace strikers.

e. a, b, and d.

33.� Which of the following is true about multi‑employer bargaining?

a. Most are found in the construction, longshoring, hotel, and hospital industries.

b. Most are found in occupations such as police, fire fighters, railroad workers, and airline pilots.

c. It is an example of employer decentralization in bargaining.

d. It helps increase competition that is strictly based on labor costs.��

35.� In the 1980's, the telephone industry was heavily affected by which of the following?

a. organizational factors.

b. deregulation public policies.

c. union growth.

d. increases in union bargaining power.

e. c and d.

37.� Which of the following effects did deregulation exert on bargaining structures in the United States?

a. Because of increased competition, unions were able to centralize their bargaining structures which led to the increased centralization in the whole economy.

b. Because unions were able to successfully organize the new firms, they were able to stabilize price competition which led to centralized bargaining structures.

c. Because employers were weak in preventing unionization, unions were able to decentralize bargaining structures, which gave them more bargaining leverage.

d. Because of intense price competition, unions could not prevent decentralization in� bargaining structures.

39.� Fractional bargaining is best defined as

a. bargaining that takes place between management and each individual faction within one single union.

b. bargaining that takes place between management and each individual union within the company.

c. informal bargaining that takes place within the union itself because of diverse political interests.

d. informal bargaining that takes place between individual supervisors and workers or work groups.

41.� Which of the following statements is true concerning recent bargaining?

a. Pattern bargaining has become more significant than it was in prior periods.

b. There is greater variability in recent collective bargaining settlements both within industries and across different locations within the same firm.

c. Pattern bargaining has prevented union gains from disappearing while other types of bargaining were responsible for union concessions.

d. Pattern bargaining has prevented employers from taking advantage of small unions.

43. According to Freeman and Rogers a factor that effects employees decision to unionize is:

a. confidence in the management.

b. confidence in the union.

c. trust in the union.

d. employees feeling as to whether the union will treat them fairly

45. The non-traditional union organizing tactics used by the Justice for Janitors Company were:

a. to organize on a multi-employer basis.

b. to induce employers to voluntarily recognize the union.

c. to use alliances with community groups.

d. a & b.

e. all of the above.

Chapter 8

True/False

1.� Distributive bargaining involves aspects of negotiations where one side's gain is the other side's loss.

3.� Distributive and integrative bargaining can never take place within the same negotiations since each involves different actors.

5.� "Surface bargaining" occurs when either side refuses to give in to the demands of the opposing side.

7.� Unions are more likely to press for application of local labor market comparisons during negotiations when they are strong.

9.� Unions often make comparisons with other unions when establishing targets for wage bargaining.

11.� The Supreme Court recently ruled that union ratification procedures are unconstitutional because they prevent unions from bargaining effectively with management.

13.� During the early stages of negotiations, management and unions often decide to discuss wage issues first.

15.� According to the Hicks model, a primary reason why strikes occur is because management and labor have very different expectations of what will happen if a strike occurs.

17.� Kerr and Siegal argued that the reason why strike rates were higher in some industries was because of greater social isolation and harsh physical labor in those industries.

19.� Recently, unions have increased the use of workplace slowdowns instead of strikes in order to place pressure on employers to yield to union demands.

21.� Many experts recommend that rank and file union members, and mangers who are not on the negotiation teams not be trained in interest-based bargaining techniques.

23.� Unions have seen traditional strike leverage decline in recent years.

Multiple Choice

25.� Why is integrative bargaining hard to accomplish?

a.� Since bargaining is done on a win or lose basis, negotiations often lead to increased conflicts.

b.� Parties are often in conflict because they have trouble dividing up the gains or profits from integrative solutions.

c. �Integrative bargaining requires the witholding of information from the other side.� Thus, unions and management do not trust each other.

d.� There is often conflict within the negotiating group which makes it difficult to achieve unanimous consent.

�

27.� What does an employer consider when setting a wage target?

a. the likely subsequent responses of unorganized white collar workers.

b. the profitability of the firm.

c. the state of the relationship between the firm and the union.

d. local labor market comparisons.

e. all of the above.

