TEST BANK for Industrial Relations in Canada by Hebdon Robert, Brown Travor and Walsworth Scott ISBN

3/28/2021

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1. True/False: A strike is an action by workers in w...

Points: 1

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A strike is an action by workers in which they stop performing duties and do not report to work.

True False

2. True/False: A union is a group of employees who b... file:///C:/Users/Prof. Salman/Desktop/Chapter_1___Introduction_files/courseMain.html

Points: 1

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Question Answer

A union is a group of employees who bargain the terms and conditions of employment.

True False

3. True/False: According to Dunlop, the role of spec...

Question Answer

Points: 1

According to Dunlop, the role of specialized government agencies is to develop, implement, and administer legislation and policies pertinent to the employment relationship.

True False

4. Multiple Choice: According to Kochan, Katz, and McKers...

Question Answer

Points: 1

According to Kochan, Katz, and McKersie, which of the following strategies are associated with the human resources/strategic choice perspective? a. to suppress wages b. to increase workplace democracy c. to minimize unionization and the role of collective bargaining d. to increase employee representation on corporate boards

5. Multiple Choice: According to Meltz (1997), which term...

Question

Points: 1

According to Meltz (1997), which term refers to the employment relationships and issues in union and nonunion workplaces?

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Answer

a. labour relations b. employment relations c. industrial relations d. human resources management

6. Multiple Choice: According to a study by the Canadian ...

Question Answer

Points: 1

According to a study by the Canadian Centre for Policy Alternatives, what percentage of Canadians are employed in precarious work? a. 20% b. 30% c. 40% d. 50%

7. True/False: According to equity–e Question Answer

ciency ...

Points: 1

According to equity–efficiency theory, unions usually focus on efficiency.

True False

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8. Multiple Choice: According to the text, which of Dunlo...

Question Answer

Points: 1

According to the text, which of Dunlop’s concepts have been called into question as a result of the decrease in unionization in the United States? a. labour outputs b. conversion mechanisms c. shared ideology d. web of rules

9. Multiple Choice: According to the textbook’s ada...

Question Answer

Points: 1

According to the textbook’s adaptation of Dunlop’s IR systems model, which group is added as actors in the IR system? a. employees b. employers c. government d. end users

10. Multiple Choice: Alicia works as a part-time instructo...

Question

Points: 1

Alicia works as a part-time instructor at a university. She receives no benefits and has to apply for teaching positions every semester. What is the term used in the chapter to describe her employment situation?

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Answer

a. Precarious employment b. Seasonal employment c. Non-union work d. Exchange work

11. True/False: Barbash’s (1987) equity–e...

Question Answer

Points: 1

Barbash’s (1987) equity–efficiency theory argues that employers may hold the value of profitability and competitive advantage.

True False

12. True/False: Collective bargaining is the process ...

Question Answer

Points: 1

Collective bargaining is the process by which management and labour negotiate the terms and conditions of employment in a unionized workplace.

True False

13. Short Answer: Compare and contrast the pluralist/in...

Question

Points: 1

Compare and contrast the pluralist/institutional view of IR and the political economy view.

Answer

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Pluralist/Institutional: Unions counterbalance the power of employers relative to employees. This view sees importance of strong institutions (and three actors—labour, management, and government) in order to have a stable employment system and democratic rights in the workplace. Thus, this view emphasizes a shared ideology and thereby minimizes the role of conflict.

Political Economy: Labour is seen as necessary since there is inherent conflict between employers and employees. Rather than shared ideology, there is a class struggle between the parties. This view focuses on the role of power and conflict between parties.

14. True/False: Competitive factors in the product/se...

Question Answer

Points: 1

Competitive factors in the product/service market play a large role in industrial relations.

True False

15. Essay: Discuss how the increase in precariou...

Points: 30

Question

Discuss how the increase in precarious employment may be influenced by aspects of the IR system.

Answer

Possible factors: labour market (labour supply), product/service market, technology (gig economy; e.g., Uber, etc.), actors (employers trying to reduce costs), internal inputs (strategies, power)

16. Essay: Dunlop discussed that the employment ...

Points: 30

Question

Dunlop discussed that the employment relationship existed of as “web of rules.” Explain this concept along with the actors roles/rights and responsibilities.

Answer

Elements to consider in answer: · Specialized government agencies · Hierarchy of managers and their representatives · Hierarchy of workers (nonmanagement) and any spokespersons · Contexts—market and budget/technical characteristics of the workplace and work community/distribution of power · Web of rules—procedures for establishing rules/procedural/substantive

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17. True/False: Dunlop’s concept of shared ideo...

Question Answer

Points: 1

Dunlop’s concept of shared ideology is consistent with the human resources/strategic choice view of industrial relations.

True False

18. True/False: Dunlop’s concept of shared ideo...

Question Answer

Points: 1

Dunlop’s concept of shared ideology refers to a set of common beliefs held by the actors of the industrial relations system.

True False

19. True/False: Dunlop’s industrial relations s...

Question Answer

Points: 1

Dunlop’s industrial relations system stresses the importance of power and conflict.

True False

20. True/False: Employee morale is a conversion mecha...

Question Answer

Points: 1

Employee morale is a conversion mechanism in the IR systems framework.

True False

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21. True/False: Human resources focus on the legal re...

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Human resources focus on the legal regulation of employment relations.

True False

22. Multiple Choice: In the IR system, outputs of the syst...

Question Answer

Points: 1

In the IR system, outputs of the system flow back to the external environment. What is this process called? a. feedback subsystems b. conversion mechanisms c. feedback loop d. conversion loop

23. Multiple Choice: In the IR systems model, which conver...

Question Answer

Points: 1

In the IR systems model, which conversion mechanism often addresses health and safety concerns? a. third-party dispute resolution b. joint committees c. management committees d. government agencies

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24. True/False: In the industrial relations system, c...

Question Answer

Points: 1

In the industrial relations system, conversion mechanisms refer to the processes that convert political values into labour legislation.

True False

25. Multiple Choice: In the industrial relations system, w...

Question Answer

Points: 1

In the industrial relations system, what does the phrase “web of rules” refer to? a. clauses in collective agreements b. steps in preparing for collective bargaining c. three approaches to defining rights and responsibilities d. all the laws governing workplace matters

26. Multiple Choice: In which context does a shared set of...

Question Answer

Points: 1

In which context does a shared set of ideas and beliefs figure prominently? a. strategic choice perspective b. Marxist political economy c. Dunlop’s IR systems model

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d. equity/efficiency theory

27. Multiple Choice: Minimum employment standards are part...

Question Answer

Points: 1

Minimum employment standards are part of which area of law? a. common law b. statutory law c. collective bargaining law d. labour law

28. Essay: Money markets can play a key role on ...

Points: 15

Question

Money markets can play a key role on the industrial relations system. Explain three money market elements discussed in the text which can have an impact on the IR system.

Answer

· Interest rate · Inflation · Exchange rate

29. Short Answer: Name the four actors of the IR system...

Question

Points: 1

Name the four actors of the IR system as presented in the text.

Answer

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1) Labour (employees and associations) 2) Employers and associations 3) Government and associated agencies 4) End users

30. Short Answer: Name the three contexts of DunlopR...

Question

Name the three contexts of Dunlop’s IR system.

Answer

1. Market and budgetary 2. Technological characteristics of the workplace 3. Distribution of power in the larger society

31. Short Answer: Name three labour outcomes of the IR ...

Question

Name three labour outcomes of the IR system.

Answer

1) Union security/rights 2) Hours of work 3) Wages and benefits 4) Job rights 5) Work rules

32. True/False: Precarious work is typically characte...

Question Answer

Points: 1

Points: 1

Points: 1

Precarious work is typically characterized by a fixed number of working hours.

True False

33. True/False: Procedural rules refer to the outcome...

Points: 1

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Procedural rules refer to the outcomes of employment relationships.

Answer

True False

34. True/False: Public administration plays a key rol...

Question Answer

Points: 1

Public administration plays a key role in the industrial relations system.

True False

35. True/False: Some argue that the term “emplo...

Question Answer

Points: 1

Some argue that the term “employee relations” is anti-union, yet some unions use the term for internal staff positions.

True False

36. True/False: Strikes can be both outputs and conve...

Question Answer

Points: 1

Strikes can be both outputs and conversion mechanisms in the IR systems framework.

True False

37. True/False: Technology is included in the economi...

Question Answer

Points: 1

Technology is included in the economics subsystem of the IR systems framework of the textbook.

True

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False

38. Essay: There are several views of how our in...

Points: 15

Question

There are several views of how our industrial relations system developed. Explain two of these views.

Answer

· Neoclassical · Pluralist and institutional · Human resources/strategic choice

39. True/False: There is an increasing overlap in the...

Question Answer

Points: 1

There is an increasing overlap in the use of the terms industrial relations and human resources.

True False

40. Multiple Choice: Values, goals, strategies, and power ...

Question Answer

Points: 1

Values, goals, strategies, and power are part of which component of the IR system model? a. external inputs b. internal inputs c. conversion mechanisms d. outputs

41. Short Answer: What are three criticisms of Dunlop&#... file:///C:/Users/Prof. Salman/Desktop/Chapter_1___Introduction_files/courseMain.html

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Question

What are three criticisms of Dunlop’s IR system?

Answer

1) Descriptive in nature 2) Underestimates importance of power and conflict 3) Static in nature 4) Cannot explain recent/rapid decrease in unionization in the U.S.

42. Multiple Choice: What is a group of workers who are le...

Question Answer

Points: 1

What is a group of workers who are legally permitted to negotiate working conditions with their employer called? a. a collective bargaining association b. a union c. an industrial relations association d. a syndicate

43. Multiple Choice: What is a third-party process used wh...

Question Answer

Points: 1

What is a third-party process used when parties cannot reach a collective agreement on their own called? a. mediation b. grievance arbitration c. fact finding d. interest arbitration

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44. Multiple Choice: What is the fundamental element of th...

Question Answer

Points: 1

What is the fundamental element of the political economy view of industrial relations? a. It focuses on the inherent conflict between employers and employees. b. It examines issues related government and economic policy. c.

It stresses the importance of institutions and multiple actors (including labour) in the employment relationship. d. It is associated with economic analysis of labour markets.

45. Multiple Choice: What process is used to assess propos...

Question Answer

Points: 1

What process is used to assess proposals from an employer and labour prior to a strike or lockout? a. interest arbitration b. mediation c. conciliation d. grievance arbitration

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46. Multiple Choice: What subsystem of the industrial rela...

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Points: 1

What subsystem of the industrial relations model includes technology? a. political b. social/cultural c. legal d. economic

47. Multiple Choice: What term refers to the amount of tim...

Question Answer

Points: 1

What term refers to the amount of time a person has belonged to a union? a. employment record b. longevity history c. employment history d. seniority

48. Multiple Choice: Which component of the IR systems mod...

Question Answer

Points: 1

Which component of the IR systems model has the most direct impacts actors? a. internal inputs

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b. external inputs c. conversion mechanisms d. feedback loop

49. Multiple Choice: Which document outlines the terms and...

Question Answer

Points: 1

Which document outlines the terms and conditions of employment in a unionized workplace? a. employee handbook b. policy manual c. employment contract d. collective agreement

50. Multiple Choice: Which idea of Dunlop’s is very ...

Question Answer

Points: 1

Which idea of Dunlop’s is very similar to conversion mechanisms? a. arbitration b. shared ideology c. procedural rules

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d.

51. Multiple Choice: Which of Dunlop’s concepts are ...

Question Answer

Points: 1

Which of Dunlop’s concepts are most similar to the outputs of the IR systems model in the textbook? a. substantive rules b. procedural rules c. contextual rules d. shared rules

52. Multiple Choice: Which of the following applies to the...

Question Answer

Points: 1

Which of the following applies to the human resources/strategic choice perspective of industrial relations? a. It emphasizes the role of power and conflict. b. It pays a great deal of attention to the role of unions. c. It is anti-union. d. It emphasizes management’s efforts at cooperation.

53. Multiple Choice: Which of the following are internal i... file:///C:/Users/Prof. Salman/Desktop/Chapter_1___Introduction_files/courseMain.html

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Question Answer

Which of the following are internal inputs of Craig’s IR system? a. government b. actors c. ideologies d. strategies

54. Multiple Choice: Which of the following are outputs of...

Question Answer

Points: 1

Which of the following are outputs of the industrial relations system model? a. conciliator’s reports b. collective agreements c. political economics d. conversion mechanisms

55. Multiple Choice: Which of the following can be both a ...

Question Answer

Points: 1

Which of the following can be both a conversion mechanism and an outcome in the IR systems model? a. strike or lockout b. grievance arbitration

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c. day-to-day employment relations d. work climate

56. Multiple Choice: Which of the following is NOT part of...

Question Answer

Points: 1

Which of the following is NOT part of the ecological subsystem? a. weather b. weather forecasting c. ocean access d. natural resources

57. Multiple Choice: Which of the following is most closel...

Question Answer

Points: 1

Which of the following is most closely linked to the pluralist/institutional view of industrial relations? a. human resources management b. political economy c. employment relations d. industrial relations systems approach

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58. Multiple Choice: Which of the following most accuratel...

Question Answer

Points: 1

Which of the following most accurately reflects the reasons for the trend toward precarious employment? a. decrease in unionization b. globalization c. reduced government regulation d. increased supply of labour

59. Multiple Choice: Which statement describes the neoclas...

Question Answer

Points: 1

Which statement describes the neoclassical economics view of industrial relations? a. It sees unions as an artificial barrier to the free market. b. It often examines the impact of class struggle and conflict. c. It sees unions as integral to the labour market. d. It examines issues related to the effects of unions on poverty.

60. Multiple Choice: Which term refers to an action by wor...

Question

Points: 1

Which term refers to an action by workers in which they cease to perform work duties and do not report to work?

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a. slowdown b. strike c. dispute d. walkout

61. Multiple Choice: Which term refers to employment relat...

Question Answer

Points: 1

Which term refers to employment relationships and issues between groups of employees (usually in unions) and their employers (including management groups)? a. labour relations b. employment relations c. industrial relations d. workforce relations

62. Multiple Choice: Which term refers to employment relat...

Question Answer

Points: 1

Which term refers to employment relationships and issues, often in unionized workplaces? a. labour relations b. employment relations

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c. industrial relations d. workplace relations

63. Multiple Choice: Which term refers to the employment r...

Question Answer

Points: 1

Which term refers to the employment relationship between employers and individual employees? a. labour relations b. employment relations c. industrial relations d. human resources

64. Multiple Choice: Which two key areas did Dunlop see as...

Question Answer

Points: 1

Which two key areas did Dunlop see as critical to the employment relationship? a. product and labour b. labour and supply c. demand and supply d. product and services

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65. Multiple Choice: Which type of Dunlop’s rules is...

Question Answer

Points: 1

Which type of Dunlop’s rules is a collective agreement an example of? a. substantive b. procedural c. contractual d. legal

66. Multiple Choice: Which views of industrial relations a...

Question Answer

Points: 1

Which views of industrial relations are based in economics? a. neoclassical economics and pluralist b. human resources/strategic choice and political economy c. neoclassical economics and human resources/strategic choice d. pluralist and political economy

67. Multiple Choice: Who developed the rst widely used, ...

Question

Points: 1

Who developed the first widely used, systemized way to examine employment relationships in North America?

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Answer

a. John Dunlop b. Alton Craig c. Robert Hebdon d. Travor Brown

68. Multiple Choice: Why do some scholars reject the human...

Question Answer

Points: 1

Why do some scholars reject the human resources/strategic choice view of industrial relations? a. The labour market has shifted to nonunionized workplaces. b. It erodes workplace democracy. c. It minimizes the natural conflict between employers and employees. d. A shared ideology no longer exists.

69. Multiple Choice: Why has Dunlop’s systems approa...

Question Answer

Points: 1

Why has Dunlop’s systems approach been criticized over the past 30 years? a. It is too simplistic. b. It overestimates the importance of power and conflict. c. It lacks explanatory power.

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d. It is more theoretical than practical.

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1. Multiple Choice: According to recent evidence, what pe...

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According to recent evidence, what percentage of Canadians are employed in some form of nonstandard work arrangement? a. 15 b. 30 c. 40 d. 50

Points: 1

2. Multiple Choice: At its 2019 convention, the Newfoundl... file:///C:/Users/Prof. Salman/Desktop/Chapter_2___Labour_History_files/courseMain.html

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Answer

At its 2019 convention, the Newfoundland and Labrador Federation of Labour adopted a resolution advocating for the implementation of a national, publicly funded pharmacare plan. This is an example of which kind of unionism? a. “bread and butter” b. business c. social d. political

3. Essay: De ne the term “master–s...

Points: 10

Question

Define the term “master–servant” relationship and describe its implications to common law.

Answer

Prior to unionization, the employment relationship was best described as the master–servant relationship. As the name implies, the employer, as the master, made all the rules. The employee, as a servant, was required to follow these rules. As such, employees had limited protection or rights. This was because the basis of the relationship was common law. Under common law, the employment contract required that employees perform the work and employers pay workers’ wages. There was such a power imbalance between workers and employers that employees were often coerced into agreeing to employment terms and conditions. It was illegal for workers to quit; for them to bargain collectively or to form a union was deemed a conspiracy; and management controlled virtually all aspects of the employment relationship. Common law exists today, and is often used to refer to the law regime for non-union employment. However, employees under common law today have many more rights than they did 100 years ago.

4. Essay: Discuss the three principles of the A...

Question

Points: 15

Discuss the three principles of the American Federation of Labor.

Answer

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Exclusive jurisdiction: Gompers believed that unions should be craft or trade-based.

This meant that only wage earners could be union members and that each union would be responsible for a single occupation or trade: “one union per craft; one craft per union.” Thus, only one union could represent bricklayers, another union could only represent blacksmiths, etc. This exclusive jurisdiction view conflicted with that of groups like the Knights of Labor, which were open to skilled and unskilled labour.

Business unionism (or pure-and-simple unionism): Gompers believed that the primary focus of unions should be the economic well-being of their members rather than political reform. He felt that the best way to ensure workers’ rights was to ensure they had economic security. In fact, he is often quoted as saying, “more, more, and more”—referring to more economic gains for workers. Because of this view, North American unionism is often referred to as “bread and butter” unionism or business (or pure-and-simple) unionism—its focus being to make certain there was bread and butter on the tables of workers. Accordingly, the AFL did not seek to overthrow capitalism or business owners, as was the case of socialist unionism. Rather, Gompers advocated that unions needed to operate in the capitalistic economy with the goal of getting the best deal possible for their members.

Political nonpartisanship: Gompers believed that labour should practise political nonpartisanship—that is, it should not align itself with any one political party or group. Rather, he asserted that labour should create its own priorities, clearly articulate these priorities, seek the endorsement of existing political parties for these priorities, and mobilize members to vote for those politicians or parties that supported labour’s priorities. Among IR circles this became known as “rewarding friends (those that supported labour’s priorities) and punishing enemies (those that did not support labour’s priorities

5. Essay: Discuss why the Industrial Disputes I...

Question

Points: 10

Discuss why the Industrial Disputes Investigation Act was so important to Canada labour relations.

Answer

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In 1907, when William Lyon Mackenzie King held the position of deputy minister of labour, he created the Industrial Disputes Investigation Act (IDIA). The Act, which would become a cornerstone of Canadian law, marked an ongoing trend in Canadian legislation, namely the need for thirdparty intervention prior to a strike. Many of the key elements of the IDIA still hold true today, causing some historians arguing that the IDIA laid the foundation for the particular industrial relations system that exists in Canada.

The act required that all workers and employers in certain industries (i.e., resources, utilities, and transportation) submit their disputes to a threeperson conciliation board prior to a strike or lockout. Parties would present evidence to the panel, and the panel would issue a report. However, there was a required “cooling-off” period once the board completed its report, during which the parties were not permitted to proceed to work stoppage.

Points: 1

6. True/False: Female telephone operators were activ...

Question Answer

Female telephone operators were actively involved in the Winnipeg General Strike.

True False

Points: 1

7. Multiple Choice: How is Canadian labour legislation di...

Question Answer

How is Canadian labour legislation different from the Wagner Act? a. Canadian labour legislation requires mandatory grievance procedures.

b.

Canadian labour legislation requires that employers bargain collectively with certified unions. c. Canadian labour legislation defines unfair labour practices. d. Canadian labour legislation adheres to the doctrine of inclusivity.

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8. True/False: In a “master–servant rela...

Question Answer

Points: 1

In a “master–servant relationship” the basis of the relationship is common law.

True False

Points: 1

9. True/False: James Woodsworth formed the New Democ...

Question Answer

James Woodsworth formed the New Democratic Party (NDP).

True False

Points: 1

10. True/False: Mexico was included in the rst (198...

Question Answer

Mexico was included in the first (1987) Free Trade Agreement.

True False

Points: 1

11. Short Answer: Name ve key elements of the Wagner ...

Question

Name five key elements of the Wagner Act that still remain in today’s labour relations legislation.

Answer

1) It created the National Labour Relations Board.

2) It required that employers bargain collectively with certified unions.

3). It defined unfair labour practices.

4). It gave NLRB the ability to order remedies for employer violations of the NLRA. 5). It adhered to doctrine of exclusivity.

6). It encouraged collective bargaining.

Points: 1

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12. Short Answer: Name the three key principles of the ...

Question

Name the three key principles of the original American Federation of Labor (AFL).

Answer

1) Exclusive jurisdiction 2) Political nonpartisanship 3) Business unionism (or pure and simple unionism)

Points: 1

13. Short Answer: Name the three ways the Knights of La...

Question

Name the three ways the Knights of Labor differentiated from other labour organization.

Answer

1) It believed in creation of one large single union for skilled and unskilled workers.

2) It opposed strikes.

3) It sought to establish a cooperative business.

Points: 1

14. Short Answer: Name two ways in which P.C. 1003 (the...

Question

Name two ways in which P.C. 1003 (the Wartime Labour Relations Regulation) differed from the Wagner Act.

Answer

1) P.C. 1003 included mechanisms to handle workplace disputes during the term of the collective agreement (e.g., grievance procedures).

2) P.C. 1003 required conciliation prior to a legal strike.

Points: 1

15. Short Answer: Present two ways in which governments...

Question

Present two ways in which governments have used legislation to limit union wage gains in the public sector.

Answer

1) Wage and price control legislation (6 and 5; AIB) 2) Legislation replacing collective bargaining (back-to-work legislation)

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16. True/False: The Berlin Convention resulted in the...

Question Answer

Points: 1

The Berlin Convention resulted in the TLC being comprised of many union affiliates.

True False

Points: 1

17. True/False: The Knights of Labor followed the fou...

Question Answer

The Knights of Labor followed the founding principles of the AFL. True False

Points: 1

18. True/False: The Knights of Labor were opposed to ...

Question Answer

The Knights of Labor were opposed to strikes.

True False

Points: 1

19. True/False: The One Big Union (OBU) is often asso...

Question Answer

The One Big Union (OBU) is often associated with the Winnipeg General Strike.

True False

Points: 1

20. True/False: The Rand Formula required that all du... file:///C:/Users/Prof. Salman/Desktop/Chapter_2___Labour_History_files/courseMain.html

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Question Answer

The Rand Formula required that all dues would be paid directly to the employer.

True False

Points: 1

21. True/False: The Wagner Act required that employer...

Question Answer

The Wagner Act required that employers bargain collectively with certified unions.

True False

Points: 1

22. True/False: The nine-hour movement was an interna...

Question Answer

The nine-hour movement was an international worker’s attempt to secure shorter working days.

True False

23. True/False: Unifor is positioning itself as the a...

Question Answer

Points: 1

Unifor is positioning itself as the advocator for employed and unemployed.

True False

Points: 1

24. Multiple Choice: What did the Rand formula achieve for...

Question

What did the Rand formula achieve for unions?

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a. exclusive jurisdiction b. financial security c. political nonpartisanship d. new model unionism

Points: 1

25. Multiple Choice: What dividing feature of the early mo...

Question Answer

What dividing feature of the early movement to unionization was highlighted by the Berlin Convention of 1902? a. fear of financial insolvency b. tripartite conflict resolution c. struggle between craft versus industrial unionism d. business unionism

Points: 1

26. Multiple Choice: What terms refers to the idea that a ...

Question Answer

What terms refers to the idea that a single union represents all workers of an occupational group? a. exclusive jurisdiction b. political nonpartisanship c. business unionism d. pure unionism

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27. Multiple Choice: What was a key feature of newmodel u...