29.� What characterizes the early stages of negotiations?

a. few union representatives are involved.

b. all proposals have little significance since they are made to recognize factions within the union.

c. grandstanding often takes place as union and management leaders present their demands.

d. all of the above.

31.� The contract zone, according to the Hicks model, is defined as

a. the difference in the strike wage expectations of union and management.

b. the difference in the wage expectations during negotiations of both union and management.

c. the range of wages that management and labor agree upon for the purpose of bargaining.

d. none of the above.

33.� Kerr and Siegal claim

a. that strikes are due to issues that are on the bargaining table.

b. that strikes are a result of the militancy of the unions which are a direct result of the business cycle.

c. that strikes have very little to do with bargaining issues.

d. that strikes are due to differences in the expectations of union leaders and members.

35.� What happened to strike activity in the U.S. during the 1980's?

a. Unions used strikes as offensive weapons in order to gain more concessions from management.

b. Employers were more willing to hire replacement workers in their attempts to break strikes and unions.

c. Employers rarely turned to decertification elections to eliminate union representation.

d. U.S. strike activity increased tremendously as compared to the 1970's.

e. a and d.

37.� Which of the following is true concerning steel negotiations in the 1980's?

a. In 1986 bargaining became more centralized, and subsequently took place on a company by company basis.

b. Labor relations were particularly good at U.S. Steel (USX).

c. Many domestic steel companies offered profit sharing and stock payouts in return for union concessions.

d. all of the above.

39.� What criteria do union leaders often employ to evaluate a proposed wage settlement?

a. its acceptability to other unions.

b. its effect on real wages.

c. government reactions.

d. a and b.

e. none of the above.

41.� An important task during the middle stages of negotiations is

a. threatening to strike.

b. estimating the other side's priorities on the outstanding issues.

c. inflating proposals.

d. all of the above.

43. Strikes in the 1980s and 1990s can be characterized by all of the following except:

a. as more hostile.

b. as more violent.

c. as offensive weapons.

d. as emotionally stronger.

e. all of the above.

45.� What percentage of first contract negotiations for new bargaining units reach agreements?

a. 1/10.

b. 1/3.

c. 2/3.

d. 3/4.

47. Which of the following is NOT an accurate way for a union to judge its success in increasing wages for members after negotiations?

a.� comparing the wage adjustment minus the cost of living for prior contracts and the current one

b.� comparing the nominal increase in wages for prior contracts and the current one

c.� comparing the settlement with other bargaining unit settlements during the same time period

d.� comparing the settlement with other unions� settlements during the same time period

Chapter 11

True/False

1.� The Steelworkers' trilogy cases established the principle that the courts would not regularly review arbitrator decisions.

3.� The clinical approach to grievance arbitration procedures emphasizes mediation of disputes, informality of procedure, and arbitrator discretion in helping the parties develop a working relationship.

5.� Grievance and arbitration procedures rarely serve the interests of workers since workers lose a vast majority of their cases to employers.

7.� Often critical to an arbitrator's decision in a case is evidence concerning past behavior, by either the company or the employee.

9.� Researchers have found that cooperative attitudes between union and management officials increase the likelihood that grievances are settled at lower steps in the procedure.

11.� Grievance mediation is a procedure in which a third party functions as both a mediator and arbitrator.

13.� The ombudsman plays a more varied role in resolving conflicts and also often handles a broader range of issues than does the typical grievance arbitrator.�

15.� Jack Steiber and Clyde Summers have argued that a new comprehensive arbitration system is needed in order to protect unionized workers from further unfair labor practices by the employer.

17.� American court decisions have consistently stated that it is the individual who owns the grievance and not the union.

19.� It is often true that the attitudinal climate (i.e., the level of trust between the parties.� carries over from contract administration to contract negotiation.

21.� Complaint resolution procedures can be advantageous to management in non-union workplaces as union avoidance tactics.