Question Answer

What was a key feature of new-model unionism? a. All members performed the same trade or specialty. b. Apprenticeships were excluded. c. It provided a free supply of labour. d. Unions favoured strike action.

Points: 1

28. Multiple Choice: When did the Nine-Hour Movement take ...

Question Answer

When did the Nine-Hour Movement take place? a. 1872 b. 1919 c. 1935 d. 1956

Points: 1

29. Multiple Choice: When did the Wartime Labour Relation ...

Question Answer

When did the Wartime Labour Relation Regulation (P.C. 1003) come into effect? a. 1919

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b. 1939 c. 1944 d. 1949

Points: 1

30. Multiple Choice: When did the Winnipeg General Strike ...

Question Answer

When did the Winnipeg General Strike take place? a. 1918 b. 1919 c. 1940 d. 1945

Points: 1

31. Multiple Choice: When was the Knights of Labor formed?

Question Answer

When was the Knights of Labor formed? a. 1849 b. 1869 c. 1919 d. 1935

Points: 1

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32. Multiple Choice: When was the Trade and Labour Congres...

Question Answer

When was the Trade and Labour Congress (TLC) founded? a. 1886 b. 1919 c. 1935 d. 1956

Points: 1

33. Multiple Choice: Which aspect of Canadian labour relat...

Question Answer

Which aspect of Canadian labour relations history is similar to labour relations in the United States? a. the division of the labour movement along craft/industrial lines b. allowing civil servants to unionize c. legislated grievance procedures d. elements of social unionism in the national federation of labour

Points: 1

34. Multiple Choice: Which lasting impact of the Nine-Hour...

Question Answer

Which lasting impact of the Nine-Hour Movement is likely still felt in modern workplaces? a. labour standards that regulate overtime b. a divide between craft and industrial unions

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c. the master–servant relationship d. tripartite labour boards

Points: 1

35. Multiple Choice: Which of the following best character...

Question Answer

Which of the following best characterizes the Canadian economy in the 1990s? a. Wages increased significantly. b. The public sector became increasingly unionized. c. There were severe job losses. d. There was a boom in natural resource industries.

Points: 1

36. Multiple Choice: Which of the following has greatly af...

Question Answer

Which of the following has greatly affected public-sector labour relations since the 1990s? a. free trade b. globalization c. freedom of information legislation d. back-to-work laws

Points: 1

37. Multiple Choice: Which of the following occurred rst... file:///C:/Users/Prof. Salman/Desktop/Chapter_2___Labour_History_files/courseMain.html

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Question Answer

Which of the following occurred first in Canadian labour history? a. Berlin convention founds the National Trades and Labour Congress b. Trade Union Act passes c. Public Service Sta

Relations Act passes

d. Winnipeg General Strike

Points: 1

38. Multiple Choice: Which of the following requires membe...

Question Answer

Which of the following requires members of a bargaining unit to pay dues whether or not they are part of the union membership? a. certification b. closed shop c. Rand Formula d. dues check-off

Points: 1

39. Multiple Choice: Which of the following was a historic...

Question Answer

Which of the following was a historical characteristic of the master–servant relationship? a. A master’s power was limited by law. b. Servants were commonly organized in guilds. c. Workers’ legal rights included limited statutory holiday leave.

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d. Refusing work was a criminal offence.

Points: 1

40. Multiple Choice: Which of the following were guiding p...

Question Answer

Which of the following were guiding principles when the American Federation of Labor was founded? a. bipartisan jurisdiction b. exclusive jurisdiction c. overthrow capitalism d. the right to strike

Points: 1

41. Multiple Choice: Which of the following were privatize...

Question Answer

Which of the following were privatized in the 1990s as part of federal government restructuring? a. educational institutions b. government services c. hospitals d. Crown corporations

Points: 1

42. Multiple Choice: Which organization formed in 1956 was...

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Which organization formed in 1956 was a unification between skilled and unskilled workers?

Answer

a. One Big Union b. Canadian Labour Congress c. Canadian Trades and Labour Congress d. Unifor

Points: 1

43. Multiple Choice: Which original, founding AFL principl...

Question Answer

Which original, founding AFL principle did the CLC’s formation deviate from? a. exclusive jurisdiction b. political nonpartisanship c. business unionism d. pure unionism

Points: 1

44. Multiple Choice: Which province rst passed legislati...

Question Answer

Which province first passed legislation requiring employers to bargain collectively with recognized unions? a. New Brunswick b. Ontario c. British Columbia d. Nova Scotia

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Points: 1

45. Multiple Choice: Which sector has been hit the hardest...

Question Answer

Which sector has been hit the hardest by competitive pressures and job losses? a. agriculture b. public sector c. manufacturing d. construction

Points: 1

46. Multiple Choice: Which term best describes the fate of...

Question Answer

Which term best describes the fate of Canadian National Railways? a. privatization b. contracting out c. selling off d. restructuring

Points: 1

47. Multiple Choice: Which term best describes unions that...

Question

Which term best describes unions that organize all workers of an industry or workplace regardless of occupation?

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a. workplace unions b. democratic unions c. trade unions d. industrial unions

Points: 1

48. Multiple Choice: Which term refers to a process in whi...

Question Answer

Which term refers to a process in which trainees learn a trade under the supervision of a senior tradesperson? a. trade school b. development c. trade unionism d. apprenticeship

Points: 1

49. Multiple Choice: Which term refers to the process of a...

Question Answer

Which term refers to the process of an amount automatically being deducted from pay and forwarded to the union? a. certification b. union shop c. dues check-off d. automatic deduction

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50. Multiple Choice: Which traditional union stronghold ha...

Question Answer

Which traditional union stronghold has seen a decline since 2000 as result of restructuring? a. agriculture b. natural resources c. service industry d. public sector

Points: 1

51. Multiple Choice: Which two groups were central to the ...

Question Answer

Which two groups were central to the start of the Winnipeg General Strike? a. metal workers and phone operators b. receptionists and metal workers c. phone operators and carpenters d. carpenters and receptionists

Points: 1

52. Short Answer: While the Canadian labour movement fo...

Question

While the Canadian labour movement followed the American labour movement in the early years, the Canadian labour movement has become significantly more independent since the 1940s. Provide three examples that support this claim.

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1) The ability of public sector to bargain collectively (e.g., PSSRA) 2) The relationship between labour federations and political parties, such as the NDP 3) The formation of the CAW 4) The inclusion of conciliation and workplace dispute resolution mechanisms in labour relations legislation (e.g., P.C. 1003)

Points: 1

53. Multiple Choice: Who is considered by many to be the f...

Question Answer

Who is considered by many to be the founding father of the labour movement in Canada? a. Daniel O’Donoghue b. John A. MacDonald c. John Dunlop d. William Lyon Mackenzie King

Points: 1

54. Multiple Choice: Who was credited with developing the ...

Question

Answer

Who was credited with developing the 1907 Industrial Disputes Investigation Act? a. Daniel O’Donoghue b. Samuel Gompers c. John A. MacDonald d. William Lyon Mackenzie King

Points: 1

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55. Multiple Choice: Why did the Public Service Sta Rela...

Question Answer

Why did the Public Service Sta Relations Act mark an important turning point in Canadian labour relations? a. It allowed workers to appeal certain employment decisions. b.

It granted collective bargaining rights to federal government employees. c.

It denied bargaining rights to a large percentage of Canada’s unionized work force. d.

It mimicked the United States, where civil servants do not bargain collectively.

Points: 1

56. Multiple Choice: Why was the Nine-Hour Movement a sign...

Question Answer

Why was the Nine-Hour Movement a significant point in Canadian labour history? a. It established the right to strike. b.

It provided the foundation for the birth of a formalized Canadian labour movement. c. It abolished trade unionism. d. It drew women into the labour movement.

Points: 1

57. Multiple Choice: Why was the Winnipeg General Strike r... file:///C:/Users/Prof. Salman/Desktop/Chapter_2___Labour_History_files/courseMain.html

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Question

Why was the Winnipeg General Strike remarkable?

Answer

a. It united the western labour movement. b. It was the first large-scale series of sympathy strikes. c. It brought bargaining rights to all employees. d. It resulted in One Big Union in Canada.

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1. True/False: A key economic assumption is that lab...

Success: 59 questions added as a copy. X Question Answer

A key economic assumption is that labour is perfectly mobile.

True False

Points: 1

2. True/False: A monopsony occurs when an organizati...

Question Answer

A monopsony occurs when an organization is the sole market buyer of a good, service, or labour.

True

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False

Points: 1

3. Multiple Choice: According to Marshall’s conditi...

Question Answer

According to Marshall’s conditions, when will unions have more power? a. when product markets are very competitive b. when it is easy to substitute labour for capital c. when there is less competition in the firm’s product market d. when the market for substitutes is competitive

Points: 1

4. Multiple Choice: According to Statistics Canada, which...

Question Answer

According to Statistics Canada, which statement best describes people who are employed part-time? a. They work the same hours as all other part-time employees. b. They usually work 35 hours per week. c. They work fewer hours than the average employee. d. They usually work in their main job less than 30 hours per week.

Points: 1

5. Multiple Choice: According to a Harris/Decima survey, ...

Question Answer

According to a Harris/Decima survey, what percentage of Canadians think unions are no longer needed? a. 28

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b. 38 c. 48 d. 58

Points: 1

6. Multiple Choice: According to a population survey from...

Question Answer

According to a population survey from 1996, what percentage of Canadian workers are satisfied with their jobs? a. 48 b. 61 c. 72 d. 86

Points: 1

7. True/False: According to the Gallup Organization,...

Question Answer

According to the Gallup Organization, there is little evidence that demand for unionization in North America is declining.

True False

Points: 1

8. Multiple Choice: According to the textbook, which of t...

Question

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According to the textbook, which of the following categories of the environment lies outside of the framework for analysis of work–life balance?

Answer

a. economic b. demographic c. social d. legal

Points: 1

9. True/False: An argument in favour of restructurin...

Question Answer

An argument in favour of restructuring policies is that they benefit workers who lack the necessary skills to compete in the new economy.

True False

Points: 1

10. True/False: An elastic supply curve for labour me...

Question Answer

An elastic supply curve for labour means that a small increase in wages will significantly increase labour supply.

True False

11. True/False: An industry is said to be “labo...

Question Answer

Points: 1

An industry is said to be “labour intensive” if labour costs are a high proportion of total costs.

True False

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12. True/False: Between 2013 and 2017, Canada’s...

Question Answer

Between 2013 and 2017, Canada’s poverty rate for children fell from 15 to 8 percent.

True False

Points: 1

13. Short Answer: De ne the ve types of contingent w...

Question

Define the five types of contingent work.

Answer

1) Part-time: work schedule of less than 30 hours a week 2) Contingent: (a) temporary or casual work, and/or (b) a group of professional workers who desire the freedom and flexibility of contingent work 3) Flextime: permits employees to start earlier or later as long as they work the required number of hours per week 4) Compressed work week: condensing the total hours in the traditional work week into fewer days (e.g., 40-hour work week done in four days) 5) Teleworking: working at home, in a satellite working centre, or in another non-traditional workplace, either full-time or part-time, and using telecommunications

14. Essay: Explain three main factors that have ...

Question

Points: 15

Explain three main factors that have contributed to the impact of compositional changes on unions?

Answer

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More women: There was a substantial shift in the proportion of women in unions from just 12 percent in 1977 to 48 percent in 2004. By 2012 slightly more female than male employees belonged to a union or were covered by a collective agreement, at 32.8 percent for women and 30.3 percent for men (ESDC, 2015). This shift reflected, in part, the significant growth of the services sector and the corresponding decline in manufacturing over the period.

Occupational shifts: Over the past 10 years, unions have made significant gains among women, youth, and workers in public administration and in the fast-growing childcare and home-support sectors. On the other hand, unions lost members in manufacturing and technical health fields (medical, dental, veterinary, and therapeutic).

Contingent workers: Part-time. A person is considered to be employed part-time when the number of hours worked at the main job is usually less than thirty hours per week.

Contingent. There is no accepted definition of contingent work. It falls into two broad categories of workers: (1) those who have traditionally worked on a temporary or casual basis and (2) a smaller but growing group of professional and technical contingent workers who desire the freedom and flexibility provided by contingent work.

Flextime. Flextime, as the name indicates, permits employees to start earlier or later as long as the required number of hours are worked per week. The advantage for employees is that they can travel outside of morning and/or afternoon rush hours and may be better able to juggle family commitments (e.g., day care, school, etc.)

Compressed work weeks. The compressed work week involves reallocating the work time by condensing the total hours in the traditional work week into fewer days. A typical example is the four-day, 40-hour work week (4/40), in which employees work four 10-hour days. While the longer work day can create more pressure, some employees prefer this schedule because of the increased number of days off.

Teleworking. Teleworking may involve working at home, a satellite work centre, or other non-traditional workplace, either full-time or part-time, and using telecommunications and the electronic processing of information.

Unions have had less success organizing contingent workers. In 2013, for example, 24.5 percent of part-time employees were in unions, compared to 32.3 percent full-time.

Work in Canada is undergoing significant structural change. Part-time employment (less than thirty hours per week) represented only four percent of the workforce in the 1950s. It has been estimated that contingent workers have grown over the past twenty years to 30 percent of the labour force. It is predicted that the “nonstandard” job of today will become the standard job of the future.

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Points: 1

15. True/False: Globalization has resulted in a great...

Question Answer

Globalization has resulted in a greater mobility of capital and decreases in the flow of goods.

True False

Points: 1

16. Short Answer: How has the Canadian labour movement ...

Question

How has the Canadian labour movement organized new members and avoided union decline?

Answer

1) Labour friendly laws in Canada 2) Labour has received support from political parties. a. Not all eggs are in one basket: Under the Canadian constitution, labour is a provincial matter. Twelve labour laws in the country make it feasible for change to occur in legislation, which provides for flexibility. b. The parliamentary system of government: In Canada’s multi-party system, minority governments are possible. This means that the smaller coalition will have a list of demands that must be met for the governing coalition to exist and survive. Labour has been able to use its political association with the NDP and PQ.

Points: 1

17. Multiple Choice: In a global economy where competition...

Question Answer

In a global economy where competition is intense, why will employers have greater bargaining power? a. demand for labour is elastic b. supply of labour is elastic c. substitutes for local labour are expensive d. product markets are less competitive

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Points: 1

18. True/False: In contrast to its American counterpa...

Question

Answer

In contrast to its American counterpart, the Canadian labour movement has managed to organize new members and avoid the steep decline in union density found in the United States.

True False

Points: 1

19. Multiple Choice: In economic theory, what kinds of mar...

Question Answer

In economic theory, what kinds of markets generally have lower wages and employment levels? a. monopsonistic markets b. poorly mobile job markets c. highly mobile job markets d. monopolistic markets

Points: 1

20. Multiple Choice: In the context of elasticity of deman...

Question Answer

In the context of elasticity of demand, what does “steep demand” mean? a.

A large increase in the quantity demanded will cause a small increase in wages. b.

A small increase in the quantity demanded will cause a large increase in wages.

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c.

A small increase in the quantity demanded will cause a small increase in wages. d.

A large increase in the quantity demanded will cause a large increase in wages.

Points: 1

21. True/False: In theory and in practice, labour mar...

Question Answer

In theory and in practice, labour markets are always competitive.

True False

Points: 1

22. True/False: Inequality in Canada is heading in a ...

Question Answer

Inequality in Canada is heading in a different direction than in the United States.

True False

Points: 1

23. Short Answer: Many believe that unions have outlive...

Question

Many believe that unions have outlived their usefulness. List several reasons that support the belief that unions will eventually decline?

Answer

1) Globalization and the greater pressures on firms to be competitive 2) More individual protection under employment laws 3) Changes in the nature of work, with employees exercising greater control over scheduling (e.g., teleworking, self-employment) 4) Improved human resources practices geared toward individual needs

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24. Essay: Marshall (1920) describes four theore...

Question

Points: 20

Marshall (1920) describes four theoretical conditions that determine the wage elasticity of labour. Describe these four conditions.

Answer

Product market: The more competitive the product market, the greater the employment impact of a wage increase and the elasticity of demand for labour. This is known as the wage–employment trade-o in the sense that when a union increases wages, the higher costs may be reflected in reduced sales. Reduced sales cause reduced demand for labour. Hence, unions will tend to have more power when there is less competition in the firm’s product market. Industries where firms have some degree of monopoly power can more easily absorb a wage increase without affecting employment levels. They can do this because their monopoly power gives them room to raise prices without suffering lower sales (and thus employment levels). Thus, to the extent that free trade increases market competition, union power will be reduced. In terms of elasticity, the more inelastic the demand for labour, the lower the employment trade-off from a wage increase and the greater, therefore, union power.

Substitution effect: The easier it is to substitute capital (machines, new technology, etc.) for labour, the less power labour will have to raise wages.

The firm that can easily substitute other factors of production for labour will possess more bargaining power. This substitution effect may be a longerterm phenomenon, since technological change may take years to implement.

Certain jobs are more essential to the production process than others and hence harder to substitute. For example, airlines cannot function without pilots, and buildings cannot be constructed without electricians.

Labour intensity: Labour intensity is the degree to which labour costs account for production costs. Thus, an industry is labour-intensive if labour costs are a high proportion of total costs. The smaller the proportion of total costs labour is, the lower the employment impact of a wage increase will be, thus giving labour more power. In firms that are highly capital-intensive (e.g., high tech, printing, aerospace), labour will have more bargaining power according to this theory, because firms can absorb a wage increase without a serious impact on total costs and employment. On the other hand, many highly labour-intensive public services, such as police and teachers, will have less bargaining power.

Market for Substitutes: Finally, the more competitive the market for substitute factors of production is, the greater the bargaining power firms will have. The cheaper and more available these substitutes, the greater the impact on employment, and hence the greater the employer’s bargaining power.

Points: 1

25. True/False: Monopoly exists when a rm is a wage...

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Monopoly exists when a firm is a wage setter but not a wage taker.

Answer

True False

Points: 1

26. Multiple Choice: Sometimes it is easier to use machine...

Question Answer

Sometimes it is easier to use machines and technology than to use labour.

Which term refers to this type of situation? a. product market b. substitution effect c. electronic commerce d. labour demand

Points: 1

27. Multiple Choice: Support for unions in North America r...

Question

Answer

Support for unions in North America remains strong, and yet surveys show workers are also very satisfied with their jobs and pay. What can explain these results? a.

The reported studies used different research methods and obtained different results. b. Workers are generally unaware of economic changes that affect them. c. Workers want both a collective and independent voice at work.

d.

Results from studies conducted in Quebec influenced the research findings.

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Points: 1

28. True/False: Temporary and casual work falls under...

Question Answer

Temporary and casual work falls under the category of contingent work.

True False

Points: 1

29. True/False: The Canadian parliamentary system and...

Question

Answer

The Canadian parliamentary system and constitutional fragmentation mean that labour has been able to use its political association with the NDP, and in Quebec with the PQ, to win significant legislative gains.

True False

Points: 1

30. Multiple Choice: The shape of the demand curve is impo...

Question

Answer

The shape of the demand curve is important, because it influences a union’s ability to raise wages without significantly affecting employment levels.

What is this effect called? a. wage-employment trade-off b. wage elasticity c. substitution effect d. labour intensity

Points: 1

31. True/False: Unions have had less success organizi... file:///C:/Users/Prof. Salman/Desktop/Test Canvas_ Chapter_3___Economic__Social__....html

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Question Answer

Unions have had less success organizing contingent workers.

True False

Points: 1

32. True/False: Unions will have more bargaining powe...

Question Answer

Unions will have more bargaining power when there is little competition in the firm’s product market.

True False

Points: 1

33. Multiple Choice: What are Marshall’s four condit...

Question Answer

What are Marshall’s four conditions related to wage elasticity? a. wages, labour market, substitution effect, and product market b.

product market, substitution effect, market for substitutes, and labour intensity c. labour intensity, market for products, substitution effect, and wages d. labour market, work–life balance, product market, and wages

Points: 1

34. Multiple Choice: What are noneconomic sources of union...

Question Answer

What are noneconomic sources of union power? a. immigration policy b. work–leisure lobbyists

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c. community groups d. mandatory union dues check-off

Points: 1

35. Short Answer: What are the components of work–...

Question

What are the components of work–life conflict?

Answer

1) Role overload 2) Work interferes with family (i.e., long hours limit ability to participate in family roles) 3) Family interferes with work (i.e., family demands prevent attendance at work)

Points: 1

36. Multiple Choice: What do Marshall’s four conditi...

Question

What do Marshall’s four conditions do?

Answer

a. explain what elasticity means b. help management in their evaluating procedures c. describe the guidelines for proper bargaining d. determine employment responsiveness to change in wages

Points: 1

37. Multiple Choice: What does “elasticity of supply...

Question Answer

What does “elasticity of supply” mean? a. Labour responds to a decreased demand by raising the wage rate. b. Wage changes are flexible.

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c.

A small change in the wage rate leads to a significant increase in labour supply. d. A steep demand curve results in large wage increases.

Points: 1

38. Multiple Choice: What does Weber’s theory of soc...

Question Answer

What does Weber’s theory of social closure tell us? a. Many occupations erect barriers to restrict supply and affect earnings.

b.

Many institutions remove barriers to increase supply and maintain earnings. c.

Many occupations erect barriers to increase supply and suppress earnings. d.

Many institutions remove barriers to restrict supply and enhance earnings.

39. Multiple Choice: What is a hiring hall?

Question Answer

Points: 1

What is a hiring hall? a. a management-run operation used to recruit workers b.

a human resources tactic used to encourage employees to take different jobs within the firm c.

a union-run centre that coordinates the match between labour and job sites file:///C:/Users/Prof. Salman/Desktop/Test Canvas_ Chapter_3___Economic__Social__....html

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d. a joint union–management plan to recruit workers

Points: 1

40. Multiple Choice: What is one of the biggest challenges...

Question Answer

What is one of the biggest challenges for unions posed by the increasing use of part-time and contingent employees? a.

It becomes increasingly difficult to apply employment standards to these new occupations. b.

It significantly changes the balance of power in favour of management. c. It is difficult for contingent workers to pay union dues. d.

Contingent workers tend to believe they will do better without a union.

Points: 1

41. Multiple Choice: What is teleworking an example of?

Question Answer

What is teleworking an example of? a. contingent work b. occupational shifts c. employee demands d. union demands

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42. Multiple Choice: What is the case of the closure of th...

Question Answer

What is the case of the closure of the General Motors plant in Oshawa an example of? a. the substitution effect of capital for labour b.

the effect of the wage–employment trade-off in a highly competitive environment c. an inelastic demand for labour d. the existence of labour market equilibrium

Points: 1

43. Multiple Choice: What relationship exists between pove...

Question Answer

What relationship exists between poverty rates and the environment of industrial relations? a.

Poverty rates in North America have declined as average incomes have risen since 1989. b.

Union and non-union workers experience nearly identical earning inequality. c.

The widening gap between the wealthy and the poor is directly linked to union decline. d. Union support is greatest among the “working poor.”

Points: 1

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Question

What three important social and historic experiences have led Canada to reject US opposition to collective bargaining?

Answer

1) The 1982 Canadian Charter protected individual rights but facilitated collective bargaining.

2) American firms in Canada are more restricted in anti-union activities.

3) Canada has rejected the U.S. right-to-work approach, which prevents unions from forcing nonmembers to join or pay dues despite enjoying the benefits of unionization.

Points: 1

45. Multiple Choice: Which important social and historic e...

Question

Answer

Which important social and historic experience has led Canada to take a different approach than the United States’ opposition to collective bargaining? a.

The 1982 Charter of Rights and Freedoms facilitates collective bargaining. b. American-owned companies in Canada operate under U.S. law. c.

Right to work legislation in the U.S. does not apply to Canadians working in the U.S. d. Employment legislation is controlled by the federal government.

Points: 1

46. Multiple Choice: Which of following reasons provides t...

Question

Which of following reasons provides the best explanation for union decline?

Answer

a. There is more individual protection under health and safety laws. b. Globalization has reduced levels of competition. c. Improved human resources practices meet individual needs.

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d. There have been significant changes in employment legislation.