25.� Grievance mediation has not been able to solve many labor-management disputes, and therefore has not become an effective alternative to arbitration.

Multiple Choice

27.� A typical grievance procedure begins with

a. a formal writing of the grievance.

b. a union steward and line manager determining the substantive merits of the grievance.

c. arbitration of the grievance by the employee.

d. arbitration of the grievance by the union.

e. oral discussion of the issue between the supervisor and the employee.

29.� Why do unions press some disputes to arbitration?

a. Because arbitration costs will prevent management from pursuing the matter.

b. Because the union believes that it has an obligation to the grievant for the person's long years of service and union loyalty.

c. Because the union believes the case is not winnable.

d. None of the above.

31.� The Steelworkers' trilogy decisions provide that

a. the courts should rule only on whether or not the substantive merits of an arbitration� decision are fair.

b. the courts should rule on questions about whether or not a dispute can be arbitrated.

c. the parties should view arbitration as a quid pro quo for giving up the right to strike.

d. the courts should never defer to the arbitrator's decision.

e. b and c.

33.� The grievance and arbitration procedures serve the interests of the employer by

a. reducing the likelihood that disputes that occur during the term of the contract will lead to work stoppages.

b. reducing the likelihood that the employees will form unions.

c. reinstating the union's right to conduct a strike over an issue that is covered by the grievance and arbitration clause.

d. preventing the courts from interfering in unfair labor practices by the union.

35.� Which of the following is true about grievance arbitration?

a. The grievance arbitration procedure grants to arbitrators little discretion to fashion remedies.

b. The grievance arbitration procedure grants to arbitrators substantial discretion to fashion remedies.

c. The grievance arbitration procedure usually provides substantial punitive penalties on the parties.

d. The grievance arbitration procedure rarely provides substantial punitive penalties on the parties.

e. b and d.

37.� The main role of the American Association of Arbitration is

a. to provide advice to unions in cases of contract disputes.

b. to provide advice to management in cases of contract disputes.

c. to provide advice to the Department of Labor when labor disputes occur.

d. to provide an active list of arbitrators for the parties to choose from in cases where the parties seek arbitration.

39.� One reason why the Japanese and some European industrial relations systems may be better suited to respond to changing technologies is

a. the fact that these systems do not allow white and blue collar workers to be represented in the same bargaining unit.

b. the fact that frequently in these systems unions represent both white and blue collar workers in a firm.

c. the fact that these systems include enterprise unions that include all the employees of a firm.

d. the fact that these systems lack enterprise unions.

e. the fact that historically, in both Japan and Europe, there existed no class distinctions while the U.S. has always had class distinctions.

41.� A factor that reduces the effectiveness of the grievance arbitration system is

a. the fact that employees hardly ever win arbitration decisions.

b. the fact that a guilty grievant who has been discharged will never be able to find alternativeemployment.

c. the fact that reinstated employees often receive lower performance ratings upon returning to the job than normal employees.

d. the fact that reinstated employees will often pose a danger to the workplace.

e. none of the above.

43.� An alternative to the grievance procedures in the union sector includes

a. more informal complaint resolution.

b. expedited arbitration.

c. grievance mediation.

d. oral settlement procedures.

e. all of the above.

45.� One of the advantages of grievance mediation over grievance arbitration is

a. under grievance mediation the cost is substantially lower.

b. under grievance mediation the average time for complaint resolution is substantially lower but the costs are still roughly equivalent.

c. grievance mediation does not require a neutral third party to settle the dispute.

d. grievance mediation uses former court judges while grievance arbitration does not.

47. Which of the following is NOT a common practice for addressing issues that arise during the term of an agreement?

a. Labor and management negotiators meet to discuss issues and reach informal agreements.

b. Labor and management negotiators decide to shorten the length of the current contract to negotiate new issues immediately.

c. Labor and management negotiators establish contracts with clear guidelines for dealing with new issues that may arise.

d. Labor and management leaders set up sub-committees to study new issues and recommend solutions.