Points: 1

47. Multiple Choice: Which of the following best explains ...

Question Answer

Which of the following best explains why there has not been a steep union decline in Canada? a. occupational shift from manufacturing to service b. the existence of labour-friendly laws c. the political system favours business d. a single labour law covers most workers

Points: 1

48. Multiple Choice: Which of the following has the greate...

Question Answer

Which of the following has the greatest influence on today’s industrial relations? a. declining labour intensity b. liberalization of markets c. rising regional unemployment d. very elastic labour supply

Points: 1

49. Multiple Choice: Which of the following is associated ...

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Question Answer

Which of the following is associated with limited labour mobility (as measured by the propensity to move to another province)? a. low income b. fluency in several languages c. a small local population d. high local unemployment

Points: 1

50. Multiple Choice: Which of the following is associated ...

Question Answer

Which of the following is associated with migration between Canadian provinces? a. contingent work b. institutional barriers to supply c. demographic factors d. labour intensity

Points: 1

51. Multiple Choice: Which statement best describes the cu...

Question Answer

Which statement best describes the current economic trends in Canadian industrial relations? a.

International immigrants’ birth rates do not affect potential labour supply. b.

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Retirement choices, leisure choices, and career patterns have little impact on labour supply. c.

Unions are building a base of power from sources other than current labour markets. d. As wages rise, workers want and take more leisure time.

Points: 1

52. Multiple Choice: Which statement best describes the cu...

Question Answer

Which statement best describes the current labour environment? a.

Industrial relations in Canada has remained unchanged over the years. b. Unions are happy with the current labour system in North America. c.

Governments are increasingly reluctant to intervene in labour markets. d.

Unions have to contend with changes in the composition of union members.

Points: 1

53. Multiple Choice: Which statement best explains why uni...

Question Answer

Which statement best explains why unions have declined rapidly in the U.S. but have maintained strength in Canada? a.

The American economy has shifted away from manufacturing, but the Canadian economy has not. b. file:///C:/Users/Prof. Salman/Desktop/Test Canvas_ Chapter_3___Economic__Social__....html

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More Canadian families benefit from a stay-at-home parent who does not work. c. Canadian political parties have little power to change legislation. d. Canada has more labour-friendly laws.

Points: 1

54. Multiple Choice: Which statement best summarized why g...

Question Answer

Which statement best summarized why globalization is considered a force that restricts governments? a. Countries have to conform to international law. b. The federal government can experiment with reforms. c. Progressive governments influence global labour policy. d. Most large countries have conservative governments.

Points: 1

55. Multiple Choice: Which statement best summarizes the c...

Question Answer

Which statement best summarizes the challenges facing today’s Canadian unions? a. Contingent workers are difficult to organize. b. Part-time work represents four percent of today’s labour force. c. Work in Canada is undergoing significant economic change. d. Workers are more interested in politics than workplace issues.

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56. Multiple Choice: Which term best describes the act of ...

Question Answer

Points: 1

Which term best describes the act of working at a nontraditional location outside the employer’s workplace? a. part-time work b. contingent work c. flextime work d. telework

Points: 1

57. Multiple Choice: Which term refers to the desire of bo...

Question Answer

Which term refers to the desire of both employees and employers to achieve a balance between workplace obligations and personal responsibilities? a. work–employment trade-off b. work–life balance c. wage–work trade-off d. life–employment balance

Points: 1

58. Multiple Choice: Why do new forms of work and employme...

Question Answer

Why do new forms of work and employment present major challenges for collective bargaining? a.

Industrial relations practices were designed for workers in stable, longterm employment. file:///C:/Users/Prof. Salman/Desktop/Test Canvas_ Chapter_3___Economic__Social__....html

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b.

Unions are uncertain how to manage their diverse new forms of power. c.

It is difficult to navigate theincreasing variety and complexity of labour legislation. d. Contemporary workers are very dissatisfied with their jobs.

Points: 1

59. True/False: Work organization, labour force compo...

Work organization, labour force composition, and individualization of human resources are examples of some of the profound changes that have occurred over the last 30 years.

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Answer

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1. True/False: A major feature of Roosevelt’s ...

Points: 1

Success: 60 questions added as a copy. X Question Answer

A major feature of Roosevelt’s New Deal was the Wagner Act. True False

Points: 1

2. True/False: A tripartite board has three stakehol...

Question Answer

A tripartite board has three stakeholders: employees, unions, and management.

True False

Points: 1

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3. True/False: A union has the duty not to discrimin...

Question Answer

A union has the duty not to discriminate or act in an arbitrary manner.

True False

Points: 1

4. True/False: An unfair labour practice is an alleg...

Question Answer

An unfair labour practice is an alleged violation of a Labour Relations Act. True False

5. True/False: Certi cation is the process of gaini...

Question Answer

Points: 1

Certification is the process of gaining recognition under the appropriate government.

True False

Points: 1

6. Multiple Choice: Clause 42(1) of the Nova Scotia Trade...

Question

Answer

Clause 42(1) of the Nova Scotia Trade Union Act writes into a collective agreement a dispute resolution mechanism if the agreement lacks such a clause. What is this an example of? a. arbitrators’ influence on public policy b. arbitrators’ interpretation of labour law c. a labour peace provision d. duty of fair representation

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7. True/False: Conciliation is a process in which a ...

Question Answer

Points: 1

Conciliation is a process in which a neutral third party forces labour and management to settle their dispute.

True False

Points: 1

8. True/False: Employer structure is a criterion for...

Question Answer

Employer structure is a criterion for determining an unfair labour practice.

True False

Points: 1

9. Multiple Choice: Employment equity in Canada applies t...

Question Answer

Employment equity in Canada applies to which group? a. women b. agricultural workers c. designated professions d. students

10. Essay: Explain the results of the Snider cas...

Question

Points: 10

Explain the results of the Snider case and its significance to labour relations in Canada.

Answer

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The Snider case went to the British Privy Council, the highest court in Canada at that time. The Privy Council found that the federal government had exceeded its jurisdiction in applying the 1907 IDIA to a province and that in the absence of a national emergency, the provincial responsibility over civil matters must be respected. As a result of this decision, the distinctive Canadian system of shared jurisdiction was given legal authority.

The federal government was given responsibility over such interprovincial industries as communication and transportation, while the provinces were given responsibility for all other areas of commerce.

11. Essay: Explain two examples of how strikes m...

Points: 10

Question

Explain two examples of how strikes may be restricted.

Answer

Conciliation procedures may be imposed at the discretion of the Minister of Labour, and no strike or lockout may legally take place unless the dispute notification and settlement procedures have been completed or dispensed with by authority of the Minister.

Strikes and lockouts are not permitted during the term of an agreement. The agreement must contain a provision for the settlement by arbitration or otherwise of disputes concerning the interpretation of the agreement that arise during its term, without resort to a work stoppage.

12. Essay: Explain two important elements of the...

Points: 10

Question

Explain two important elements of the union recognition process.

Answer

Bargaining Unit: Unless the parties agree, the labour board will be called upon to make a critical determination of which employees are eligible to be covered by the union. This is an important question, because the percentage of employees needed by the union to win a vote or get an automatic certification is expressed as a proportion of the defined bargaining unit.

Labour boards typically apply several criteria to decide which employees are eligible to be included in the bargaining unit.

Unfair labour practices: Unfair labour practices are alleged violations of the Labour Relations Act by employers, unions, or employees. To ensure that workers are free to choose a union, companies and unions are prevented from using intimidation or coercion. Other prohibited actions include the calling or counselling of illegal strikes or lockouts and the failure or refusal to bargain collectively. To redress these violations, labour board remedies include cease-and-desist orders for coercion or intimidation; reinstatements if fired for union activities; and orders to resume bargaining if a party refuses to bargain in good faith.

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13. Short Answer: Give three examples of typical labour...

Question

Give three examples of typical labour board cases.

Answer

1. Certification and decertification 2. Unfair labour practices 3. Declaration of illegal strikes or lockouts

Points: 1

14. True/False: Globalization of trade and the increa...

Question Answer

Globalization of trade and the increased mobility of capital have created pressure for new international labour market rules.

True False

Points: 1

15. Multiple Choice: How does the ILO declaration on Funda...

Question

Answer

How does the ILO declaration on Fundamental Principles and Rights at Work affect Canada? a. Canada must implement a federal minimum wage. b.

Canada must respect freedom of association and collective bargaining. c. Canada must ratify convention 98. d. Canada must implement the ILO-specified discrimination protection.

Points: 1

16. True/False: In Canada strikes are illegal during ...

Question Answer

In Canada strikes are illegal during the term of the collective agreement.

True

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False

Points: 1

17. Multiple Choice: In its 2007 (B.C. Health Services) de...

Question

Answer

In its 2007 ( B.C. Health Services) decision, what did the Supreme Court of Canada use as a reason to declare collective bargaining a constitutional right? a. international labour standards b. Canadian court jurisprudence c. arbitration jurisprudence d. jurisprudence from other Wagner Act countries

Points: 1

18. True/False: In its 2015 decision, the Supreme Cou...

Question Answer

In its 2015 decision, the Supreme Court of Canada limited RCMP members’ right to join a union.

True False

Points: 1

19. Multiple Choice: In several provinces, under what circ...

Question Answer

In several provinces, under what circumstances can a labour board certify a union without an employee vote? a.

if a firm has been found guilty of an unfair labour practice that hindered the vote b. when instructed by the minister of labour file:///C:/Users/Prof. Salman/Desktop/Chapter_4___The_Legal_Environment_files/courseMain.html

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c. if there is no application for certification d. if a community of interest exists

Points: 1

20. True/False: In some provinces, employers may forc...

Question Answer

In some provinces, employers may force a last-offer vote during a strike.

True False

21. True/False: In their original “Labour Trilo...

Question Answer

Points: 1

In their original “Labour Trilogy” decisions, the Supreme Court found that freedom of association included the right to strike.

True False

Points: 1

22. True/False: Labour boards frequently determine ch...

Question Answer

Labour boards frequently determine charges of bad faith bargaining by either labour or management.

True False

Points: 1

23. Short Answer: List two ways in which the Wagner Act...

Question

List two ways in which the Wagner Act dealt with interunion conflict.

Answer

1. Recognition that strikes and lockouts were declared illegal 2. Labour boards were established to supervise the recognition process 3. Union was granted exclusive jurisdiction to represent all employees

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Points: 1

24. True/False: On January 30, 2015, the Supreme Cour...

Question Answer

On January 30, 2015, the Supreme Court constitutionalized the right to strike in Canada.

True False

Points: 1

25. Short Answer: Other than determining who are manage...

Question

Other than determining who are managerial employees, what other factors do labour boards consider in a certification procedure?

Answer

1. The existence of community of interests among the employees seeking representation 2. The wishes of the employees 3. The employer structure

Points: 1

26. True/False: Recent Supreme Court decisions have l...

Question Answer

Recent Supreme Court decisions have limited the bargaining rights of agricultural workers.

True False

Points: 1

27. Multiple Choice: The Snider case resulted in a special...

Question Answer

The Snider case resulted in a special system of law in Canada. What is this system called? a. shared jurisdiction

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b. scientific management c. common law d. dispute investigation

Points: 1

28. Short Answer: The U.S. Wagner Act di ers from Cana...

Question

The U.S. Wagner Act differs from Canadian labour law in two key aspects.

What are they?

Answer

Both aspects restrict the legal use of conflict in Canada.

1. Under the Wagner Act, mediation is voluntary; that is, the parties must request the help of a mediator. In several Canadian jurisdictions, third-party assistance in the form of conciliation is mandatory before a strike can take place.

2. Under Canadian law there is a ban on strikes during the term of a collective agreement.

Points: 1

29. Short Answer: The internal responsibility model of ...

Question

The internal responsibility model of occupational health and safety defines three employee rights and responsibilities. What are they?

Answer

1. The right to know about hazards to which they are exposed 2. The right to participate in joint worker-management health and safety committees 3. The right to refuse unsafe work without fear of reprisal

Points: 1

30. True/False: Under the court ruling of the Snider ...

Question Answer

Under the court ruling of the Snider case the distinctive Canadian system of shared jurisdiction was declared illegal.

True False

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Points: 1

31. Multiple Choice: Under which law are unfair labour pra...

Question Answer

Under which law are unfair labour practices considered alleged violations? a. Criminal Code b. Employment Standards Act c. Labour Relations Act d. Health and Safety Act

Points: 1

32. Multiple Choice: Under which model is it most di cul...

Question Answer

Under which model is it most difficult to obtain first contract arbitration? a. a no-fault approach b. a bad faith bargaining remedy c. a final offer arbitration remedy d. a breakdown in negotiations approach

Points: 1

33. Multiple Choice: What did the Supreme Court of Canada ...

Question Answer

What did the Supreme Court of Canada find in 2015 with regard to the RCMP? a.

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Members of the RCMP should be allowed to join unions but not participate in collective bargaining. b.

Members of the RCMP should be allowed to join unions and participate in collective bargaining. c.

Members of the RCMP should be allowed to join professional associations, but not unions. d. Members of the RCMP do not have the right to join a union.

Points: 1

34. Multiple Choice: What does “the duty of fair rep...

Question Answer

What does “the duty of fair representation” mean? a. Firms must be nondiscriminatory in dealing with employees. b. Employees must treat other employees fairly. c. Unions must represent employees fairly and equally.

d.

Labour boards must represent both union and nonunion employees equally.

Points: 1

35. Multiple Choice: What is an example of the duty of fai...

Question

What is an example of the duty of fair representation?

Answer

a. supporting an irritating employee’s grievance b. a free vote for a union

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c. “one member, one vote” union democracy d. management consent to a union drive on company time

Points: 1

36. Multiple Choice: What is one of the rationales for exc...

Question Answer

What is one of the rationales for excluding managers from unions? a. They have different economic interests. b. They are part of the human resources function. c. They have access to confidential information. d. They object to being in a union.

Points: 1

37. Multiple Choice: What is one reason why good faith bar...

Question Answer

What is one reason why good faith bargaining rarely goes before labour boards? a. Management can usually settle a contract. b. Seventy-five to ninety percent of all cases are settled in mediation. c. Labour boards are too political. d. Labour boards usually do not side with the employees.

Points: 1

38. Multiple Choice: What is the de nition of “syst...

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What is the definition of “systemic discrimination”?

Answer

a. equal pay for work of equal value b. equal pay for protected groups c. unlawful action by one employee against another d.

unequal treatment of a protected group under established company rules

Points: 1

39. Multiple Choice: What is the role of a neutral third p...

Question

What is the role of a neutral third party in arbitration?

Answer

a. to advise the parties of the merit of their case b. to impose good faith bargaining c. to facilitate a negotiated agreement d. to impose a settlement

Points: 1

40. Multiple Choice: What phenomenon resulted from scienti...

Question Answer

What phenomenon resulted from scientific management and mass production? a. greater labour–management cooperation b. rise of craft unionism c. decline of craft unionism d. stricter labour legislation

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Points: 1

41. Multiple Choice: What was the Wagner Act intended to do?

Question Answer

What was the Wagner Act intended to do? a. replace industrial unionism b. protect the union right to organize and strike c. protect employee rights d. establish international labour standards

Points: 1

42. Multiple Choice: Where is the concept of voluntarism m...

Question Answer

Where is the concept of voluntarism most prominent? a. in US labour law b. in provincial law c. in Canadian federal law d. in labour board rulings

Points: 1

43. Multiple Choice: Which fundamental freedom does the Ch...

Question Answer

Which fundamental freedom does the Charter protect? a. association

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b. mediation c. arbitration d. certification

Points: 1

44. Multiple Choice: Which group does a bargaining unit in...

Question Answer

Which group does a bargaining unit include? a. managerial employees b. confidential employees with respect to labour relations c. supervisors d. subordinate employees

Points: 1

45. Multiple Choice: Which group of workers is usually exc...

Question Answer

Which group of workers is usually excluded from employment legislation? a. bank employees b. nurses c. secretaries d. farm workers

Points: 1

46. Multiple Choice: Which of the following are prohibited... file:///C:/Users/Prof. Salman/Desktop/Chapter_4___The_Legal_Environment_files/courseMain.html

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Question Answer

Which of the following are prohibited grounds for discrimination under Canadian human rights legislation? a. place of residence b. family status c. union status d. education status

Points: 1

47. Multiple Choice: Which of the following was a result o...

Question Answer

Which of the following was a result of the Wagner Act? a. Great Depression worsened b. scientific management went into decline c. legitimizing industrial unionization d. union density stabilized

Points: 1

48. Multiple Choice: Which remedy can be granted by labour...

Question Answer

Which remedy can be granted by labour boards? a. establish inquiry commission b. order last–offer vote c. issue cease-and-desist orders for intimidation

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d. establish a tripartite board

Points: 1

49. Multiple Choice: Which statement best de nes “g...

Question Answer

Which statement best defines “good faith bargaining”? a. Labour and management must make reasonable offers. b. Both parties must bargain in an honest manner. c.

Both parties must make a significant attempt to negotiate a collective agreement. d. Both parties must bargain in a cooperative manner.

Points: 1

50. Multiple Choice: Which statement best describes certif...

Question Answer

Which statement best describes certification procedures in Canada? a. All provinces require unions to win a vote of the employees. b. Management can have a say in selecting the union. c. Certification may occur without a vote in some provinces. d. Employee votes are not legally binding.

Points: 1

51. Multiple Choice: Which statement best re ects the leg...

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Which statement best reflects the legal environment in Canada?

Answer

a. It is legal to strike during the term of an agreement. b.

No province has a law preventing replacement workers during a strike. c.

Arbitrators have limited powers to interpret collective agreement terms. d. Freedom of association includes the right to bargain collectively.

Points: 1

52. Multiple Choice: Which topic is generally NOT addresse...

Question Answer

Which topic is generally NOT addressed by employment law? a. hours of work b. overtime c. health and safety d. pay performance systems

Points: 1

53. Multiple Choice: Why are Canadian labour boards tripar...

Question Answer

Why are Canadian labour boards tripartite in nature? a. to match the three levels of jurisdiction in Canada b. to represent three competing stakeholder perspectives c. to prevent a tie

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d. to allow boards to hear three kinds of cases

Points: 1

54. Multiple Choice: Why are labour boards an important al...

Question Answer

Why are labour boards an important alternative to courts? a. Courts are never neutral. b. Lawyers are not present at board hearings. c. Tripartite stakeholders do not agree. d. Courts do not specialize in labour law.

Points: 1

55. Multiple Choice: Why is conciliation controversial?

Question Answer

Why is conciliation controversial? a. A facilitator imposes a settlement. b. It favours unions because conciliators often take the union side. c. It gives management time to stockpile. d. It is always required in labour disputes.

Points: 1

56. Multiple Choice: Why is the determination of the barga...

Question

Why is the determination of the bargaining unit an important labour relations issue?

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Answer

a. Employer structure can alter the bargaining unit. b. Labour boards cannot make this determination. c. Certification thresholds depend on the size of the unit. d. It is based on management interests.

Points: 1

57. Multiple Choice: Why was P.C. 1003 introduced in Canad...

Question Answer

Why was P.C. 1003 introduced in Canada nine years after the Wagner Act? a.

The Canadian parliamentary political system is slower than the American one. b. World War II and employer resistance delayed its implementation. c. A strong labour movement made change unnecessary. d. It was met with union opposition.

Points: 1

58. Multiple Choice: Why was the Snider decision important?

Question Answer

Why was the Snider decision important? a. It protected the employer right to manage. b. It determined that labour relations fell under federal jurisdiction. c. It determined that labour matters fell under provincial jurisdiction. d. It provided for conciliation before a strike could take place.

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Points: 1

59. Multiple Choice: Why was the Supreme Court decision in...

Question

Why was the Supreme Court decision in the Lavigne case (1991) important?

Answer

a. It ensured unrestricted freedom of association. b. It recognized that union goals need not be political in nature. c. It established a baseline tolerance for discrimination. d.

It recognized that union goals include legitimate social and political goals which reach beyond collective bargaining.

Points: 1

60. Multiple Choice: Why was the principle of exclusivity ...

Why was the principle of exclusivity important in developing labour law?

Question Answer

a. It defined bargaining units. b. It reduced conflict between unions. c. It limited management rights. d. It defined the bargaining unit

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1. True/False: A “company union” is an i...

Points: 1

Success: 80 questions added as a copy. X Question Answer

A “company union” is an independent workers’ organization whose members all work for a single employer.

True False

2. True/False: According to “institutionalists...

Question

Answer

Points: 1

According to “institutionalists,” the macroeconomic purpose of wealth redistribution could be achieved by replacing individual bargaining with collective bargaining through unions.

True False

Points: 1

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3. Multiple Choice: According to institutional economists...

Question Answer

According to institutional economists, which mechanism improves the efficiency and equity of markets? a. unregulated trade b. unions with bargaining rights c. macroeconomic policy d. wealth creation

Points: 1

4. True/False: According to the textbook, unions may...

Question Answer

According to the textbook, unions may avoid trying to unionize smaller workplaces because of stronger resistance from management.

True False

Points: 1

5. Multiple Choice: According to the textbook, why do wor...

Question Answer

According to the textbook, why do workers join unions? a. collective voice, utility, and ideology b. collective voice, collective agreement, and social inclusion c. better pay, better benefits, and ideology d. better pay, collective agreement, and social inclusion

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6. Multiple Choice: According to the textbook, why might ...

Question Answer

Points: 1

According to the textbook, why might it sometimes be harder to unionize larger workplaces than smaller ones? a. Workers are afraid of losing seniority. b. They may have more resources to resists unionization. c. It can be difficult coordinate a larger group of people. d. Workers are more likely to be ideologically against unions.

Points: 1

7. True/False: Blue-collar workers are more likely t...

Question Answer

Blue-collar workers are more likely to join a union for economic reasons than for noneconomic ones.

True False

Points: 1

8. True/False: By the mid-2000s, union density among...

Question Answer

By the mid-2000s, union density among female employees started to surpass that of male employees.

True False

9. True/False: Canada’s two largest unions are...

Question Answer

Points: 1

Canada’s two largest unions are both private-sector unions.

True False

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10. True/False: Canadian patterns of unionization are...

Question Answer

Canadian patterns of unionization are very similar to those in the United States, but on a smaller scale.

True False

Points: 1

11. True/False: Community attitudes toward unions a ...

Question Answer

Community attitudes toward unions affect a worker’s desire (or lack of desire) to join a union.

True False

Points: 1

12. True/False: Craft-union organizing was de ned by...

Question Answer

Craft-union organizing was defined by the way goods were produced in North America True False

13. Essay: Describe two of the three broad appro...

Question

Points: 1

Describe two of the three broad approaches used to justify the existence of unions.

Answer

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The institutional economists believed that unions would improve both the efficiency and equity of markets by providing a greater balance of bargaining power between individuals and firms (Kaufman, 2000). This belief was in part a reaction to the unregulated markets of the nineteenth century that led to exploitative wages, excessive workplace injuries and deaths, and the general lack of opportunities for personal growth and development at work.

The macroeconomic purpose of wealth redistribution could be achieved by replacing individual bargaining with collective bargaining through unions.

Conditions of unfettered markets that produce such negative outcomes as substandard wages would be replaced with union protection. Thus, the institutionalists envisioned win–win outcomes for employers, workers, and the public at large.

Even more important than enhancing economic outcomes was the institutionalist objective for unions: promoting industrial democracy.

Scholars defined industrial democracy in various ways, ranging from simple profit-sharing to government ownership of the means of production. For the institutionalists, there were four key elements of industrial democracy: 1. Employee voice in determining work rules. Representative democracy in industry is representation of organized interests” and “it is the equilibrium of capital and labor—the class partnership of organized capital and organized labor, in the public interest.”

2. A written law of workplace rules. Whether carved on stone by an ancient monarch or written in a Magna Carta by a [sic] King John, or embodied in collective agreement between a union and employer, the intent is the same, to subject the ruler to definite laws to which subjects or citizens may hold him when he attempts to exercise arbitrary power.

3. A binding procedure for the enforcement of the written law. Like the Constitution of the United States, the agreement has become a “government of law and not of men.” A man is not deprived of his job without “due process of law.”

4. A balance of power between management and labour. If one party to the employment relationship has a preponderance of power, it is likely that this power will be used in ways that are both arbitrary and onerous.

Points: 1

14. Short Answer: Discuss the main purpose and goals of...

Question

Discuss the main purpose and goals of the Canadian Labour Congress.

Answer

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1. The CLC’s mandate is to advance a broad social agenda to improve the lives of all workers—that includes the principles of social justice, economic security, a sustainable environment, and a peaceful world. This includes specific advocacy for: i. the creation of better and more secure jobs ii. better public pension plans and retirement security iii. a stronger public healthcare system iv. affordable and accessible childcare v. workplace safety vi. collective bargaining rights vii. employment equity 2. Education: courses in workplace health and safety, fighting racism and discrimination, media and public relations, economics, campaign management, human rights and global solidarity, as well as workplace representation and union steward training 3. Research and analysis: in-depth analysis on issues such as working conditions, health and safety, wages and benefits, healthcare, pensions and retirement security, immigration, training, employment insurance, and social and economic equality

15. Essay: Discuss three reasons employees join ...

Question

Points: 1

Discuss three reasons employees join unions.

Answer

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Collective voice: When dissatisfied or frustrated on the job, employees join unions to remedy the sources of dissatisfaction through collective representation. Existing research suggests that non-union employees who are dissatisfied with their jobs and the companies for which they work want union representation more than those employees who are satisfied with their jobs and companies. Employees who perceive that their company is doing better financially or that their industry has more growth potential have a much greater desire to join a union. This desire is perhaps due to a feeling of entitlement to share in the company success. Thus, it is also important to consider a company’s performance variables.

Utility: This theory asserts that employees will join unions if the unions are able to satisfy a utility function consisting of such economic concerns as wages and benefits or anxiety over job security. Unions have to be seen as able to “deliver the goods.”

Politics or ideology: Under this theory, employees join unions for political or ideological reasons. Employees who have more positive attitudes to unions are more likely to want to join. Reasons for supporting a union may range from purely political to familial (having a family member in a union) to communal (community attitudes are supportive of unions). One study found, for example, that prounion youth workers had a predisposition for collective solutions to social and economic issues.

Research shows that union support is linked to employee dissatisfaction, but adds attitudes toward work, perceived company performance, and intention to quit as other factors for supporting unions.

When determining the desire for unionization among blue-collar workers, economic or extrinsic satisfaction appears to be more important than noneconomic or intrinsic satisfaction. In addition, workers who had more company tenure were more likely to want to join a union. The study also found that women and minorities were significantly more likely to want unionization than men and non-minorities. Immigrants also show a higher than average propensity to unionize.

16. Essay: Discuss why internal union democracy ...

Question

Points: 20

Discuss why internal union democracy has been shown to be an important factor in winning union elections, union renewal, and worker perceptions of union power.

Answer

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Unions exist not just to better workers’ economic conditions but to give them a voice. Democracy gives them that voice. It is not enough to assume that union officers know what members want, for the officers are often wrong.

Over the long run, democracy makes unions more effective: it weeds out the corrupt and incompetent. It gives the officers an incentive to perform better.

Decisions made by the members (such as a decision to go on strike) are more likely to be implemented by the members. Democracy helps mobilize member support.

Having a choice is of great symbolic value and considerably increases the members’ identification with their union.

Democracy unearths and trains leaders, especially the unpaid, shop-level leaders who would seem to be essential for strong unions.

There is no comprehensive theory of union democracy, but scholars have identified several factors that may influence their democratic practices: • Newly organized groups of workers will be highly active in the union— control by members over leaders is highest at this stage.

• Member control and influence may decline over time as the union establishes itself.

• As product markets grow, local unions amalgamate into larger more centralized entities—unions can become large, bureaucratic, and more remote from the rank and file.

• This bureaucratization leads to a dependence on professionals and nonelected officials—rank and file inevitably lose some control.

• Internal democracy can be diminished in unions by the apathy and ignorance of the members; except in a crisis (e.g., a strike vote), members do not attend meetings.

• Elected leaders tend to stifle opposition, but bargaining requires some discipline and control in order to maintain solidarity; the challenge is to achieve a balance between these competing forces.

Points: 1

17. True/False: Employees under the age of 25 are muc...

Question Answer

Employees under the age of 25 are much less likely to belong to a union or to be covered by a collective agreement than older employees.

True False

Points: 1

18. True/False: From 2001 to 2019, CUPE has grown by ... file:///C:/Users/Prof. Salman/Desktop/Chapter_5___The_Union_Perspective_files/courseMain.html

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Question Answer

From 2001 to 2019, CUPE has grown by 35 percent.

True False

Points: 1

19. True/False: Globalization has increased the barga...

Question Answer

Globalization has increased the bargaining power of unions by allowing money to move more freely across borders.

True False

Points: 1

20. Multiple Choice: How does union security language in a...

Question Answer

How does union security language in a collective agreement protect the union’s survival? a. It ensures that new employees support a union. b. It replaces legislation. c. It provides a guarantee of income to the union through dues. d. It enhances union coverage.

Points: 1

21. True/False: If unions want to keep the allegiance...

Question Answer

If unions want to keep the allegiance of their members, they must fulfill their primary function of providing distributive justice to their members.

True False

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22. True/False: In Canada, a union is legally require...

Question Answer

In Canada, a union is legally required to represent all individuals covered by a collective agreement, whether or not they have signed a union card.

True False

Points: 1

23. Multiple Choice: In addition to economic gains from co...

Question Answer

In addition to economic gains from collective bargaining, what are industrial unions primarily concerned with? a. restricting entry into professions b. licensing and regulation of competitors c. training and educating members d. broad social issues in their community

Points: 1

24. Short Answer: In which four areas does the Canadian...

Question

In which four areas does the Canadian Labour Congress suggest we need to invest for future “green jobs”?

Answer

1. Increase energy efficiency, building retrofits, and green building.

2. Invest in rail and mass-transit infrastructure.

3. Reduce the distance between the producer and consumer and encourage production of everything from green vehicles to windmill blades here in Canada.

4. Develop renewable-energy sources.

Points: 1

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25. True/False: Internal union democracy has been sho...

Question

Answer

Internal union democracy has been shown to be an important factor in winning union elections, union renewal and worker perceptions of union power.

True False

Points: 1

26. True/False: It is possible to organize a union th...

Question Answer

It is possible to organize a union that is not affiliated with either a national or international union.

True False

Points: 1

27. True/False: Labour councils participate in many c...

Question

Answer

Labour councils participate in many community organizations to promote and advance the economic, social, cultural, and political interests of union members and the wider community.

True False

Points: 1

28. Short Answer: List ve areas of public policy in w...

Question

List five areas of public policy in which social unions have promoted members’ interests beyond the workplace.

Answer

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1. Housing 2. Taxation 3. Education 4. Medical services 5. The environment 6. International relations 7. Homelessness and poverty 8. Minimum wage 9. Childcare 10. Universal pharmacare

Points: 1

29. Short Answer: List ve distinct categories of unio...

Question

List five distinct categories of unions and provide one example of each.

Answer

1. Craft unions such as firefighters, nurses, carpenters 2. Industrial unions such as the CAW, UFCW, Steelworkers 3. Public-sector unions such as CUPE, NUPGE, PSAC 4. Unions with roots outside the workplace such as CLAC 5. Independent locals dealing with a single employer, such as the Association of Employees of the University of Ottawa

Points: 1

30. Short Answer: List ve reasons why a democratic st...

Question

List five reasons why a democratic structure is important for unions.

Answer

1. It gives workers a voice.

2. It makes unions more effective.

3. Decisions made by members are more likely to be implemented.

4. It increases members’ identification with their union.

5. It trains new leaders.

Points: 1

31. Short Answer: List four issues that are likely to b...

Question

List four issues that are likely to be prominent when unions try to organize women.

Answer

1. Pay equity 2. Sexual harassment 3. Childcare 4. Maternity provisions

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32. Short Answer: List three forms of union security in...

Question

List three forms of union security in Canada.

Answer

1. Closed shop 2. Union shop 3. Rand Formula

Points: 1

33. True/False: Local labour councils provide a criti...

Question Answer

Local labour councils provide a critical link between labour and the broader community.

True False

Points: 1

34. True/False: Locals are subunits of the parent nat...

Question Answer

Locals are subunits of the parent national or international union, and as such may have aims that diverge somewhat from the parent organization.

True False

Points: 1

35. Short Answer: Name four institutionalist objectives...

Question

Name four institutionalist objectives for unions’ promotion of industrial democracy.

Answer

1. Employee voice in determining work rules 2. A written law of workplace rules 3. A procedure for enforcing written workplace rules 4. A balance of power between labour and management

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Points: 1

36. True/False: National labour bodies are particular...

Question Answer

National labour bodies are particularly important in Canada because most labour legislation is federal.

True False

Points: 1

37. True/False: Newfoundland has the highest union de...

Question Answer

Newfoundland has the highest union density in Canada.

True False

Points: 1

38. True/False: People who are satis ed in their job...

Question Answer

People who are satisfied in their jobs, take pride in their work, and feel fairly paid are less likely to join unions.

True False

Points: 1

39. True/False: Provincial federations of labour are ...

Question Answer

Provincial federations of labour are the main bodies pushing labour’s issues on legislation and other policy areas with provincial governments.

True False

Points: 1

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40. True/False: Public-sector unions evolved in respo...

Question Answer

Public-sector unions evolved in response to changes in labour legislation and an increase in public services.

True False

41. True/False: The CLC’s mandate is to advance...

Question Answer

Points: 1

The CLC’s mandate is to advance a broad social agenda to improve the lives of all workers.

True False

Points: 1

42. True/False: The Canadian Labour Congress is the l...

Question Answer

The Canadian Labour Congress is the largest central labour body in Canada.

True False

Points: 1

43. True/False: The International Labour Organization...

Question Answer

The International Labour Organization is an agency of the United Nations that includes representatives from labour, management, and government True False

Points: 1

44. True/False: The Rand Formula requires all members...

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Question Answer

The Rand Formula requires all members of a bargaining unit to pay union dues, whether or not they choose to join the union.

True False

Points: 1

45. True/False: The public sector is more highly unio...

Question Answer

The public sector is more highly unionized in the United States than in Canada.

True False

Points: 1

46. True/False: The recent shift to a more individual...

Question Answer

The recent shift to a more individualistic employment relationship has affected union identity.

True False

Points: 1

47. Multiple Choice: There have been three great waves of ...

Question Answer

There have been three great waves of unionization in Canada, each with its own defining elements. What are the three waves? a. craft, industrial, and public sector b. craft, socialist, and public sector c. socialist, craft, and industrial d. public sector, socialist, and industrial

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Points: 1

48. True/False: Three of the six biggest unions in Ca...

Question Answer

Three of the six biggest unions in Canada are public-sector unions.

True False

49. True/False: Unifor’s broad social agenda st...

Question Answer

Points: 1

Unifor’s broad social agenda stand is very similar to those of the occupational unions.

True False

Points: 1

50. True/False: Union density statistics answer the q...

Question Answer

Union density statistics answer the question of whether the growth in union membership has kept pace with the natural growth in the labour force.

True False

Points: 1

51. True/False: Unionized employees who work for larg...

Question Answer

Unionized employees who work for larger companies are more likely to want to leave their unions.

True False

Points: 1

52. Multiple Choice: Unions joining in supporting the camp... file:///C:/Users/Prof. Salman/Desktop/Chapter_5___The_Union_Perspective_files/courseMain.html

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Question Answer

Unions joining in supporting the campaign for an increased minimum wage is an example of which kind of unionism? a. social b. industrial c. business d. “bread and butter”

Points: 1

53. Short Answer: What are the three main categories of...

Question

What are the three main categories of unions?

Answer

1. Craft unions 2. Industrial unions 3. Public-sector unions

Points: 1

54. Short Answer: What are the two key elements of a le...

Question

What are the two key elements of a legal definition of a union?

Answer

1. Collective bargaining as its purpose 2. Union must be independent of the employer

Points: 1

55. Short Answer: What are three reasons for comparing ...

Question

What are three reasons for comparing union membership in Canada with the situation in the United States?

Answer

1. The economies of the two countries are very closely linked.

2. In many areas, Canada tends to follow US patterns, so the comparison may provide a key to the future here.

3. The comparative approach allows for more rigorous analysis.

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56. Short Answer: What can you say about union density ...

Question

What can you say about union density in Canada over the past 30 years?

Answer

1. Union density is increasing among women.

2. Union density is declining among youth.

3. Union density remains high in the public sector but is declining in the private sector.

4. There is considerable variation by province.

57. Multiple Choice: What does “union coverage”...

Question Answer

Points: 1

What does “union coverage” measure? a. all workers who are covered by a collective agreement b. the percentage of all workers who are union members c. union members as a percentage of the nonagricultural workforce d. the percentage of union members who pay dues

Points: 1

58. Multiple Choice: What is the International Brotherhood...

Question Answer

What is the International Brotherhood of Electrical Workers an example of? a. an employer-sponsored association b. an industrial union c. a national union d. a craft union

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59. Multiple Choice: What is the primary focus of business...

Question Answer

Points: 1

What is the primary focus of business unionism? a. to promote the economic welfare of the employer b. to run an effective and efficient organization c. to achieve economic gains through collective bargaining d. to ensure the long-term employment security of a specific industry

Points: 1

60. Multiple Choice: What key element of industrial democr...

Question Answer

What key element of industrial democracy are grievance and arbitration processes examples of? a. an employee voice in determining work rules b. a written law of employment standards c. a binding procedure for the enforcement of written law d. a balance of power between management and labour

Points: 1

61. Multiple Choice: What two elements of the legal de ni...

Question Answer

What two elements of the legal definition of unions are essential under Canada’s labour relations laws? a.

labour organization that bargains collectively and supports the right to strike file:///C:/Users/Prof. Salman/Desktop/Chapter_5___The_Union_Perspective_files/courseMain.html

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b.

labour organization that bargains collectively and is independent of the employer c.

labour organization that supports the right to strike and supports political action d.

labour organization that supports political action and is independent from the employer

Points: 1

62. Multiple Choice: What type of union is Unifor an examp...

Question Answer

What type of union is Unifor an example of? a. industrial b. occupation c. craft d. social justice

Points: 1

63. Multiple Choice: Which aspect of globalization has ero...

Question Answer

Which aspect of globalization has eroded the bargaining power of unions? a. free movement of capital b. international labour protections c. rising education levels

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d. continuing poverty

Points: 1

64. Multiple Choice: Which entitlement is typical of an en...

Question Answer

Which entitlement is typical of an enterprise union? a. Workers are entitled to a safe and healthy workplace. b. Workers are entitled to a good public healthcare system. c. Members of society are entitled to a strong economic system. d.

Members of society are entitled to a safe and sustainable environment.

Points: 1

65. Multiple Choice: Which factor best explains why unions...

Question Answer

Which factor best explains why unions have been more successful organizing in Canada than in the US? a. demographic differences b. higher proportion of female members c. variation in economic stability d. differences in political environment

Points: 1

66. Multiple Choice: Which great wave of unionization in C...

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Question Answer

Which great wave of unionization in Canada corresponded with assemblyline production? a. craft b. industrial c. public sector d. socialist

Points: 1

67. Multiple Choice: Which of the following are two of the...

Question Answer

Which of the following are two of the three approaches institutionalists use to justify the existence of unions? a. economics and social justice b. human rights and social justice c. politics and social justice d. economics and politics

Points: 1

68. Multiple Choice: Which of the following best describes...

Question Answer

Which of the following best describes the relationship between unions and environmental activists? a.

The environmental activist movement is primarily funded by labour organizations. b.

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c. The relationship is difficult because of different ideologies. d. They are often in conflict, as unions are afraid of job losses.

Points: 1

69. Multiple Choice: Which of the following best explains ...

Question Answer

Which of the following best explains why independent unions have limited social and political objectives? a. Local company conditions are their priority. b. They lack the financial power of large membership. c. They are opposed to collective bargaining. d. They are nonpartisan organizations.

Points: 1

70. Multiple Choice: Which of the following do institution...

Question Answer

Which of the following do institutionalists consider a key objective or function of unions? a. achieving the right to strike b. influencing government social policy c. promoting industrial democracy d. freedom of association

Points: 1

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71. Multiple Choice: Which of the following is a factor th...

Question Answer

Which of the following is a factor that might influence the non-collectivebargaining activities of a union? a. history of violent struggles b. labour laws c. company union d. human rights

Points: 1

72. Multiple Choice: Which of the following is an example ...

Question Answer

Which of the following is an example of a social justice unionism goal that extends beyond the workplace? a. organization of all workers in an industry b. elimination of harassment and discrimination c. justice in the hiring process d. seniority clauses in collective agreements

Points: 1

73. Multiple Choice: Which of the following is an importan...

Question Answer

Which of the following is an important link between unions and the broader community? a. Canadian Labour Congress b. provincial labour federation

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c. local labour council d. New Democratic Party

Points: 1

74. Multiple Choice: Which of the following is beyond the ...

Question

Which of the following is beyond the scope of the democratic structure of unions?

Answer

a. Union members make decisions about collective bargaining. b. Union members must show solidarity in collective bargaining. c. Union members make decisions about political affiliation. d. Union members set the union’s policies.

Points: 1

75. Multiple Choice: Which of the following is limited by ...

Question Answer

Which of the following is limited by the International Labour Organization’s international labour standards? a. child labour b. freedom of association c. the right to strike d. collective bargaining

Points: 1

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Question

Answer

Which organization is responsible for the Declaration on Fundamental Principles and Rights at Work? a. the UN b. the CLC c. the ILO d. the AFL-CIO

Points: 1

77. Multiple Choice: Which statement most accurately descr...

Question Answer

Which statement most accurately describes industrial unions? a. They were a response to assembly-line methods of production. b. They tried to organize all production workers in an occupation. c. They focused on collective bargaining instead of broad social issues. d. They primarily organized office workers.

Points: 1

78. Multiple Choice: Why do craft unions often lack a stro...

Question Answer

Why do craft unions often lack a strong social agenda? a.

This form of unionism arose before corporate social responsibility was popular. b. The complexity of many trades makes social activism impossible.

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c.

Their goals are tied to promoting opportunities that exist in a specific occupation. d. They are prevented by law from joining political parties.

79. Essay: Why do employees leave unions?

Points: 1

Why do employees leave unions?

Question Answer

Unionized employees who work for larger companies are more likely to want to leave their unions. This might be because of the union security clauses of larger companies requiring their employees to join unions even if the employees have no desire to do so. Unionized employees who are less satisfied with their compensation and benefits also have a greater desire to leave their unions. Research also identified a strong relationship between the employees’ level of dissatisfaction with the company and their desire to leave both the company and the union.

Generally, unionized employees will express discontent with the union if it fails to fulfill its primary function of providing distributive justice for its members. A company’s performance appears to significantly influence employees’ desire to join and, to a lesser extent, leave an existing union.

Employees will generally seek change if they perceive that their current working environment is not in their best interests.

Points: 1

80. True/False: Women and minorities were signi cant...

Women and minorities were significantly more likely to want unionization than men and non-minorities.

Question Answer

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1. Multiple Choice: A provincial government has introduce...

Success: 56 questions added as a copy. X Question

Answer

A provincial government has introduced changes to the Labour Relations Act that require a secret vote in the workplace for a union to be certified.

This is action at which level of the strategic choice model? a. collective bargaining b. workplace c. long-term strategic d. short-term strategic

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2. Multiple Choice: According to the textbook, what e ec...

Question Answer

Points: 1

According to the textbook, what effect have unions had on companies who have adopted HPWPs? a.

Results are inconclusive whether a union facilitates or impedes the implementation of HPWP. b. Unions impede the development of HPWPs. c. Unions facilitate the development of HPWPs. d. Unions are indifferent to the development of HPWPs.

Points: 1

3. Multiple Choice: According to the textbook, which mana...

Question Answer

According to the textbook, which management strategy regarding unionization is Canada leaning toward? a. We have not seen a radical shift toward union removal policies. b. There is a trend toward non-union approach in older operations. c. There is a slight trend toward union-removal strategies. d. New firms are unionizing at a greater rate.

Points: 1

4. Multiple Choice: According to the textbook, why did em...

Question

According to the textbook, why did employers hold more power than employees in the master–servant relationship even though common law required employers to pay wages?

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Answer

a. Collective bargaining enhanced their power. b.

There were no rules about how much/how often employees were paid. c. Court decisions favouring employees were ignored by employers. d. Common law explicitly states that employers hold more power.

Points: 1

5. Multiple Choice: According to your textbook, what e e...

Question Answer

According to your textbook, what effect is artificial intelligence likely to have on employment practices? a. It will increase the use of nonstandard work. b. It will increase the gap between high and low pay. c. It will decrease the gap between high and low pay. d. It will standardize employment practices.

Points: 1

6. True/False: An example of union-resistance behavi...

Question Answer

An example of union-resistance behaviour would include illegally firing union organizers.

True False

Points: 1

7. Multiple Choice: At what level does strategic choice t...

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Question Answer

At what level does strategic choice theory highlight the importance of decision making? a. union b. firm c. individual employee d. high performance work group

Points: 1

8. Short Answer: Describe the reasons why the presence...

Question

Describe the reasons why the presence of a union may either facilitate or impede the implementation of high-performance work practices (HPWP).

Answer

1. Facilitate: (i) unions can facilitate the employee trust and job security needed for the long-term adoption of HPWPs; (ii) unions can advocate for the longer-term investments needed to successfully implement HPWPs; (iii) many of the HPWP elements related to promotion from within, training, and fair selection processes are consistent with union interests; (iv) unionized workplaces have lower turnover and higher retention rates, which reduces the costs of HPWPs related to training and selection; (v) unions have a communication infrastructure that can be used to facilitate the implementation of HPWPs; and (vi) unions enable an independent, collective voice (complementary to, but separate from, the management-sponsored individual voice contained in HPWPs) that can improve the level of employee commitment needed for successful implementation of HPWPs. 2. Impede: (i) the traditional adversarial role of unions and management is such that unions may be less likely to support what might be perceived as promanagement HPWPs; (ii) unions may perceive that HPWPs are a threat to job security; (iii) unions have often fought for, and negotiated, clear rules that limit management’s flexibility and discretion in hiring, training, pay, and so on.

HPWPs may be perceived as a way for management to regain that flexibility and discretion at the expense of employees; and (iv) HPWPs—given their focus on voice, good pay, increased training, and so on—may be seen as a form of union substitution.

Points: 1

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9. Short Answer: Employers argue that nonstandard work...

Question

Employers argue that nonstandard work provides many advantages to both workers and employers. Discuss (1) the advantages of nonstandard work as proposed by employers, and (2) the research evidence concerning these jobs versus “standard” jobs.

Answer

1. Employers argue that nonstandard work arrangements can offer the advantages of increased flexibility, better work–life balance, improved ability to recruit and retain employees, lower turnover rates, less employee stress and anxiety, less commuting time, and lower child-care costs.

2. The evidence to date suggests that employees in nonstandard work arrangements have fewer benefits, lower wages, and less job security relative to workers in “standard” jobs.

Points: 1

10. True/False: Evidence suggests that more than 40 p...

Question Answer

Evidence suggests that more than 40 percent of Canadians are employed in some form of nonstandard work arrangement.

True False

Points: 1

11. True/False: Evidence to date suggests that employ...

Question Answer

Evidence to date suggests that employees in nonstandard work arrangements are better paid than workers in standard jobs.

True False

12. Essay: Explain 2 management strategies relat...

Question

Points: 1

Explain 2 management strategies related to unions.

Answer

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A strategy of union acceptance is grounded in the belief that unionization is somewhat inevitable. Management accepts the fact that unionization is a democratic right and part, if not all, of the company’s operations will be unionized. However, this does not mean that management will relinquish control of the operation to the union. Rather, the goal is for management to obtain the best deal that it can to meet its operational needs.

A union resistance strategy in essence contains two somewhat contrasting elements. On one hand, management accepts the right of employees to organize and may follow a union-acceptance strategy in the parts of the organization that are currently unionized. In such unionized workplaces, management will seek to get the best deal that it can and will negotiate in good faith without any attempt to remove the union. On the other hand, management will oppose any further unionization of its workforce. This attempt to stop union inroads may include active opposition to union drives and challenging certification procedures. Examples of union avoidance behaviours include illegally firing union organizers or supporters, restricting union access to the workplace, hiring consultants to assist in an anti-union campaign, training managers to oppose the drive, and threatening to close the operation if it becomes unionized.