Chapter 13

True/False

1.� Over the last twenty years union membership in the public sector has undergone rapid decline.

3.� The 1980's witnessed renewed expansion of public sector union membership as illustrated by the revitalization of the Professional Air Traffic Controllers Organization.� (False.� p.361

5.� By 1990 all states had passed legislation granting state or local employees the right to organize and bargain collectively.

7.� Prior to legislation which gave public employees the right to organize, public unions did not exist.

9.� Bargaining power for the private and public sectors is determined by the same basic set of factors.

11.� Collective bargaining in the public sector is not bilateral, but multilateral.

13.� Research studies indicate that the public sector union‑nonunion wage differential is typically in the range of 5% to 15%.

15.� Research indicates that interest arbitration has led to lower wage settlements and, in general, less favorable contract terms.

17.� Some of the problems that plague participation programs in the private sector have also plague participation programs in public schools.

19.� Research shows that, whenever it is available as an impasse resolution device, interest arbitration is used excessively.

21.� Public sector pay rates continue to rise sharply for teachers and police officers.

Multiple Choice

23.� What percent of federal, state, and local government employees are represented by either a union or an employee association?

a. 87%

b. 76%

c. 55%

d. 37%

e. 26%

25.� The relative stability of industrial relations in the public sector as compared to the private sector can be explained by the effects of which of the following factors on the public sector?

a. deregulation.

b. growth of alternative non‑union suppliers.

c. relatively fewer economic pressures.

d. previous public union strike activities.

e. granting of strike rights to all public unions.

27.� What law first gave federal employees the right to unionize and negotiate over working conditions other than wages or fringe benefits?

a. Public Law 95‑454.

b. National Labor Relations Act.

c. Executive Order 10988.

d. Labor Reform Act of 1962.

29.� Public strikes are most likely to occur in

a. states that provide public sector bargaining.

b. states that provide both public sector bargaining and interest arbitration.

c. states that provide public sector bargaining but no compulsory interest arbitration.

d. states that have no laws regulating public sector bargaining.

31.� Which of the following factors reduce the strike leverage of public sector unions?

a. Strikers in the public sector can often rely on alternative sources of income.�

b. Lack of competitors in the public sector.

c. Most government agencies rely on taxes and not sales for revenues.

d. Public sympathy for public unions.

33.� Which of the following is true regarding collective bargaining in the public sector?

a. All public employees have equal rights to strike.

b. Employers and unions are hesitant to consolidate bargaining units.

c. Public sector collective bargaining is highly centralized.

d. Multi‑employer bargaining exists in response to increased organizing in the public sector.

e. none of the above.

35.� Which of the following is true regarding the relative wages of public school teachers in the late 1980's?

a.� Wages steadily decreased after the PATCO strike.

b.� Wages did not rise at all.

c.� Though wages did not increase, fringe benefits for public employees increased.

d.� Relative wages rose.

e.� No such data exists because of the correlation‑causation problem.

37.� What is true about the effects of public interest arbitration?

a. Since most public unions are not allowed to strike, use of interest arbitration is extremely high.

b. Unions and employers always prefer final offer arbitration over conventional arbitration.

c. Strikes occur less frequently in those states where interest arbitration is available.

d. Strikes never occur in states that require interest arbitration.�

39.� Wellington and Winter's hypothesis rests on the assumption that

a. government's main responsibility is to prevent collective bargaining in the private sector, but to allow it in the public sector.

b. that government's main responsibility is to allow collective bargaining to reach all employees.

c. that government's main responsibility is to prevent collective bargaining in both sectors of the economy.

d. economic and political factors give public employee unions enormous potential power.�

41.� In the 1990s, �reinvention� of the public sector led to:

a. empowerment of the federal government.

b. downsizing.

c. privatization.

d. a & b.

e. b & c.

What is the main purpose of collective bargaining?

Which of the following is included in the features of collective bargaining?

Which of the following is an outcome of collective bargaining?

Which of the following is helpful in the process of collective bargaining?