Union removal seeks to remove the union wherever it exists in the workforce. This is also sometimes called “union busting.” Again, it essentially has two elements. In unionized workplaces, management endeavours to ensure that unionized employees’ working conditions, wages, and benefits are not superior to those of non-union employees. In so doing, they attempt to send a message to union members that the union is not getting them a better employment package than they would receive if they were not union members. In non-unionized workplaces, management will try to discourage union activity by sending the message that there is little to gain from unionization and will openly resist any union certification drives.

The strategy of union substitution applies to non-union operations and workplaces. In essence, taken to its fullest, union substitution is designed to give non-union employees all of the due process elements (e.g., appeal procedures, clear policies applied consistently), representation (e.g., teams), and compensation advantages of unionization. Take for example the fact that many non-union employers have employee handbooks that contain policies concerning discipline, discrimination, hours of work, wages, benefits, appeal processes, and performance expectations. In essence, these handbooks are very similar to a collective agreement with the exception that each individual employee signs the book as there is no collective agreement negotiated by a union. Therefore, it can be argued that management, through its HRM policies and practices, attempts to provide a substitute to unionization that makes employees see unionization as unnecessary. This strategy is also called a union avoidance strategy in that one avoids unionization through a substitution strategy.

13. Essay: Explain the concept of human resource...

Question

Points: 1

Explain the concept of human resources management as it relates to employer–employee relationship.

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Answer

Many of the concepts of the HRM perspective grew out of the human relations school and the closely associated field of organizational behaviour.

At the core of this view is the relationship between individual employees and their employers, often represented by management. Most HRM practitioners and scholars focus on issues associated with the selection, performance appraisal, training, and compensation of individual employees.

In this role, the HRM professional seeks to balance the need for fairness in workplace procedures with the organization’s need to remain efficient and productive. It can be argued that the HRM perspective minimizes the elements of industrial democracy, or democratic processes in the workplace (since it is not focused on collective representation), as well as the inherent conflict between management and worker as they attempt to achieve their competing needs.

14. Essay: Explain the concept of scienti c man...

Points: 1

Question

Explain the concept of scientific management as it relates to employer– employee relationships.

Answer

The Industrial Revolution brought forth a new form of workplace organization. We saw a movement toward large-scale industrial workplaces employing large groups of workers. In these workplaces, much of the focus was on mass production through assembly lines. Workers went from performing a large number of tasks to becoming specialists in a small number of tasks, and in some cases, a single task. Much of the push for task specialization started in the early 1900s with the advent of Frederick Taylor’s theory of scientific management.

Two key principles of Taylor’s theory follow. First, work should be divided into simple tasks, and workers should be trained to perform a small number of these simple tasks. Second, managers should perform all planning and decision-making tasks while workers merely perform simple tasks in accordance with the plans and decisions made by management. Given the role of management in the planning and decision making, and the employees’ role of following directions, we see that elements of the master– servant relationship remained in this industrial-based perspective. That is, the master made the rules, and the worker followed with little say in work processes or the workplace as a whole. In many ways, this perspective saw the employee as an extension of the machines they ran; the goal was to reduce costs by making the production line (and those running it) as efficient as possible. This quest for efficiency exists today.

15. Essay: Explain the three elements of the str...

Question

Points: 1

Explain the three elements of the strategic choice framework as it relates to industrial relations.

Answer

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The strategic choice framework highlighted three elements. First, IR decisions are made at three levels: the business level (i.e., long-term strategic level); the collective bargaining level; and the day-to-day workplace level. The (or strategic) level would represent the senior management of the organization where long-term strategies are developed and implemented. The collective bargaining level would represent the level of the firm where collective agreements are negotiated and implemented.

The workplace level focuses on the front-line management group that deals with day-to-day workplace issues within the organization. Second, effective strategies require these three levels (i.e., strategic, collective bargaining, and workplace) to work in one direction in order to achieve major goals. Thus, these strategic choices must be designed to achieve a significant goal, planned and executed from the highest level, and must have a long-term focus. Third, strategic choices can have a longer-term impact on all actors of the industrial relations system. The key here is that the strategic choice of one actor can impact the other actors and indeed the IR system.

Points: 1

16. Multiple Choice: How are human resources management an...

Question Answer

How are human resources management and industrial relations similar? a. Both were founded on human relations theory. b. Both separate strategy from function. c. Both believe that bargaining is the best way to ensure equity. d. Both are associated with the equity-efficiency theory.

Points: 1

17. Multiple Choice: How did Taylorism perpetuate the mast...

Question Answer

How did Taylorism perpetuate the master–servant relationship? a. Early assembly lines were small operations with few employees. b. Time and motion studies required master–servant interaction. c.

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d. Productivity studies showed how to address social needs of workers.

Points: 1

18. Multiple Choice: How does the textbook describe the wa...

Question Answer

How does the textbook describe the way employees view the fairness of how decisions are made in the workplace? a. interactional justice b. organizational justice c. distributive justice d. procedural justice

Points: 1

19. True/False: Human relations is grounded in the be...

Question Answer

Human relations is grounded in the belief that managers and workers have conflicting views and values that cannot be resolved.

True False

Points: 1

20. Multiple Choice: In which management strategy does man...

Question Answer

In which management strategy does management partly accept employees’ right to unionize and yet seeks to limit the spread of unions in the firm? a. union resistance b. union removal

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c. union substitution d. union acceptance

Points: 1

21. True/False: It has been argued that human resourc...

Question Answer

It has been argued that human resources management minimizes workplace democracy.

True False

Points: 1

22. Short Answer: List the four speci c management str...

Question

List the four specific management strategies related to unions according to Thompson (1995).

Answer

1. Union acceptance 2. Union resistance 3. Union removal 4. Union substitution

Points: 1

23. Short Answer: Name the four phases of business/orga...

Question

Name the four phases of business/organizational strategy process.

Answer

1. Assessments of external and internal environment 2. Strategy formation 3. Strategy implementation 4. Strategy evaluation

Points: 1

24. Short Answer: Name three elements of organizational...

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Question

Name three elements of organizational justice theory.

Answer

1. Distributive justice 2. Procedural justice 3. Interactional justice

Points: 1

25. Short Answer: Name three of the key principles of B...

Question

Name three of the key principles of Barbash’s concept of equity.

Answer

1. Employees need to have a say in the work they perform (“voice”).

2. Employees require due process in the handling of complaints.

3. Employees are entitled to fair treatment at work.

4. Employees are entitled to meaningful work.

5. Employees need fair compensation and secure employment.

Points: 1

26. True/False: Non-union employment– management...

Question Answer

Non-union employment–management programs are illegal by labour law legislation in Canada.

True False

Points: 1

27. True/False: Strategic HRM can be de ned in terms...

Question

Answer

Strategic HRM can be defined in terms managing of HRM philosophies, policies, and practices in a manner that supports the achievement of the organizational strategy.

True False

Points: 1

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Question Answer

The strategic choice framework highlights the role of management’s choices and decisions.

True False

Points: 1

29. Short Answer: The strategic choice framework states...

Question

The strategic choice framework states that IR decisions are made at three levels. What are the three levels?

Answer

1. The business level (i.e., long-term strategic level) 2. The collective bargaining level 3. The day-to-day workplace level

Points: 1

30. True/False: The strategy of union acceptance is g...

Question Answer

The strategy of union acceptance is grounded in the belief that unionization is somewhat inevitable.

True False

Points: 1

31. True/False: The strategy of union substitution ap...

Question Answer

The strategy of union substitution applies to non-union operations and workplaces.

True False

Points: 1

32. True/False: There is general agreement that a bus...

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Question Answer

There is general agreement that a business/organizational strategy process includes three phases.

True False

33. True/False: Under a master–servant relation...

Question Answer

Points: 1

Under a master–servant relationship, there was rarely interference by courts, and when there was, it was usually in the employers’ favour.

True False

Points: 1

34. True/False: Union-removal strategies include payi...

Question Answer

Union-removal strategies include paying unionized workers more than nonunionized workers.

True False

Points: 1

35. Short Answer: What are the three key elements of hu...

Question

What are the three key elements of human resources strategies?

Answer

1. Specific practices (e.g., selection, promotion) 2. Specific policies (e.g., policies and procedures related to performance appraisal) 3. Overall human resources philosophy

Points: 1

36. Multiple Choice: What characteristic do some non-union...

Question

What characteristic do some non-union employee–management plans share with unionized workplaces?

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Answer

a. Workers pay dues similar to union dues. b. Employee representatives are democratically elected by workers. c. Employers pay workers for attendance at association meetings. d. Minutes of meetings are edited by management.

Points: 1

37. Multiple Choice: What does Barbash’s concept of ...

Question Answer

What does Barbash’s concept of equity have in common with organizational justice theory? a. secure employment b. meaningful work c. equitable treatment at work d. non-discrimination at work

Points: 1

38. Multiple Choice: What factors do human resources profe...

Question Answer

What factors do human resources professionals seek to achieve balance between? a. fairness and performance b. efficiency and inequity c. fairness and efficiency d. equity and opportunity

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Points: 1

39. Multiple Choice: What reason does the text give for ar...

Question Answer

What reason does the text give for arguing that many professional organizations are quasi-union in nature? a. They can go on strike. b. They include skilled tradespersons. c. They are certified by labour relations boards. d. Employers and employees can agree to an arbitration process.

Points: 1

40. Multiple Choice: Which approach re ects common-law em...

Question Answer

Which approach reflects common-law employment relationships pertaining to non-union workplaces? a. scientific management b. human relations c. master–servant relationship d. human resources management

Points: 1

41. Multiple Choice: Which argument suggests that the stra...

Question Answer

Which argument suggests that the strategic choice framework applies in Canada? a. There is a low level of union density in the private sector.

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b. There is a rise in non-unionized industries in Canada. c. There is a rising union density in Canada’s private sector. d. Governments have shifted toward supporting labour issues.

Points: 1

42. Multiple Choice: Which argument suggests that the stra...

Question Answer

Which argument suggests that the strategic choice framework does NOT apply in Canada? a. Labour legislation in Canada is pro-management. b. Canada’s union density rate has fallen rapidly. c. Union organizing has avoided new sectors of the economy. d. Canada’s public sector is heavily unionized.

Points: 1

43. Multiple Choice: Which cluster is associated with high...

Question Answer

Which cluster is associated with high-performance practices? a. ability enhancing practices b. employer acceptance practices c. management-by-objectives d. human relations practices

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44. Multiple Choice: Which management approach is grounded...

Question Answer

Which management approach is grounded in the belief that effective management techniques can minimize employer–employee conflict? a. human relations b. master–servant relationship c. human resources management d. Taylorism

Points: 1

45. Multiple Choice: Which management strategy is grounded...

Question Answer

Which management strategy is grounded in the belief that unionization is a democratic right? a. union resistance b. union acceptance c. union substitution d. union removal

Points: 1

46. Multiple Choice: Which of the following do employees i...

Question Answer

Which of the following do employees in nonstandard work arrangements experience more often than those in standard jobs? a. better benefits and wages b. more job security

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c. increased unionization d. low wages

Points: 1

47. Multiple Choice: Which of the following is a comprehen...

Question Answer

Which of the following is a comprehensive human resources strategy designed to improve organizational performance? a. strategic human resources management b. human relations c. high-performance work practices d. participative management

Points: 1

48. Multiple Choice: Which of the following is a possible ...

Question Answer

Which of the following is a possible (unintended) outcome of implementing non-union employee representation (NER)? a. The number of grievances increases. b. There is increased employee turnover. c. Employees may use it as stepping stone to form a union. d. There is increased conflict over wages.

Points: 1

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Question Answer

Which organizational justice concept corresponds to Dunlop’s concept of substantive rules? a. strategic choice b. procedural justice c. equity d. due process

Points: 1

50. Multiple Choice: Which term refers to precarious emplo...

Question Answer

Which term refers to precarious employment? a. professional employment b. sales employment c. management occupations only d. nonstandard work arrangements

Points: 1

51. Multiple Choice: Which view emphasizes the importance ...

Question Answer

Which view emphasizes the importance of management in shaping (or transforming) industrial relations? a. master–servant b. human relations c. strategic choice framework

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d. Taylorism

Points: 1

52. Multiple Choice: Which view is centred on the relation...

Question Answer

Which view is centred on the relationship between individual employees and their employers? a. human relations b. master–servant relationship c. human resources management d. Taylorism

Points: 1

53. True/False: While the evidence of a positive rela...

Question

Answer

While the evidence of a positive relationship exists, researchers have struggled to prove that high-performance work practices (HPWPs) cause organizational performance improvements.

True False

Points: 1

54. Multiple Choice: Why are nonstandard work arrangements...

Question Answer

Why are nonstandard work arrangements popular as a management strategy? a. They can align levels of labour with business production needs. b. They provide work–life balance.

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c. They standardize work schedules for employees. d. They enhance the relationship between pay and performance.

Points: 1

55. Multiple Choice: Why was scienti c management a logic...

Why was scientific management a logical evolution from the master– servant model of management?

Question Answer

a.

Large numbers of factory employees were more challenging to manage. b. Frederick Taylor’s theory built on earlier management theories. c. Simple tasks of an earlier time gave way to more complex tasks. d. Large numbers of factory workers were more easily managed.

Points: 1

56. True/False: With scienti c management, workers w...

With scientific management, workers went from performing a large number of tasks to becoming specialists in a small number of tasks, and in some cases, a single task.

Question

Answer

True False

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1. Multiple Choice: According to the textbook, what is re...

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According to the textbook, what is required in order for integrative bargaining to be successful? a. a strict control over exchange of information b. ignorance about the other party’s needs c. a partisan approach to trust d. a free exchange of information

Points: 1

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2. Multiple Choice: According to the textbook, which of t...

Question Answer

According to the textbook, which of the following applies when parties are negotiating for the first time? a. Their first contract will be established quickly. b. They are more likely to have unrealistic expectations. c. They will avoid tactical bargaining mistakes. d. They are more likely to have built strong trust.

Points: 1

3. True/False: An example of a distributive issue is...

Question Answer

An example of a distributive issue is wages.

True False

Points: 1

4. True/False: An important assumption of the employ...

Question Answer

An important assumption of the employment relationship is the existence of a conflict of interests between managers and those they manage.

True False

Points: 1

5. True/False: Cooperative and adversarial negotiati...

Question Answer

Cooperative and adversarial negotiations often take place at the same time.

True False

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Points: 1

6. Short Answer: De ne and describe the four subproce...

Question

Define and describe the four subprocesses of collective bargaining.

Answer

1. Distributive bargaining: A form of negotiations in which two parties compete over the distribution of some fixed resource. An adversarial or competitive style is used, and monetary issues are common in this type of bargaining.

2. Integrative bargaining: A form of bargaining in which there is potential for a solution that produces a mutual gain. This approach is also known as win-win bargaining, interest-based bargaining, and principled bargaining.

Issues such as health and safety are common in this type of bargaining.

3. Intra-team bargaining: Bargaining within union and management teams during the collective bargaining process. Each team member may represent specific issues for particular workers.

4. Attitudinal structuring: The difficult process of building the mutual respect and trust for an enduring and positive collective bargaining relationship. This may include, for example, permanent joint union– management committees.

7. Essay: De ne interest-based bargaining, sta...

Points: 1

Question

Define interest-based bargaining, state its assumptions and main elements, and briefly describe the steps involved.

Answer

IBB is a cooperative form of bargaining in which the parties focus on their interest, not on positions. It’s also known as principled, integrative, positivesum, and collaborative bargaining.

Based on four assumptions: Management and labour can both win; they can assist each other to win; open discussion expands the area of mutual interest; and decision making is based on options, not power.

Its main elements: Focus on issues not personalities, problem-solving approach, free exchange of information, emphasis on interests not positions, create options to satisfy mutual interests.

Steps: 1. Identify the problem: Frequent sessions, agenda items with joint problemsolving potential, formulate specific problems rather than general concerns 2. Search for alternative solutions: Exploratory discussion before formal proposals, tackle issues that are easy to resolve first 3. Systematically compare alternatives: Report preferences, combine proposals to make patterns of agreement, consider remedial actions that improve relationship

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8. Short Answer: Discuss three reasons why InterestBa...

Question

Discuss three reasons why Interest-Based Bargaining (IBB) so difficult to achieve?

Answer

Mixed-issue bargaining: Any round of collective bargaining discusses distributive, integrative and hybrid issues, which makes it very complex.

Given this, it’s sometimes difficult to fully exploit integrative potential.

Negotiators who use an adversarial style ignore integrative potential or hybrid issues. Negotiators need to be able to adapt to each style depending on each issue, but this is easier said than done.

Bargaining history: The parties may have a long history of adversarial negotiations. In this climate, it’s common for bargaining positions to harden.

Also, some unions oppose all forms of cooperation for ideological reasons.

Theory: Unless there is complete certainty that the other side will also use a cooperative style, the risk of adopting this style may be too great. A party that switches to the distributive style during negotiations will end up with more at the expense of the other party.

9. Short Answer: Discuss two dos and don’ts of b...

Question

Discuss two dos and don’ts of bargaining?

Answer

Do not start with tough or high priority issues first.

Points: 1

Tactical: Parties may not be able to generate any momentum and talks could collapse. Starting with lesser issues can produce positive momentum, getting negotiations started in the right direction.

Strategic: Neither side will want a strike or lockout over issues of lesser importance. If wages and benefits are resolved, the parties are likely to encounter difficulties in generating support for any noneconomic issues.

Points: 1

10. True/False: Distributive bargaining is a category...

Question Answer

Distributive bargaining is a category of negotiations usually characterized by an adversarial or competitive style.

True False

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11. True/False: Fisher and Ury assume a dichotomy bet...

Question Answer

Points: 1

Fisher and Ury assume a dichotomy between integrative and interest-based bargaining processes.

True False

Points: 1

12. True/False: Focusing on real cases, joint problem...

Question Answer

Focusing on real cases, joint problem-solving, and sharing information are common tactics of building trust.

True False

Points: 1

13. Multiple Choice: In which form of bargaining will a di...

Question Answer

In which form of bargaining will a discussion of options and alternatives be included in the bargaining process? a. distributive b. hybrid c. intra-team d. mutual gains

Points: 1

14. Multiple Choice: In which type of bargaining are barga...

Question

In which type of bargaining are bargaining mandates commonly invoked?

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Answer

a. win-win b. zero-sum c. mutual gain d. intra-team

Points: 1

15. True/False: Individual negotiations are bilateral...

Question Answer

Individual negotiations are bilateral in nature.

True False

Points: 1

16. True/False: Individual negotiations are similar t...

Question Answer

Individual negotiations are similar to bargaining over the terms of a collective agreement.

True False

Points: 1

17. True/False: Integrative bargaining is founded on ...

Question Answer

Integrative bargaining is founded on the assumption that bargaining outcomes can expand the pie to enable both sides to win.

True False

Points: 1

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Question Answer

Interest-based bargaining is a positive-sum game.

True False

Points: 1

19. True/False: It is always wise to resolve tough an...

Question Answer

It is always wise to resolve tough and high-priority issues first.

True False

Points: 1

20. True/False: Katz, Kochan, and Hicks created a col...

Question Answer

Katz, Kochan, and Hicks created a collective bargaining model that takes into account all aspects of collective bargaining, not just monetary issues.

True False

Points: 1

21. True/False: The bottom line represents the best p...

Question Answer

The bottom line represents the best possible outcome short of a lockout for the employer.

True False

Points: 1

22. True/False: The rst step in bargaining occurs w...

Question

The first step in bargaining occurs when management and the union prepare for bargaining.

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Answer

True False

Points: 1

23. True/False: The three steps in Interest-based bar...

Question Answer

The three steps in Interest-based bargaining are to identify the problem, search for alternative solutions, and systematically compare alternatives.

True False

24. True/False: Today’s negotiator needs to kno...

Question Answer

Points: 1

Today’s negotiator needs to know both integrative and distributive negotiating styles.

True False

Points: 1

25. Multiple Choice: Under what circumstances does a contr...

Question Answer

Under what circumstances does a contract zone exist? a. There is no overlap between each side’s bottom line. b. The union has the highest expected strike wage. c. There is overlap between each side’s bottom line. d. Management has the lowest expected strike cost package.

Points: 1

26. Multiple Choice: What are distributive bargaining and ... file:///C:/Users/Prof. Salman/Desktop/Chapter_7___Collective_Bargaining_files/courseMain.html

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Question Answer

What are distributive bargaining and attitudinal structuring examples of? a. elements of the triangle of pressures b. steps in an IBB process c. components of Hicks’ model d. subprocesses of collective bargaining

Points: 1

27. Multiple Choice: What are plant closures, pensions, an...

Question Answer

What are plant closures, pensions, and technological changes examples of? a. distributive issues b. hybrid issues c. integrative issues d. principled issues

Points: 1

28. Short Answer: What are the main di erences between...

Question

What are the main differences between individual and collective bargaining?

Answer

1. Individual negotiations are bilateral in nature, but collective bargaining involves multiple parties (i.e., employees, unions, supervisors, managers) with different pressures and interests.

2. Issues may be inherently adversarial, or have potential for a win-win outcome, or even be a combination of both. This makes collective bargaining complex because all three types of issues are negotiated at the same time.

3. In collective bargaining, the relationship between the parties is ongoing, whereas in individual bargaining the parties may never see each other again.

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Points: 1

29. Multiple Choice: What are the parties trying to distri...

Question Answer

What are the parties trying to distribute in distributive bargaining? a. costs of arbitration b. fixed resources c. roles during bargaining d. equal participation on bargaining teams

Points: 1

30. Multiple Choice: What are the three processes that ref...

Question Answer

What are the three processes that reflect the triangle of pressures? a. community, employee, and union consultation b. conciliation, mediation, and arbitration c. collective bargaining, human resources, and intra-union dynamics d. recruitment, selection, and compensation

Points: 1

31. Multiple Choice: What did Katz, Kochan, and Hicks deve...

Question Answer

What did Katz, Kochan, and Hicks develop? a. collective bargaining model b. subprocesses of collective bargaining

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c. triangle of pressures d. the interest-based bargaining model

Points: 1

32. Multiple Choice: What feature do collective bargaining...

Question Answer

What feature do collective bargaining and individual negotiations have in common? a. They follow a defined process. b. There is always a resolution. c. They can be adversarial. d. They are repetitive processes.

Points: 1

33. Multiple Choice: What features of collective bargainin...

Question Answer

What features of collective bargaining make it more complex than individual negotiations? a. It lasts longer and costs more. b. It involves different types of issues. c. It is secret and contentious. d. It involves exaggerated positions and trust.

Points: 1

34. Multiple Choice: What happens when parties have diverg... file:///C:/Users/Prof. Salman/Desktop/Chapter_7___Collective_Bargaining_files/courseMain.html

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Question Answer

What happens when parties have divergent expectations of the outcome wage? a. estimated cost of a strike rises b. no contract zone c. estimated cost of stockpiling rises d. strike cost per worker falls

Points: 1

35. Multiple Choice: What is Interest-based bargaining?

Question Answer

What is Interest-based bargaining? a. bargaining in which the parties explore what they have in common b. a form of bargaining in which there is a winner and a loser c. bargaining within management and union teams d. a form of third-party bargaining that is binding on the parties

Points: 1

36. Multiple Choice: What is another term for “posit...

Question Answer

What is another term for “positive-sum bargaining”? a. principled bargaining b. distributive bargaining c. distanced bargaining d. attitudinal structuring

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Points: 1

37. Multiple Choice: What is the con ict of interest assu...

Question Answer

What is the con ict of interest assumption? a. There is a conflict of interests between union and management. b.

There is a conflict of interests between managers and those they manage. c.

There is an inherent conflict between the need for efficiency and equality. d.

There is an inherent conflict between the need for efficiency and economic well being.

Points: 1

38. Multiple Choice: What is the rst step in bargaining?

Question Answer

What is the first step in bargaining? a. The union and management serve notice to bargain. b. The parties meet. c. The momentum builds for settlement. d. Management and the union prepare for bargaining.

Points: 1

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39. Multiple Choice: What is the process of rati cation?

Question Answer

What is the process of ratification? a. The parties agree to suspend negotiations. b. Each party approves the tentative settlement.

c.

Management approves the negotiated settlement but the union does not. d.

The union approves the negotiated settlement but management does not.

Points: 1

40. Multiple Choice: What is the purpose of having a singl...

Question Answer

What is the purpose of having a single spokesperson during collective bargaining? a. protects management and union relationships b. eliminates conflict within bargaining teams c. protects confidential information d. manages unrealistic expectations

Points: 1

41. Multiple Choice: What is zero-sum game associated with?

Question Answer

What is zero-sum game associated with? a. competitive bargaining

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b. intra-team bargaining c. principled bargaining d. building trust

Points: 1

42. Multiple Choice: What type of bargaining is usually ch...

Question Answer

What type of bargaining is usually characterized by an adversarial style? a. integrative b. collective c. distributive d. principled

Points: 1

43. Multiple Choice: When has distributive bargaining been...

Question Answer

When has distributive bargaining been shown to be a more effective approach than IBB? a. in a crisis b. in an exceptionally bad relationship c. when monetary issues are present d. when there is a high level of trust

Points: 1

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44. Multiple Choice: Where are intra-team con icts of int...

Question Answer

Where are intra-team conflicts of interest resolved? a. at the bargaining table b. at arbitration c. in team caucus d. at conciliation

Points: 1

45. Multiple Choice: Which assumption about the IR system ...

Question Answer

Which assumption about the IR system is highlighted in distributive bargaining? a. mutual interests b. a shared ideology c. distributive organization of work d. inherent conflict between labour and management

Points: 1

46. Multiple Choice: Which form of bargaining is also refe...

Question Answer

Which form of bargaining is also referred to as “principled negotiations”? a. distributive b. intra-team c. integrative

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d. individual

Points: 1

47. Multiple Choice: Which form of negotiations involves t...

Question Answer

Which form of negotiations involves two parties competing over a limited resource? a. zero-sum bargaining b. integrative bargaining c. principled bargaining d. intra-organizational bargaining

Points: 1

48. Multiple Choice: Which of the following are examples o...

Question Answer

Which of the following are examples of distributive issues? a. wages, vacations b. pensions, technological changes c. pensions, vacations d. rest breaks, benefits

Points: 1

49. Multiple Choice: Which of the following are examples o...

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Which of the following are examples of integrative issues?

Answer

a. health and safety, pensions b. plant closures, technological change c. rest breaks, health and safety d. wages, overtime rates

Points: 1

50. Multiple Choice: Which of the following contributes to...

Question Answer

Which of the following contributes to achieving a contract zone? a.

The parties share an understanding that there will be the potential to strike or lockout. b. The economic conditions change dramatically. c. The parties are new to the relationship. d.

The parties have a shared understanding of what is an acceptable wage package.

Points: 1

51. Multiple Choice: Which of the following is an example ...

Question Answer

Which of the following is an example of employer–union member pressure? a. decreased stock price b. temporary replacement employees c. settlements by rival unions

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d. loss of income during a strike

Points: 1

52. Multiple Choice: Which of the following is typically c...

Question Answer

Which of the following is typically considered a hybrid issue? a. newsletters b. technological change c. pay d. health and safety

Points: 1

53. Multiple Choice: Which statement best re ects recent ...

Question Answer

Which statement best reflects recent research into IBB? a. Management and labour both prefer IBB. b. A mutual gains approach works well for highly distributive issues. c. On average, female and newer negotiations give IBB a higher rating. d. IBB reduces the risk that unions will be forced to accept concessions.

Points: 1

54. Multiple Choice: Which subprocess of collective bargai...

Question

Which subprocess of collective bargaining commonly uses the tactic of employing one spokesperson?

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Answer

a. integrative bargaining b. distributive bargaining c. building trust d. intra-team bargaining

Points: 1

55. Multiple Choice: Which term describes an aspect of col...

Question Answer

Which term describes an aspect of collective bargaining that is different from individual negotiations? a. multilateral b. adversarial c. short-term d. bilateral

Points: 1

56. Multiple Choice: Which term refers to “attitudin...

Question Answer

Which term refers to “attitudinal structuring”? a. distributive bargaining b. integrative bargaining c. intra-organizational bargaining d. building trust

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Points: 1

57. Multiple Choice: Why is a third-party intervention par...

Question

Why is a third-party intervention particularly helpful in first contract negotiations?

Answer

a. The parties may have unrealistic expectations of the process. b. The parties do not know each other and need introductions. c. The parties may not have a conflict resolution process. d. The parties may not have credibility.

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1. True/False: “Bumping” is a process wh...

Points: 1

Success: 56 questions added as a copy. X Question

Answer

“Bumping” is a process whereby a union member with greater seniority who is about to be laid off is allowed to use his or her seniority rights to remove a more junior employee.

True False

Points: 1

2. Multiple Choice: “Machine operators are responsi...

Question

Answer

“Machine operators are responsible for the safe operation of their equipment and will refer all breakdowns and troubleshooting to the maintenance crew.”

What type of clause is this statement an example of? a. union security

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b. employee security c. distribution of work d. technological change

Points: 1

3. True/False: A letter of understanding usually des...

Question Answer

A letter of understanding usually describes a specific practice the parties have agreed to follow.

True False

Points: 1

4. Multiple Choice: A signi cant di erence between comm...

Question Answer

A significant difference between common law and collective employment law relates to management’s ability to exercise what right? a. ability to assess work performance b. ability to assign work duties c. ability to terminate employees d. ability to reward employees

Points: 1

5. True/False: Appendices and schedules of a collect...

Question Answer

Appendices and schedules of a collective agreement often present pay scales.

True

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False

Points: 1

6. True/False: Because North American unionism is fo...

Question

Answer

Because North American unionism is focused on “bread and butter,” management rights is perhaps the most examined area of the collective agreement.

True False

Points: 1

7. True/False: Collective agreement language that ex...

Question Answer

Collective agreement language that explicitly states inappropriate grounds for discrimination is known as a legislative reference.

True False

Points: 1

8. True/False: Collective agreements are divided int...

Question Answer

Collective agreements are divided into a number of articles.

True False

Points: 1

9. True/False: Employers usually seek collective agr...

Question Answer

Employers usually seek collective agreement language that provides increased flexibility in work assignment.

True False

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10. True/False: Generally speaking, unions seek layof...

Question Answer

Generally speaking, unions seek layoff language that limits the protection of the most senior employees.

True False

Points: 1

11. True/False: Given residual rights, management oft...

Question Answer

Given residual rights, management often seeks to add language to collective agreements that limits management’s flexibility.

True False

Points: 1

12. True/False: Given that unionized employees often ...

Question

Answer

Given that unionized employees often receive more training than nonunion employees, language about training is often included in collective agreements.

True False

Points: 1

13. Multiple Choice: Grievance clauses are part of which g...

Question Answer

Grievance clauses are part of which grouping of clauses in collective agreement language? a. organization of work b. labour relations processes

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c. union recognition d. working conditions

Points: 1

14. Multiple Choice: In which grouping of clauses in a col...

Question Answer

In which grouping of clauses in a collective agreement would you expect to find language about a closed shop? a. rights of management b. education, training, and development c. labour relations processes d. rights of parties

Points: 1

15. Multiple Choice: In which part of a collective agreeme...

Question Answer

In which part of a collective agreement would you most likely find detailed information about wages and benefits? a. clause b. appendix c. article d. section

Points: 1

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16. Short Answer: Is union or management most likely to...

Question

Is union or management most likely to seek collective agreement language that provides flexibility in staffing, promotion, and layoff decisions? Why? Which party is most likely to seek less flexible language on these issues?

Why?

Answer

1. Management seeks flexibility because it allows them discretion to better meet business needs.

2. The union is more likely to seek less flexible language. They fear that language providing the potential of management flexibility/discretion leads to favouritism.

Points: 1

17. Multiple Choice: Just-cause clauses require employers ...

Question

Answer

Just-cause clauses require employers to have a valid reason (just cause) before terminating an employee. Which group of employees are often excluded from this clause? a. apprentices b. probationary employees c. laid off employees d. disciplined employees

18. Essay: List and brie y describe the typical...

Question

Points: 1

List and briefly describe the typical elements (layout) found within a collective agreement.

Answer

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A cover page. The cover usually states the name of the union (including local number), the employer, and the start and end dates of the collective agreement.

A table of contents. The table of contents, usually found at the front of the agreement, and sometimes called an index, enables the reader to quickly identify where certain terms of the agreement can be found.

Articles. Collective agreements are divided into a number of articles, each covering a certain workplace issue. Generally, each article is numbered and has a heading.

Sections. Within an article, there might be a number of sub-areas, called clauses or sections, also usually numbered.

Appendixes/schedules. In some collective agreements, you will find schedules or appendixes that provide specific information. These, which are located toward the end of the contract, often relate to wages and benefits, or to items usually updated during each round of collective bargaining.

Letters of understanding. A letter of understanding usually describes a specific practice the parties have agreed to follow. In some cases, these are a result of a grievance or arbitration settlement. They too are usually put at the end of an agreement.

19. Essay: List and brie y explain ve common ...

Question

Points: 1

List and briefly explain five common types of clauses in a collective agreement?

Answer

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The rights of parties. The rights of the union (e.g., union security clauses, restrictions on contracting out), employers, and employees.

The organization of work. This includes provisions concerning how work is organized and distributed (e.g., technological change, job sharing, teams, etc.)

Labour relations processes. These clauses concern the grievance procedure, arbitration, and any language about joint committees. Collective agreement language concerning joint committees will often examine issues related to working conditions/environment, contracting out, and technological changes. We also include health and safety issues in this category given that legislation requires joint health and safety committees.

Education, training, and development. Language in this grouping can include issues concerning training leave, required/provided training, financial assistance for training, and apprenticeship programs.

Working conditions. This is perhaps the broadest grouping of clauses, including issues related to hours of work/work schedules, overtime, pay and benefits, job security, termination, corrective action/progressive discipline, and part-time work.

Points: 1

20. Multiple Choice: Many collective agreements are printe...

Question

Answer

Many collective agreements are printed in pocket-size format or are posted on the Internet so employees can use them at work. What purpose of a collective agreement does this support? a. defines grievance procedure b. defines work rules c. meets environmental commitment d. provides equal access to information

Points: 1

21. Multiple Choice: Many organizations employ team-based ...

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Many organizations employ team-based practices as part of their operations.

In which grouping of clauses in a collective agreement would you find language that deals with this issue?

Answer

a. organization of work b. rights of parties c. working conditions d. labour relations processes

Points: 1

22. True/False: Overall, unions seek collective agree...

Question Answer

Overall, unions seek collective agreement language that gives the most flexibility to the organization to meet its needs.

True False

Points: 1

23. Short Answer: Present three reasons why union leade...

Question

Present three reasons why union leaders are often given special protection from layoffs through super seniority clauses.

Answer

1. An unscrupulous manager could declare a layoff to get rid of a challenging but junior union rep.

2. Union reps are needed to represent employees’ rights until the very end in the event of a massive layoff or business closing.

3. This provision encourages people to become actively involved in the union.

Points: 1

24. Multiple Choice: References to the Rand formula are pa...

Question

References to the Rand formula are part of which aspect of collective agreements?

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Answer

a. wage classifications b. overtime c. union security d. seniority calculation

Points: 1

25. Multiple Choice: Seniority clauses in collective agree...

Question Answer

Seniority clauses in collective agreements that protect workers from layoff are a response to which management goal? a. operational efficiency b. red-circling c. right to terminate d. pyramiding

Points: 1

26. True/False: Some collective agreements include pr...

Question Answer

Some collective agreements include preambles designed to establish the desired, positive relationship between the parties.

True False

Points: 1

27. True/False: The collective agreement is the agree...

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The collective agreement is the agreement between the union representing all workers included in the bargaining unit and the employer.

Answer

True False

Points: 1

28. True/False: Under common law, collective agreemen...

Question Answer

Under common law, collective agreements are required to include grievance procedures.

True False

Points: 1

29. Multiple Choice: Unions often seek collective agreemen...

Question Answer

Unions often seek collective agreement language that provides some form of union security. Which of the following is an example of this? a. dues check off b. holidays c. breaks d. wages

Points: 1

30. Short Answer: What are common types of clauses in a...

Question

What are common types of clauses in a collective agreement?

Answer

1. Conditions of work 2. Organization of work 3. Labour relations processes 4. Education, training, and development 5. Rights of parties

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Points: 1

31. Multiple Choice: What are the parts of collective agre...

Question Answer

What are the parts of collective agreements that each cover a specific workplace issue called? a. clauses b. appendixes c. articles d. sections

Points: 1

32. Multiple Choice: What does language in collective agre...

Question Answer

What does language in collective agreements concerning vacations often include? a. the order in which employees can choose vacation b. specification of the statutory minimum standards c. individual employees’ vacation entitlements and use d. calculations of vacation seniority

Points: 1

33. Multiple Choice: What does the term “bread and b...

Question

What does the term “bread and butter” unionism refer to?

Answer

a. a focus on day-to-day issues, such as job security

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b. union partnerships on apprenticeship programs c. cooperative labour–management relations d. Depression-era practices of providing meals for workers

Points: 1

34. Multiple Choice: What is another term for a subsection...

Question

Answer

What is another term for a subsection of a collective agreement that gives details about how to manage a workplace issue (e.g., layoffs, leaves, overtime, discipline)? a. clause b. article c. appendix d. condition

Points: 1

35. Multiple Choice: What is often included in collective ...

Question Answer

What is often included in collective agreement language concerning disciplinary action? a. union steward participation in manager’s meeting with employee b. reasons the supervisor is dissatisfied with work c. where employment records are kept d. length and location of probationary periods

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36. Short Answer: What is the common layout of a collec...

Question

What is the common layout of a collective agreement?

Answer

1. Cover page 2. Table of contents 3. Articles 4. Appendices/Schedules 5. Letters of understanding

Points: 1

Points: 1

37. Multiple Choice: What is the name of the practice that...

Question Answer

What is the name of the practice that allows employees to compound their shift premiums and overtime premiums to maximize their earnings? a. filibustering b. pyramiding c. articling d. red-circling

Points: 1

38. Multiple Choice: What may negotiators of a rst colle...

Question Answer

What may negotiators of a first collective agreement do to help create a new collective agreement from scratch? a. Seek the advice of an arbitrator. b. Seek guidance from the labour board. c. Bring in legal expertise. d. Survey union members.

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Points: 1

39. Multiple Choice: Which grouping of collective agreemen...

Question Answer

Which grouping of collective agreement clauses includes rates of pay and holidays? a. rights of parties b. working conditions c. labour relations processes d. organization of work

Points: 1

40. Multiple Choice: Which of the following examples of wo...

Question Answer

Which of the following examples of wording gives the most specific instructions regarding the parties’ behaviour? a. should b. will c. may d. normally

Points: 1

41. Multiple Choice: Which of the following is often inclu...

Question Answer

Which of the following is often included in technology-change language? a. employee being notified of technological change

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b. union restrictions on the use of technology c. restrictions concerning distribution of technical work d. employee process for grieving technological change

Points: 1

42. Multiple Choice: Which of the following outlines the s...

Question Answer

Which of the following outlines the specific practices that can be the result of a grievance or arbitration settlement? a. clauses b. appendixes c. sections d. letters of understanding

Points: 1

43. Multiple Choice: Which of the following would be discu...

Question Answer

Which of the following would be discussed in the collective agreement under “Education and Training”? a. education requirements for each position b. repayment of education expenses c. seniority based on training and education d. professional certification requirements

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44. Multiple Choice: Which of the following would be found...

Question Answer

Which of the following would be found in conditions of work clauses in collective agreements? a. job rotation b. management rights c. overtime d. Rand Formula

Points: 1

45. Multiple Choice: Which of the following would be inclu...

Question Answer

Which of the following would be included with organization of work clauses? a. overtime requirements b. progressive discipline steps c. introduction of flexible work practices d. job classification changes

Points: 1

46. Multiple Choice: Which provision would be used if the ...

Question Answer

Which provision would be used if the parties want to ensure that they have flexibility in their use of seniority as the basis for promotion decisions? a. The most senior person normally receives the promotion. b. The most senior person will receive the promotion.

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c. The most senior person must receive the promotion. d. The most senior person should receive the promotion.

Points: 1

47. Multiple Choice: Which statement is the best recommend...

Question Answer

Which statement is the best recommendation for how to improve clarity in collective agreement language? a. Put similar topics together in long text sections. b. Use legal language for added certainty. c. Use a phrase to explain single, simple words. d. Break long sections of text into paragraphs.

Points: 1

48. Multiple Choice: Which term refers to a process that p...

Question Answer

Which term refers to a process that protects an employee’s pay at a level that is higher than the normal rate of his or her current job? a. bumping b. job security c. pay security d. red-circling

Points: 1

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Question Answer

Which term refers to a process whereby senior unionized employees are kept employed while more junior union members’ employees are laid off? a. recall b. bumping c. seniority d. super seniority

Points: 1

50. Multiple Choice: Which term refers to a special provis...

Question Answer

Which term refers to a special provision in a collective agreement that gives union leaders special protection from layoffs while in office? a. recall b. seniority c. super seniority d. bumping

Points: 1

51. Multiple Choice: Which term refers to an equity clause...

Question Answer

Which term refers to an equity clause in a collective agreement that specifies which groups are covered by the language in question? a. explicit reference b. legislative reference c. equity reference

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d. employment equity reference

Points: 1

52. Multiple Choice: Which term refers to the idea that ma...

Question Answer

Which term refers to the idea that management retains all the rights it held before unionization except those changed by the collective agreement? a. residual security b. residual rights c. management rights d. management security

Points: 1

53. Multiple Choice: Which term refers to the warning proc...

Question Answer

Which term refers to the warning process that tries to improve employee performance or behaviour? a. punishment and reward b. just-cause discipline c. red-circling d. corrective action

Points: 1

54. Multiple Choice: Who is represented in a collective ag...

Question

Who is represented in a collective agreement?

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Answer

a. all workers at one location b. all employees of the organization c. all employees who are union members d. all workers in the same bargaining unit

Points: 1

55. Multiple Choice: Why do collective agreements contain ...

Question

Why do collective agreements contain clauses on overtime and vacation leave when these issues are covered by provincial employment standards legislation?

Answer

a. Most unionized workplaces are covered by federal legislation. b. Collective agreements must duplicate the provincial language. c. Employment standards legislation does not apply to unions. d. Negotiated benefits often exceed the legislated minimums.

Points: 1

56. Short Answer: Why do employers and unions often cho...

Question

Why do employers and unions often choose to name the specific groups covered in equity-based collective agreement clauses (i.e., explicit reference) rather than just referencing the equity legislation (i.e., legislative reference)?

Answer

1. Most managers, union leaders, and employees look to their collective agreement for guidance on these issues. If the language of the agreement lacks specifics, their need for information will not be met.

2. Explicitly referencing specific groups ensures that these groups remain protected if the law changes.

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1. True/False: “Work to rule” can be use...

Points: 1

Success: 56 questions added as a copy. X Question Answer

“Work to rule” can be used by the union as a way to strengthen their bargaining position and, technically, not be on strike.

True False

Points: 1

2. True/False: A lockout represents a work stoppage ...

Question Answer

A lockout represents a work stoppage initiated by the employees.

True False

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Points: 1

3. Multiple Choice: A recent newspaper article reported t...

Question

Answer

A recent newspaper article reported that a transit union went on strike because they believed that the management team was not being truthful about their inability to afford wage increases. Which strike theory explains this situation? a. total joint costs theory b. asymmetric information theory c. pay security theory d. Hicks theory

Points: 1

4. Multiple Choice: A recent newspaper article reported t...

Question

Answer

A recent newspaper article reported that errors made by the chief negotiators at the bargaining table caused a healthcare strike. Which strike theory explains this situation? a. total joint costs theory b. negotiator error theory c. accident theory d. asymmetric information theory

Points: 1

5. True/False: A strike occurs when a number of work...

Question

A strike occurs when a number of workers refuse to continue working or they stop working.

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Answer

True False

Points: 1

6. True/False: A theme across the literature is that...

Question Answer

A theme across the literature is that few of the actual work contract violations actually result in grievances.

True False

Points: 1

7. Multiple Choice: According to a recent OECD report, wh...

Question Answer

According to a recent OECD report, which country has the highest average number of working days lost due to strikes? a. Denmark b. Italy c. France d. Canada

Points: 1

8. Multiple Choice: According to an examination of nation...

Question Answer

According to an examination of national strike trends across industries since the 1980, which of the following has a relatively high strike rate? a. wholesale industries b. public administration c. real estate and financial industries

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d. hospitality

Points: 1

9. Multiple Choice: According to past research, which of ...

Question Answer

According to past research, which of the following characteristics do grievors, relative to non-grievors, possess? a. female and well-educated b. younger males and well-educated c. hold positive views of management d. older males and unskilled

Points: 1

10. Multiple Choice: According to research, which of the f...

Question Answer

According to research, which of the following are negatively impacted by strikes? a. union members’ benefits b. union members’ job satisfaction c. union members’ seniority d. union members’ community involvement

Points: 1

11. True/False: According to the textbook, demographi...

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According to the textbook, demographics alone play a large role in whether a person files a grievance.

Answer

True False

Points: 1

12. Multiple Choice: According to the textbook, which stri...

Question Answer

According to the textbook, which strike statistic is the best to use when examining strike trends over time? a. strike frequency b. number of workers affected c. length of strike d. person-days not worked

Points: 1

13. True/False: All countries record strike statistic...

Question Answer

All countries record strike statistics in the same way to enable international comparisons.

True False

Points: 1

14. True/False: An industrial dispute is, in its simp...

Question Answer

An industrial dispute is, in its simplest form, a disagreement between employers and employees.

True False

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Question

Explain the three types of union grievances

Answer

Individual Grievance: Perhaps the most common grievance filed at the workplace is the individual grievance. Examples of this type of grievance include an employee who grieves that she was not paid overtime in accordance with the collective agreement or a worker who grieves that he was inappropriately denied his vacation request.

Group Grievance: In a group grievance a group of employees grieve that the collective agreement has been violated. We could see, for example, a group of workers alleging that vacation is not being allocated per the process outlined in the collective agreement or a group of employees grieving that protective clothing is not being provided in accordance with the collective agreement.

Union or Policy Grievance: With a union or policy grievance, the union leadership, rather than members, initiates the complaint. For example, the union might grieve that a new attendance policy developed by management violates the collective agreement, or that work has been inappropriately contracted out in violation of the collective agreement.

16. Essay: Explain three strike theories.

Points: 1

Question

Explain three strike theories.

Answer

The accident theory, often referred to as the Hicks theory, is grounded in the premise that strikes represent accidents. The assumption is that “rational” negotiators would seek to avoid strikes and lockouts in order to avoid their high costs (lost wages, lost productivity, etc.). Thus, the theory states that strikes should be unexpected and that when they do occur, they are the result of errors made at the bargaining table, misunderstandings of bargaining goals, or mismatches between the expectations of the bargaining team and the group they represent.

In the total joint cost theory, both the management team and the union membership face potential costs associated with a strike. In its simplest form, this theory argues that strikes are more likely when the cost of the strike is relatively low for both parties. Note that we must look at the total and joint costs to both the union and management groups to fully understand the model. If the cost of a strike is low to one party but high to another, a strike may not be likely given the clear power imbalance. In essence, the difference in the cost of the strike to one party, relative to the other, results in a difference in bargaining power.

The asymmetric information theory is grounded in the assumption that parties may strike or lockout as a way to see if the other side is bluffing. In so doing, the parties gather more information about the claims of the other party—information that would not be easily accessible in other ways.

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Question

Explain three types of non-union grievances procedures.

Answer

Open-Door Policy: By far the most common procedure, this type of grievance consists of a policy stating that employees should feel comfortable bringing areas of concern to a member of the management team. Such policies may state that the complaint can be brought to one’s supervisor, the human resources department or a senior manager and may state that the employee cannot be retaliated against for voicing concerns.

There is considerable range in the formality of such policies from very informal procedures to ones that have a formal investigation stage.

Formal Grievance or Appeal: In this type of non-union procedure, the policy specifies how the grievance is to be made and to whom. A common approach is to follow a chain of command model, meaning that employees would first voice their concern with their immediate supervisor. If that was unsuccessful, they would appeal to the next level of the management hierarchy. As such, it mirrors the step process of the unionized grievance model with the notable absence of a union advocate for the employee.

Independent Review: Though less common, some non-union grievance procedure provides for an independent review outside of the immediate management team. Again, the range of options in non-union processes is large. Some procedures include only members of management. For example, an independent review by a manager outside of the chain of command related to the employee who filed the grievance. Other independent reviews include non-management personnel. These can include panels comprising peers of the employee and managers (the majority of the panel will be peers). A small number of firms have policies that include formal arbitration where a labour relations arbitrator will make final decision.

Points: 1

18. True/False: Grievance procedures are one of the e...

Question

Answer

Grievance procedures are one of the employment practices that formally differentiate employment under common law versus employment under collective bargaining law.

True False

Points: 1

19. True/False: Grievances are less likely to occur i...

Question Answer

Grievances are less likely to occur in firms with strict management practices.

True

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False

Points: 1

20. True/False: Hicks theory is grounded in the premi...

Question Answer

Hicks theory is grounded in the premise that strikes are the result of negotiators’ rational calculations.

True False

Points: 1

21. True/False: Historically the general trend has be...

Question Answer

Historically the general trend has been a reduction in lost time since 1980.

True False

Points: 1

22. True/False: If the majority of the membership sup...

Question Answer

If the majority of the membership supports the strike action, it is said that the union has a strike mandate.

True False

Points: 1

23. Multiple Choice: In which situation do employees only ...

Question Answer

In which situation do employees only perform the minimum standard required in their job? a. work to rule b. lockout

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c. strike d. essential services

Points: 1

24. True/False: Industrial dispute statistics include...

Question Answer

Industrial dispute statistics include both strikes and lockouts.

True False

Points: 1

25. Short Answer: List four statistics that ESDC provid...

Question

List four statistics that ESDC provides in measuring strikes.

Answer

1. Total number, or frequency, of strikes 2. Number of workers involved in the strike 3. Person-days not worked (or the estimated number of days lost due to the strike calculated as number of workers multiplied by number of days on strike) 4. Percentage of working time lost due to strike

Points: 1

26. Short Answer: List the six steps needed before a le...

Question

List the six steps needed before a legal strike is considered legal in Canada.

Answer

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1. A certified union must be in place.

2. The current collective agreement must have expired.

3. The parties must fail to reach an agreement. Canadian legislation requires that the parties bargain in good faith and seek to negotiate a collective agreement.

4. The union must have a strike mandate, which is normally gained by a positive strike vote (usually a secret ballot vote) from the membership. In essence, the union will have members vote to support (or not support) strike action. If the majority of the membership supports the strike action, it is said that the union has a strike mandate.

5. Conciliation and other third-party dispute resolution procedures are needed. Canadian legislation requires conciliation prior to a strike. Then once the union has a strike mandate, it will still need to undergo conciliation and wait a period of time specified by legislation.

6. The union must give notice of the strike.

27. Short Answer: List three strike theories.

Question

List three strike theories.

Answer

1. Accident or Hicks Theory 2. Total joint Costs Theory 3. Asymmetric Information Theory

28. Short Answer: List three types of grievances.

Question

List three types of grievances.

Answer

1. Individual Grievance 2. Group Grievance 3. Union or Policy grievance

Points: 1

Points: 1

Points: 1

29. Short Answer: Name and brie y describe the three c...

Question

Name and briefly describe the three common theories of strikes.

Answer

1. Accident (Hicks) theory: Strikes are accidents and not rational, since the parties would try to avoid strikes given high costs (e.g., lost wages, productivity, etc.)

2. Total joint costs theory: Strikes are less likely when they are costly relative to other ways of settling disputes; the key is the cost to both parties 3. Asymmetric theory: Strikes are a way to see if the other party is bluffing; the longer the strike, the less likely the other party is bluffing

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30. Short Answer: Name ve common causes of strikes.

Question

Name five common causes of strikes.

Answer

1. Catalyst events 2. Isolated/homogeneous groups 3. Management indifference/unresolved grievances 4. Frustration–aggression 5. Economic factors 6. Intra-organizational factors

Points: 1

31. True/False: Non-union grievance procedures have b...

Question Answer

Non-union grievance procedures have become increasingly common in recent years, True False

Points: 1

32. Multiple Choice: Oil rig workers stage a wildcat strik...

Question

Answer

Oil rig workers stage a wildcat strike because they are dissatisfied with the timing and frequency of trips out of camp to visit their homes and loved ones. What strike cause is this an example of? a. catalyst b. management indifference c. isolated groups d. economic factors

Points: 1

33. True/False: On a global scale, according to the t...

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Question Answer

On a global scale, according to the textbook, Canada has one of the highest levels of strikes.

True False

Points: 1

34. True/False: Strikes are less likely to occur when...

Question Answer

Strikes are less likely to occur when unemployment is low.

True False

Points: 1

35. Multiple Choice: The Canada Labour Code refers to R...

Question

Answer

The Canada Labour Code refers to “concerted activity on the part of employees in relation to their work that is designed to restrict or limit output.” What term is used for this activity? a. strike b. wildcat strike c. lockout d. work to rule

Points: 1

36. True/False: The most common grievance led is th...

Question Answer

The most common grievance filed is the individual grievance.

True False

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37. True/False: The three key parties in the grievanc...

Question Answer

The three key parties in the grievance process are the union steward, union, and management.

True False

Points: 1

38. Multiple Choice: The union les a grievance regarding...

Question Answer

The union files a grievance regarding recent changes to overtime allocation rules. What type of grievance is this? a. action b. group c. individual d. policy

Points: 1

39. True/False: The union must have a strike mandate,...

Question Answer

The union must have a strike mandate, which is normally gained by a positive strike vote.

True False

Points: 1

40. Multiple Choice: Union members walked o job imme...

the

Question

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Union members walked off the job immediately after they learned that management would no longer provide safety boots for free. What strike cause is this an example of?

Answer

a. isolated groups b. economic factors c. intra-organizational factors d. catalyst

Points: 1

41. Multiple Choice: What do international strike statisti...

Question Answer

What do international strike statistics tell us? a. It is easy to compare countries’ strike activity. b. Canada has relatively high lost time due to strikes. c. The OECD keeps standardized strike statistics. d. Strikes of 100 or more days are common.

Points: 1

42. Multiple Choice: What has been the general trend in Ca...

Question Answer

What has been the general trend in Canadian strike statistics since 1980? a. a reduction in lost time b. steep increase in person-days not worked c. rising strike frequency d. stable statistics across Canada

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Points: 1

43. Multiple Choice: What is a common strike statistic rep...

Question Answer

What is a common strike statistic reported by Employment and Social Development Canada (ESDC)? a. management overtime incurred b. cost of lost production c. person-days not worked d. unresolved dispute days

Points: 1

44. Multiple Choice: What is a typical management response...

Question Answer

What is a typical management response to a wildcat strike? a. fire striking workers b. ask for a court order to send workers back to their jobs c. deduct wages for each lost day of work d. ask for a work order to obtain replacement workers

Points: 1

45. Multiple Choice: What is the most common form of a non...

Question Answer

What is the most common form of a non-union grievance procedure? a. open door policy

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b. formal appeal c. independent review d. strike

Points: 1

46. Multiple Choice: What is the term for an arrangement w...

Question Answer

What is the term for an arrangement where some workers must remain on the job during a strike to provide key services? a. work-to-rule agreement b. essential work arrangement c. mandatory work agreement d. essential services agreement

Points: 1

47. Multiple Choice: What must a union have in order to st...

Question Answer

What must a union have in order to strike? a. strike mandate with a positive strike vote b. strike mandate with at least 10% voting c. strike mandate with at least 25% voting d. strike mandate will 100% in favour of a strike

Points: 1

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48. Multiple Choice: Which action is a work stoppage initi...

Question Answer

Which action is a work stoppage initiated by a union? a. work to rule b. lockout c. strike d. wildcat strike

Points: 1

49. Multiple Choice: Which assumption is the basis of the ...

Question Answer

Which assumption is the basis of the asymmetric information theory? a. The union will not strike as a way to see if the other side is bluffing. b.

Parties may strike or lockout as a way to see if the other side is bluffing. c.

The union will call a strike vote strike as a way to see if the other side is bluffing. d.

Parties may not strike or lockout as a way to see if the other side is bluffing.

Points: 1

50. Multiple Choice: Which kind of grievance is illustrate...

Question

Which kind of grievance is illustrated by an employee grieving that he should have won a particular job posting?

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Answer

a. union b. group c. individual d. policy

Points: 1

51. Multiple Choice: Which of the following is a formal co...

Question Answer

Which of the following is a formal complaint that a specific clause in the collective agreement has been violated? a. strike b. complaint c. grievance d. appeal

Points: 1

52. Multiple Choice: Which of the following strike causes ...

Question Answer

Which of the following strike causes suggests that an employee feeling of dissatisfaction causes strikes? a. isolated groups b. satisfaction c. frustration–aggression d. intra-organizational factors

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Points: 1

53. Multiple Choice: Which statement best illustrates an a...

Question Answer

Which statement best illustrates an assumption of the accident theory of strikes? a. Strikes result in errors. b. Parties try to penalize each other. c.

Negotiators are rational and would seek to avoid strikes in order to avoid high costs. d. Bargaining teams hide information to avoid high costs.

Points: 1

54. Multiple Choice: Which statement best illustrates tota...

Question Answer

Which statement best illustrates total joint cost theory? a. Strikes are more likely when the cost of the strike is relatively high. b. Strikes are less likely when the cost of the strike is relatively high. c. Strikes are more likely when the cost of the strike is relatively low. d. Strikes are less likely when the cost of the strike is relatively low.

55. Multiple Choice: Who initiates a lockout?

Question Answer

Points: 1

Who initiates a lockout? a. employer b. union

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c. labour council d. shop stewards

Points: 1

56. True/False: Wildcat strikes are legal as long as ...

Wildcat strikes are legal as long as they do not occur during the term of the collective agreement.

Question Answer

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1. True/False: “Grievance upheld” means ...

Points: 1

Success: 47 questions added as a copy. X Question Answer

“Grievance upheld” means that management’s position is supported and no changes are awarded.

True False

2. Essay: A review of Brown and Beatty shows se...

Question

Points: 1

A review of Brown and Beatty shows several mitigation factors during arbitration that the union may argue. Explain four of these mitigation factors.

Answer

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· The grievor’s work record. If the grievor has had few or no warnings, a good level of performance, etc., the union will often ask that this be used to lessen the sanction. · The grievor’s length of service. Similar to the previous factor, a long record of service (particularly if it is unblemished) may be used by the union as a reason to reduce the sanction. · Isolated event. As with the previous two factors, an isolated event can be used as a mitigating factor. For example, the union could argue that a single failure to call in sick was an isolated incident unworthy of discipline (or of the level of discipline imposed). · Inconsistent application of rules or treatment. If the union can find examples in which other employees conducted themselves in a similar manner and a less severe sanction or no sanction was imposed, it will argue that the management group acted inconsistently. For example, if in our case the union could find evidence that other employees with similar records of absenteeism received written warnings, not discharges, this mitigating factor might be used to argue for a reduction in the sanction imposed. · Premeditation. If there is evidence that the grievor’s actions were “spur of the moment” and not premeditated (i.e., planned in advance), the union may use this to argue for a reduction in sanction. · Remorse/likelihood to repeat. When grievors are remorseful for their actions, their unions will often assert that there is little likelihood that the same conduct will occur again. Thus, they will argue that this factor should be used to give the grievor another chance (i.e., reduce the sanction). · Economic hardship. A union can argue that the sanction imposed presents severe economic hardship, and thus should be reduced. For example, if the employee in our attendance example was one year away from qualifying for his pension, the union might argue that discharge poses extreme hardship. · Provocation. If the grievor’s actions were provoked by a management action, the union will often request reduction or removal of the sanction. For example, if the employee is being disciplined for swearing at his supervisor and it turns out that the supervisor swore at him first, the union might argue provocation. · Seriousness of the offence. For example, the impact of an employee who stole a blank USB drive would be minimal for the organization relative to an employee who downloaded the entire customer list and sold it to a competitor. · Lack of understanding. A union can argue that an employee did not truly disobey a work order as she did not fully understand it.

Points: 1

3. True/False: A union can argue that the sanction i...

Question Answer

A union can argue that the sanction imposed presents severe economic hardship, and thus the sanction should be reduced.

True False

Points: 1

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4. True/False: A union member may take an issue to a...

Question Answer

A union member may take an issue to arbitration even if the union does not agree that it is warranted.

True False

Points: 1

5. Multiple Choice: According to the Canadian Human Right...

Question Answer

According to the Canadian Human Rights Commission, how is ADR defined? a.

It resolves disputes in ways other than going to court, including arbitration, mediation, negotiation, and conciliation. b.

It resolves disputes by going to court, including arbitration, mediation, negotiation, and conciliation. c.

It resolves disputes in ways other than going to court, including mediation, negotiation, and communication. d.

It resolves disputes by going to court, including arbitration, negotiation, and communication.

6. Essay: According to the textbook’s rev...

Question

Points: 1

According to the textbook’s review of Brown and Beatty, what does it take for management to win an arbitration concerning discharge?

Answer

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Management’s actions are most likely to be supported when management shows that (1) progressive discipline was used; (2) its treatment of the grievor was consistent with that of other employees in similar situations; (3) there is little likelihood of the grievor’s conduct being reformed given his or her current employment record; and (4) past corrective action steps have failed. Of course, when management cannot prove such issues, the union is likely to win the arbitration. Thus, we see that documentation of events and progressive action steps are key.

Points: 1

7. Multiple Choice: According to the textbook, managers n...

Question Answer

According to the textbook, managers need to watch their ABCD’s with regard to employee discharge. What are the ABCD’s? a. Always Be Consistent and Document b. Always Be Consistent and Diligent c. Always Be Communicating and Documenting d. Always Begin with Consultation before Deciding

8. Essay: According to the textbook, there are ...

Question

Points: 1

According to the textbook, there are several problems with the current grievance arbitration process. Explain four of these problems.

Answer

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First is the long delay between the actions that prompted the grievance and the arbitration ruling. Even if the employee is reinstated, the extended time delay can make reintegration into the workplace difficult for all parties involved. In fact, it can result in some employees who are reinstated opting to financially settle with the employer and not return to work. There is also an emotional element to arbitration processes.

Second, arbitrations are costly. A typical arbitration requires each side to pay for its respective nominees and share the cost of the chair, the room where the hearings take place, etc. Moreover, many unions and management teams will hire lawyers to represent them, adding to the cost. Finally, there are the hidden costs of the staff time spent preparing for the arbitration.

Third, there is what can be called the “outsider” factor. The collective agreement represents a mutual understanding of the terms and conditions of the work negotiated by representatives of the union and management groups. As such, these parties have first-hand knowledge of the workplace and the implications of any language they create. On the other hand, the arbitrators who will make the final decision often lack such first-hand experience with the workplace and work relationship in question. This lack of personal understanding of the relationship can be problematic considering that the final arbitration decision is final and binding.

Fourth, the process is becoming increasingly legalistic, as is the case with collective agreement language in general. Many unions and employers hire lawyers to represent them in arbitration, while others hire legal counsel as full-time employees. Thus, it is rare that management would send a manager or the union would send a front-line representative to argue the merits of the grievance. Yet, we must remember that the grievance process was conceived as a simple process to resolve workplace issues.

For these reasons, we are seeing a number of alternative dispute resolution techniques being used as potential precursors (or substitutes) to arbitration.

9. True/False: Arbitration is a nal and binding pr...

Question Answer

Points: 1

Arbitration is a final and binding process where management resolves the dispute.

True False

Points: 1

10. True/False: Brown and Beatty is a source that pre...

Question

Brown and Beatty is a source that presents trends in arbitration and references specific arbitration rulings.

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Answer

True False

11. Essay: Colvin (2003) points out there are th...

Points: 1

Question

Colvin (2003) points out there are three possible reasons for the adoption of Alternative Dispute Resolution in nonunion firms. What are these three reasons?

Answer

First, ADR can be seen as part of a high-performance work system; that is, it is seen as a way to emphasize fair treatment of employees in an effort to increase employee commitment, retention, and performance. Second, under common law, litigation was the only way employees could attempt to resolve disputes with employers; ADR provides an alternative to litigation.

Third, the implementation of ADR is a form of union substitution. By having access to dispute resolution mechanisms that mirror those of the union movement, employees may be less likely to seek unionization.

Regardless of the reason, the trend is clear. Many nonunion workplaces, as well as agencies such as the Canadian Human Rights Commission, are moving to forms of ADR in an effort to provide alternatives to legal action.

Points: 1

12. True/False: Conventional Tripartite Arbitration p...

Question Answer

Conventional Tripartite Arbitration panel is a common method used for rights arbitration.

True False

Points: 1

13. Multiple Choice: During arbitration, what is the purpo...

Question Answer

During arbitration, what is the purpose of mitigation factors? a. Mitigation factors are used as a way to increase the sanction. b. Mitigation factors are used as a way to impose the sanction. c. Mitigation factors are used as a way to reduce or remove the sanction.

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d.

Mitigation factors are used as a way to modify the terms of the sanction.

14. Short Answer: Explain nal-o er arbitration.

Points: 1

Question

Explain final-offer arbitration.

Answer

In final-offer arbitration, parties submit a final offer to the arbitrator. The arbitrator must then choose the full final offer (i.e., without making any changes) of either management or the union. The rationale for the finaloffer method is that the parties would be likely to submit reasonable alternatives given that the arbitrator would have to choose all of one of the two packages placed before him or her.

Points: 1

15. Multiple Choice: How is the term “jurisprudence&...

Question

How is the term “jurisprudence” best explained?

Answer

a. past decisions based on negotiation b. past decisions based on mediation c. past decisions based on final offer arbitration d. past decisions usually based on legal context

Points: 1

16. True/False: If management can demonstrate two out...

Question Answer

If management can demonstrate two out of three elements of culpability, the employee is considered culpable.

True False

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17. Multiple Choice: If the employee was one year away fro...

Question

Answer

If the employee was one year away from qualifying for his pension, the union might argue that discharge can pose extreme suffering. Which concept can be applied to this situation? a. isolated event b. premeditation c. provocation d. economic hardship

Points: 1

18. Multiple Choice: If there is evidence that the grievor...

Question

Answer

If there is evidence that the grievor’s actions were “spur of the moment” and not planned in advance, which reasoning can the union use to argue for a reduction in sanction? a. isolated event b. hardship c. premeditation d. lack of understanding

Points: 1

19. Multiple Choice: In an arbitration hearing the union a...

Question Answer

In an arbitration hearing the union argues that an employee has a spotless work record. What is this an example of? a. culpability

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b. remorse c. provocation d. mitigating factor

Points: 1

20. Multiple Choice: In an e ort to provide alternatives ...

Question Answer

In an effort to provide alternatives to legal action, what can be said of many nonunion workplaces with respect to ADR? a. They see some value in ADR but find the process too costly. b.

They are moving to forms of ADR because they see value in this process. c. They find ADR too rigid and bureaucratic. d. They do not see the value on ADR and feel this method is superficial.

Points: 1

21. True/False: In arbitration, the decision is based...

Question Answer

In arbitration, the decision is based on issue of proof.

True False

Points: 1

22. True/False: In cases where strikes or lockouts ar...

Question Answer

In cases where strikes or lockouts are allowed, interest arbitration is often used as an alternative to prevent work stoppages.

True

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False

Points: 1

23. Short Answer: In the arbitration process, list the ...

Question

In the arbitration process, list the three elements of culpable behaviour.

Answer

1. The grievor was aware of what was required of him or her.

2. The grievor was capable of performing what was required of him or her.

3. The grievor chose to do otherwise.

Points: 1

24. Multiple Choice: In which of the following is nalof...

Question Answer

In which of the following is final-offer arbitration sometimes used? a. grievance arbitration b. interest arbitration c. negotiation strategy d. management sanction

Points: 1

25. Multiple Choice: In which type of interest arbitration...

Question Answer

In which type of interest arbitration can the arbitrator choose from options presented or craft his/her own decisions? a. conventional interest arbitration b. ADR arbitration c. rights-interest arbitration d. final-offer arbitration

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Points: 1

26. Short Answer: List three questions examined for dis...

Question

List three questions examined for discharge cases.

Answer

1. Did management have reasonable grounds to impose some form of discipline?

2. Was the level of discipline imposed reasonable given the circumstances?

3. If the level of discipline imposed was excessive, what level of discipline (if any) is appropriate?

Points: 1

27. Multiple Choice: Management demonstrates that an emplo...

Question

Answer

Management demonstrates that an employee was aware of job requirements, was capable of performing these requirements, and chose to do otherwise.

What does this prove? a. employee is culpable b. mitigating factors exist c. violation of the collective agreement d. alleged event took place

Points: 1

28. True/False: Mitigation factors are argued by the ...

Question Answer

Mitigation factors are argued by the union as a way to reduce or remove the sanction imposed by management.

True False

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29. True/False: Sole Arbitration is often used in con...

Question Answer

Sole Arbitration is often used in conjunction with expedited arbitration.

True False

Points: 1

30. True/False: Strikes and grievances are the most c...

Question Answer

Strikes and grievances are the most common forms of conflict found in labour–management relations.

True False

Points: 1

31. True/False: The arbitration process is becoming i...

Question Answer

The arbitration process is becoming increasingly legalistic.

True False

Points: 1

32. True/False: The de nition suggested by the Canad...

Question

Answer

The definition suggested by the Canadian Human Rights Commission defines alternative dispute resolution as “resolving disputes in ways other than going to court, including arbitration, mediation, negotiation, conciliation, etc.”

True False

Points: 1

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Question Answer

The parties have more direct input in the final decision in tripartite arbitration.

True False

Points: 1

34. Short Answer: The process of mediation can be broke...

Question

The process of mediation can be broken down into three stages. What are these three stages?

Answer

Passive stage 1: The mediator/conciliator selects a neutral location to meet with the parties to introduce each other and determine the issues in dispute.

Probing stage 2: Having identified the issues, the mediator attempts to find areas of compromise on selected issues.

Active stage 3: If he/she is successful in stage 2 then the final stage involves a push to settlement with both labour and management making concessions to avoid a strike or lockout

Points: 1

35. Short Answer: The rights arbitration process has ma...

Question

The rights arbitration process has many of the same characteristics of a legal proceeding; however, it differs from a legal court proceeding in several ways. List three ways the process differs.

Answer

1. There is never a jury present.

2. There is no true judge as the arbitrator may not be a lawyer or judge.

3. The proceeding does not take place in a courthouse.

Points: 1

36. Multiple Choice: What are the most common forms of con...

Question Answer

What are the most common forms of conflict found in labour–management relations? a. strikes and grievances

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b. grievances and lockouts c. strikes and arbitration d. lockouts and ADR

Points: 1

37. Multiple Choice: What are the two forms of arbitration...

Question Answer

What are the two forms of arbitration processes? a. rights and interests b. interests and conciliation c. rights and conciliation d. arbitration and mediation

Points: 1

38. Multiple Choice: What does “grievance deniedR...

Question Answer

What does “grievance denied” mean in an arbitration ruling? a. Management’s position is not supported and no changes are awarded. b. Management’s position is supported and no changes are awarded. c. Management’s position is not supported and changes are awarded. d. Management’s position is supported and changes are awarded.

Points: 1

39. Multiple Choice: What does “grievance upheldR...

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Question Answer

What does “grievance upheld” mean in an arbitration ruling? a. Management’s position was not supported. b. The union’s position was not supported. c.

The arbitrator is unable to make a decision due to a procedural error in the grievance process. d. Management’s position was supported.

Points: 1

40. Multiple Choice: What has developed as a result of the...

Question Answer

What has developed as a result of the long delays, high costs, and increasing legalistic nature of the grievance arbitration process? a. final offer arbitration b. tripartite arbitration c. conciliation d. grievance mediation

Points: 1

41. Multiple Choice: Which of the following best re ects ...

Question Answer

Which of the following best reflects the relationship between arbitration and legal court proceedings? a.

Court proceedings are more common in federal cases and arbitration more common within provincial jurisdictions. b. Court appeals of arbitration rulings are common. file:///C:/Users/Prof. Salman/Desktop/Chapter_10___Third_Party_Dispute_Resolution_Procedures_files/courseMain.html

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c.

Courts will examine arbitration rulings only in exceptional circumstances. d.

Arbitration jurisprudence follows different legal principles than that of the courts.

Points: 1

42. Multiple Choice: Which of the following is a nal, bi...

Question Answer

Which of the following is a final, binding third-party process used when parties cannot negotiate a collective agreement? a. interest arbitration b. rights arbitration c. grievance arbitration d. negotiations arbitration

Points: 1

43. Multiple Choice: Which of the following is a nal, bi...

Question Answer

Which of the following is a final, binding third-party process used when there has been a violation of a collective agreement? a. interest arbitration b. rights arbitration c. mediation-arbitration d. third-party arbitration

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Points: 1

44. Multiple Choice: Which of the following is an often-us...

Question Answer

Which of the following is an often-used external resource for grievance arbitration? a. Labour Relations Board b. Ministry of Labour c. ADR d. Brown and Beatty

Points: 1

45. Multiple Choice: Which statement best explains the ter...

Question Answer

Which statement best explains the term “prima facie case”? a.

The union will need to establish that the collective agreement was in place, the grievor was employed and covered by that collective agreement, and disciplined. b.

The union will need to establish that there is sufficient evidence and the grievor was employed, covered by the collective agreement, and disciplined. c.

The union will need to establish that the collective agreement was in place, the grievor was employed, and there is sufficient evidence. d.

The union will need to establish that the collective agreement was in place, there is sufficient evidence, and the grievor was employed and disciplined.

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46. Multiple Choice: Which term refers to a threeperson p...

Which term refers to a three-person panel that is the most common rightsbased method for settling grievances?

Question Answer

a. conventional tripartite ADR b. conventional tripartite bargaining c. conventional tripartite arbitration d. conventional tripartite mediation

Points: 1

47. True/False: While ADR is core to the unionized em...

While ADR is core to the unionized employment relationship, it also exists in nonunion workplaces.

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True False

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1. Multiple Choice: According to Koch and Hundley (1997),...

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According to Koch and Hundley (1997), what is one potential reason why unionized organizations use a limited number of recruiting techniques? a. collective agreements limit advertising b. seniority provisions c. unions cannot recruit d. common law controls recruitment

Points: 1

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2. Multiple Choice: According to US data, which of the fo...

Question Answer

According to US data, which of the following is an outcome of unionization? a. Union members retire at an older age. b.

Union members generate less government revenue as result of defined benefit pension plans. c.

Union members cost the government less because they use fewer social services. d.

Union members cost the government more as a result of higher pensions.

Points: 1

3. Multiple Choice: According to exit/voice theory, what ...

Question Answer

According to exit/voice theory, what can dissatisfied employees do? a. return to work after layoff b. voluntarily quit the firm c. go on strike d. remain at work during strikes

Points: 1

4. True/False: According to the textbook, recent res...

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According to the textbook, recent research found a positive relationship between union density and profit when employee-focused business strategy was high.

Answer

True False

Points: 1

5. True/False: According to the textbook, unions app...

Question

Answer

According to the textbook, unions appear more supportive of performance appraisals when they focus on developmental purposes versus administrative purpose.

True False

Points: 1

6. Multiple Choice: Almost 80% of unionized workers in Ca...

Question Answer

Almost 80% of unionized workers in Canada have a pension plan. What is this an example of? a. base pay b. total compensation c. indirect pay d. wage differential

7. Essay: An organization’s total compens...

Question

Points: 1

An organization’s total compensation mix contains three elements. Explain base pay in relation to union impact.

Answer

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Base pay represents the portion of a worker’s pay that is based on time worked and not based on performance or output. For example, many students work in jobs in which their base pay is an hourly rate (e.g., $14 per hour).

Data from multiple countries have consistently shown that unionized workers earn more than non-union workers. Research has shown that unionized employees earn about 15 percent more than their non-union counterparts More recent data suggest that the union premium may even be over 20 percent Turning to Canadian data, we see similar trends. Union members, on average, have had a 10 to 15 percent range premium since the 1970s. While much of the data have examined traditional industries (manufacturing, construction, private sector, public sector), the same 10 to 15 percent premium has been found in low-wage service jobs, such as those of childcare workers. Thus, the evidence concerning a Canadian union premium in the 10 to 15 percent range appears to be very robust. However, this does not mean that every unionized worker receives a 10 to 15 percent premium. For example, public versus private sector can play a role. Evidence from the United States suggests that the union premium in the private sector is almost 23 percent, as against 11 percent for public sector while UK data show that the union premium is higher for lower skilled jobs in the private sector.

Canadian evidence suggests that industry plays a significant role, with a union premium of 11 percent in the service sector compared to approximately one percent in manufacturing.

Points: 1

8. Multiple Choice: Approximately what percentage of tota...

Question Answer

Approximately what percentage of total payroll costs is made up of indirect pay? a. 10 b. 15 c. 20 d. 30

Points: 1

9. True/False: Bumping rights permit employees with ...

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Question Answer

Bumping rights permit employees with higher qualifications to bump an employee with less education out of their job in a layoff situation.

True False

Points: 1

10. Short Answer: Compare and contrast the job satisfac...

Question

Compare and contrast the job satisfaction of union and non-union employees. In your answer, address wages, benefits, job security, supervisors/supervision, job content, and promotion opportunities. Explain the likely reasons for these differences.

Answer

1. Union employees are at least as satisfied with wages, benefits, and job security.

2. Union employees are less satisfied with supervisors/supervision, job content, and promotion opportunities.

3. Why: Unions may choose to organize workers with poor working conditions. Unions may create unrealistic expectations. Unionized and nonunionized workers may have different job outcome preferences.

Points: 1

11. Short Answer: Describe the reasons why human resour...

Question

Describe the reasons why human resource management practices differ between union and non-union firms.

Answer

1. The shock effect: Increased costs and protection shock management into more formal management practices.

2. Differences in preferences between union and non-union workers, such as due to differences in age and length of tenure. Union workers may put greater value on seniority, job security, and paid time off than just the wage rate.

3. Collective voice; that is, there is greater power to convince employers to adopt HRM practices that reflect worker preferences.

Points: 1

12. True/False: Encouraging health and safety has bec...

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Question Answer

Encouraging health and safety has become an important role of unions.

True False

Points: 1

13. Multiple Choice: Evidence suggests that unionization i...

Question

Answer

Evidence suggests that unionization is associated with a small increase in productivity. Which of the following best explains the increase in productivity? a. the union’s involvement in pay and benefits b. the union’s involvement in appraisal and evaluation c. formal procedures to address workplace conflict d. the union’s involvement in staffing and selection

Points: 1

14. Multiple Choice: Globally, research indicates that uni...

Question

Answer

Globally, research indicates that unionized employees receive more training than non-union employees. According to Canadian results, which group of employees has the most opportunity for training? a. men b. women c. new employees d. union stewards

Points: 1

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15. True/False: Globally, unionized workers receive m...

Question Answer

Globally, unionized workers receive more training than non-union workers do.

True False

Points: 1

16. Multiple Choice: In a unionized rm, which job evalua...

Question Answer

In a unionized firm, which job evaluation approach is most likely to be used? a. job ranking b. point factor c. job analysis d. whole job comparison

Points: 1

17. Multiple Choice: In an e ort to reduce the likelihood...

Question

Answer

In an effort to reduce the likelihood of unionization, a non-union pool pays lifeguards $13.00 per hour. The unionized pools pay $11.00 an hour. What is this an example of? a. spillover effect b. union effect c. threat effect d. wage differential effect

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18. Multiple Choice: In bargaining, a union and an employe...

Question

Answer

In bargaining, a union and an employer have reached a tentative deal that, as a compromise, allows existing employees to keep their defined benefit pensions, while new hires will be on a defined contribution plan. What is such bargaining commonly referred to as? a. dual-split bargaining b. two-tier bargaining c. concession bargaining d. compromise bargaining

Points: 1

19. True/False: Individual pay-for-performance plans ...

Question Answer

Individual pay-for-performance plans are common in unionized workplaces.

True False

Points: 1

20. Multiple Choice: Mark earns $12.00 per hour as a serve...

Question

Answer

Mark earns $12.00 per hour as a server in a coffee shop. If a person orders only a coffee, he is supposed to ask them if they would also like a doughnut.

For every doughnut Mark sells in that way, he earns an extra 30 cents. What is the 30 cents per doughnut an example of? a. base pay b. total pay c. performance pay

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d. indirect pay

Points: 1

21. Multiple Choice: Mark earns $12.00 per hour as a serve...

Question

Answer

Mark earns $12.00 per hour as a server in a coffee shop. If a person orders only a coffee, he is supposed to ask them if they would also like a doughnut.

For every doughnut Mark sells in that way, he earns an extra 25 cents. What is the $12.00 he earns per hour an example of? a. base pay b. total pay c. performance pay d. indirect pay

Points: 1

22. Short Answer: Name and brie y describe the three e...

Question

Name and briefly describe the three elements of total compensation.

Answer

1. Base pay: based on time worked (e.g., hourly rate) 2. Performance pay: the portion of pay that is provided solely when specific performance targets are met 3. Indirect pay/benefits: anything that the employer pays for that is not part of base or performance pay (e.g., pension, dental, etc.)

Points: 1

23. Multiple Choice: One on the most signi cant impacts o...

Question Answer

One on the most significant impacts of unions is their ability to raise wages above the levels paid to non-unionized workers. What is this an example of? a. monopoly effect

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b. spillover effect c. union effect d. total compensation effect

Points: 1

24. True/False: Overall, evidence suggests that union...

Question Answer

Overall, evidence suggests that unions have a small positive effect on productivity.

True False

Points: 1

25. Multiple Choice: Overall, what does Canadian research ...

Question Answer

Overall, what does Canadian research evidence suggest regarding performance appraisals in unionized firms? a. Appraisals are more formal than those in non-unionized firms. b. Appraisals are supported for development purposes. c. Appraisals are seldom used for discipline purposes. d. Appraisals are usually used for promotion purposes.

26. Essay: Recruitment and selection represent k...

Question

Points: 1

Recruitment and selection represent key staffing functions. How is each function impacted by unionization?

Answer

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Recruitment techniques are used to make potential employees aware of job openings. The literature shows that unionized employers use often use fewer recruitment techniques (e.g., newspaper ads, private and government agencies, employee referrals, direct applicants. However, union firms often use more formal job posting methods. Potential reasons for these trends are that unionized jobs, with the higher security and voice provisions, may reduce the need for extensive, and expensive, recruitment techniques. A second explanation may be the use of recruitment processes outlined in the collective agreement, such as closed-shop clauses, job posting procedures, etc. Such clauses, for all intents and purposes, limit the employer’s ability to recruit externally while reinforcing internal recruitment practices.

Selection techniques are used to decide which employee should fill a job opening. Recall that union security clauses can play a role in selection. For example, in a closed shop, where new hires must be members of the union before an employer can hire them, management plays a small role in hiring; the union itself may even decide which employees are hired. Canadian evidence historically suggests that unionized firms are more likely to hire from within versus externally; have probationary periods; institute formal promotion criteria; and promote workers on the basis of seniority. Another study did not find a significant relationship between unionization and the usage of internal labour markets (hiring from within the workplace or from another workplace within the same employer).

Points: 1

27. Multiple Choice: Research suggests that, on average, u...

Question Answer

Research suggests that, on average, union workers make more in base pay than non-union workers. How much more do they make? a. 5% b. 15% c. 20% d. 25%

Points: 1

28. Multiple Choice: Shortly after being hired, many union...

Question

Shortly after being hired, many unionized employees can be discharged without the right to grieve their discharge. Which of the following makes this possible?

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Answer

a. probation periods b. shock effect c. lack of seniority d. recall rights

Points: 1

29. True/False: The only restrictions on employers in...

Question Answer

The only restrictions on employers in common law are items under statutory legislation.

True False

Points: 1

30. True/False: The shock e ect occurs when increase...

Question Answer

The shock effect occurs when increased costs and protection shock management into stricter management practices.

True False

Points: 1

31. True/False: The textbook concludes that the relat...

Question Answer

The textbook concludes that the relationship between unions and innovation is most likely negative.

True False

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32. True/False: There is no evidence to conclude that...

Question Answer

There is no evidence to conclude that unionization results in higher rates of business failure.

True False

Points: 1

33. Multiple Choice: Under which of the following circumst...

Question Answer

Under which of the following circumstances will unions usually support a performance appraisal program? a. when pay increases because of appraisals b. when the union has been involved in the performance appraisal c. when the appraisals are formal and structured d. when the union has been involved in developing the program

Points: 1

34. True/False: Union workplaces have more exibilit...

Question Answer

Union workplaces have more flexibility in staffing decisions than their nonunion counterparts.

True False

Points: 1

35. Multiple Choice: Unionized employees are more likely t...

Question

Unionized employees are more likely to have pension plans (especially defined benefit plans), than non-unionized employees. Why is this?

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Answer

a.

Union members can rely on the union to deal with complex technical issues. b. Union members remain in the union after retirement. c. Unions guarantee a retirement wage. d. Union two-tier pension plans are attractive to employees.

Points: 1

36. True/False: Unionized rms often have more HRM p...

Question Answer

Unionized firms often have more HRM practices that increase managerial flexibility and/or management’s ability to make unilateral decisions.

True False

Points: 1

37. True/False: Unionized workers are more likely to ...

Question Answer

Unionized workers are more likely to quit their job relative to their nonunion peers.

True False

Points: 1

38. True/False: Unionized workplaces are as likely to...

Question Answer

Unionized workplaces are as likely to have gain-sharing plans as non-union workplaces.

True False

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Points: 1

39. Multiple Choice: What do unions and employers have in ...

Question Answer

What do unions and employers have in common? a. communication problems b. formalized human resource practices c. satisfied employees d. high organization commitment

Points: 1

40. Multiple Choice: What is the term for a provision in t...

Question Answer

What is the term for a provision in the collective agreement that entitles laid-off employees to be given priority for rehiring? a. rotation b. callback c. bumping rights d. recall rights

Points: 1

41. Multiple Choice: What occurs when the increased costs ...

Question Answer

What occurs when the increased costs and employee protection caused by unionization lead management to adopt stricter human resource practices? a. shock effect b. collective voice

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c. chilling effect d. union impact

Points: 1

42. Multiple Choice: What survey measure is used to re ec...

Question Answer

What survey measure is used to reflect the likelihood that an employee will leave the organization? a. intention to quit b. intention to move c. intention to relocate d. intention to grieve

Points: 1

43. Multiple Choice: When a non-union rm (responding acc...

Question

Answer

When a non-union firm (responding according to the threat effect) offers higher wages to clerical staff than the wages offered by other firms, what is it hoping to accomplish? a. avoidance of work stoppage b. effective cost management c. raising the wage differential d. avoidance of a unionization

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44. Multiple Choice: Which human resources practice on r...

Question Answer

Which human resources practice on firms is an effect of unionization? a. HR practices are less formal. b. HR practices focus more on individual rewards and recognition. c. Management is more flexible about HR matters. d. Many HR practices put more emphasis on seniority.

Points: 1

45. Multiple Choice: Which of the following has been de n...

Question Answer

Which of the following has been defined as an employee’s assessment of his or her overall job experience? a. job enrichment b. job satisfaction c. workplace commitment d. worker perception

Points: 1

46. Multiple Choice: Which process would a rm use to det...

Question Answer

Which process would a firm use to determine the overall value of a job? a. job analysis b. job ranking c. job comparison

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d. job evaluation

Points: 1

47. Multiple Choice: Which sta e ect ...

ng practice is an

Question

Which staffing practice is an effect of unionization?

Answer

a. the use of informal recruitment techniques b. a lack of probationary periods c. the use of seniority in selection decisions d. the use of job design

Points: 1

48. Multiple Choice: Which statement best explains why the...

Question

Which statement best explains why the presence of a union influences HRM practices in an organization?

Answer

a. The power of a group is greater than the power of an individual. b. Common law does not protect individual rights. c. The chilling effect reduces internal communication. d. Unionized employees cannot exit the firm.

Points: 1

49. Multiple Choice: Which statement explains why unionize...

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Which statement explains why unionized firms have more benefits than non-union firms?

Answer

a. Union workers are more educated and can afford better benefits. b. Voice enables unionized workers to achieve such benefits. c. Arbitration awards grant better benefits. d. Union workers, by law, are required to receive more benefits.

Points: 1

50. Multiple Choice: Which term refers to “the abili...

Question Answer

Which term refers to “the ability of a group or union to express concerns”? a. grievance b. spillover effect c. collective voice d. shock effect

Points: 1

51. Multiple Choice: Which term refers to anything that an...

Question Answer

Which term refers to anything that an employer pays for, to the benefit of the employee, that is not part of base pay or performance pay? a. statutory pay b. total compensation c. indirect pay d. rewards

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Points: 1

52. Multiple Choice: Which term refers to group performanc...

Question Answer

Which term refers to group performance pay based on a company’s overall financial performance? a. gain sharing b. profit sharing c. profit bonus d. finance incentive

Points: 1

53. Multiple Choice: Which term refers to group performanc...

Question Answer

Which term refers to group performance pay based on productivity improvements? a. productivity incentive b. profit bonus c. profit sharing d. gain sharing

Points: 1

54. Multiple Choice: Which term refers to the process by w...

Question Answer

Which term refers to the process by which employees on layoff can be rehired? a. reinstatement

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b. recall c. call back d. probation

Points: 1

55. Multiple Choice: Why might unions have a negative e e...

Question Answer

Why might unions have a negative effect on firm productivity? a. Collective voice increases the number of employee complaints. b. Formal grievance procedures are used to discuss workplace conflict. c. There is greater potential for lost labour due to strikes. d. Unions increase participative decision making.

Points: 1

56. Short Answer: You are working in the HR department ...

Question

You are working in the HR department of a firm that has just unionized.

Your boss, Jane, asks you to predict, based on research, the impact of unionization on employee job satisfaction and intention to quit. What do you tell Jane?

Answer

1. Satisfaction will vary; is likely to be high for some elements (pay, benefits, security), but low for others (e.g., physical conditions of work, supervisors, job safety) 2. Intention to quit will likely be lower.

Points: 1

57. Short Answer: Your friend John owns a co ee shop t...

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Your friend John owns a coffee shop that recently unionized. He asks you how unionization will affect the business’s profitability, productivity, pay, and selection practices. Briefly outline your response to John.

Profitability will likely decrease.

Productivity will likely improve slightly.

Pay will increase.

Selection practices will become more formal and likely based on seniority.

Answer

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1. Multiple Choice: A study of municipal government e or...

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Answer

A study of municipal government efforts at privatization revealed that unionized cities attracted more privatization proposals. What strategy used by unions in these municipalities was most effective at rejecting privatization ? a. adjustment policies b. management resistance c. industrial action d. suggestions for alternatives

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2. Multiple Choice: According to Swimmer (2001), which of...

Question Answer

Points: 1

According to Swimmer (2001), which of the following is a restraint policy that Canadian governments could use, given the high unionization rates? a. downgrade the working conditions of managers b. downgrade the working conditions of unionized employees c. avoid asking for wage concessions from unionized employees d. use legislation to improve wages and benefits

Points: 1

3. Multiple Choice: According to the text, the public sec...

Question Answer

According to the text, the public sector represents approximately what percentage of total employment in Canada? a. 10 b. 15 c. 25 d. 30

4. Essay: Adell, Ponak, and Grant (2001) examin...

Question

Points: 1

Adell, Ponak, and Grant (2001) examine three models of dispute resolution in the public sector in Canada. Explain the three models.

Answer

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The unfettered-strike model has been in effect for blue-collar workers at the local level of government in all provinces since World War II. It seems to work best when the services are not essential. When services are essential, unions may have too much bargaining power because they alone determine what services are to be provided in the event of a strike or lockout. This model has the advantage of producing the most freely negotiated settlements. It is a positive attribute that is more important during a period of restructuring services, when the parties must resolve complex issues at the bargaining table. A negative attribute, however, is one without any procedure to determine essential services. The strike model invites back-towork legislation.

In the designation model, the determining of what essential services are is negotiated by the parties either before bargaining starts (Ontario and British Columbia) or at the point of impasse (Quebec). Neutral tribunals are available to adjudicate disputes that arise from these negotiations. The Quebec model began in 1982 with the establishment of the Essential Services Council, whose function is to determine essential services once impasse is reached.

In the no-strike model the right to strike is substituted with interest arbitration. It would appear that this category is declining in popularity in Canada. The no-strike model, which substitutes compulsory interest arbitration for the right to strike, had few admirers outside Ontario health care. Almost no one who was operating under either the unfettered-strike model or the designation model advocated moving to the no-strike model.

Points: 1

5. True/False: Back-to-work legislation may be appea...

Question

Answer

Back-to-work legislation may be appealing as a way to resume public services, as it has little or no long-term consequences for the collective bargaining process.

True False

6. True/False: CUPE, Canada’s current largest ...

Question Answer

Points: 1

CUPE, Canada’s current largest union, was created when two large municipal unions merged in the 1960s.

True False

Points: 1

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7. Multiple Choice: Collective bargaining in the public s...

Question

Answer

Collective bargaining in the public sector is not subject to the same application of economic power as found in the private sector. What takes the place of economic power in public-sector bargaining ? a. strikes and lockouts b. employee exit/voice c. mediation–arbitration d. political power

Points: 1

8. True/False: Contracting out is a form of privatiz...

Question Answer

Contracting out is a form of privatization.

True False

9. Essay: De ne and explain the four generatio...

Points: 1

Question

Define and explain the four generations of public-sector bargaining.

Answer

· 1st, 1960s: growth phase of employment and unions · 2nd, 1970s: retrenchment and citizen resistance · 3rd, 1980s: greater emphasis on performance and productivity of public services · 4th, 1990s: second period of retrenchment and citizen resistance; publicsector workers under attack in terms of collective bargaining and restructuring of services

Points: 1

10. Short Answer: Describe and explain “monopsony...

Question

Describe and explain “monopsony,” and give an example of it in the labour market.

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Answer

1. Public services 2. Monopoly powers, wage setter 3. Wage and employment levels will be lower than the wage and employment levels in competitive industries.

4. Example: teachers, nurses, firefighters, police officers

Points: 1

11. True/False: Evidence shows that the human resourc...

Question

Answer

Evidence shows that the human resources practices of public-sector managers have been moving away from the practices of private-sector managers.

True False

12. Essay: Explain the role of the government in...

Points: 1

Question

Explain the role of the government in public-sector bargaining.

Answer

An important difference between the sectors is the dual role of government.

In public-sector bargaining, the government is both impartial umpire and employer. As employer, the government is a party to collective bargaining; as umpire, it is required to be a neutral to the bargaining process. In general, the government role has been changing in Canada from that of neutral third party to that of a party of direct interest. Some argue that state intervention in collective bargaining (e.g., wage freezes and suspensions of collective bargaining) has resulted in a permanent dismantling of collective bargaining for public employees.

Points: 1

13. True/False: Final-o er arbitration is a modi ca...

Question Answer

Final-offer arbitration is a modification of interest arbitration that is designed to reduce the chilling and narcotic effects.

True False

Points: 1

14. Multiple Choice: How did Canada try to restore economi... file:///C:/Users/Prof. Salman/Desktop/Chapter_12___Public_Sector_Issues_files/courseMain.html

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Question Answer

How did Canada try to restore economic balance during a time of debts and deficits? a. by raising taxes to offset the deficits b. by shifting to privatization in the public sector c. by management cutting the costs of production d. by completely eliminating some services

Points: 1

15. True/False: Interest arbitration is used instead ...

Question Answer

Interest arbitration is used instead of striking in the no-strike model.

True False

Points: 1

16. Multiple Choice: Mandatory third-party intervention in...

Question

Answer

Mandatory third-party intervention in labour disputes, particularly when the right to strike is banned, often results in the parties being unable to reach an agreement. Based on this finding, which of the following is the best method for resolving labour disputes? a. interest arbitration model b. designation model c. unfettered-strike model d. legislated outcomes

Points: 1

17. Short Answer: Name three factors that account for t... file:///C:/Users/Prof. Salman/Desktop/Chapter_12___Public_Sector_Issues_files/courseMain.html

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Question

Name three factors that account for the rise of public-sector unions in the 1960s.

Answer

1. Social upheaval: Civil rights and anti-war movements, strike by black sanitation workers, including Dr. Martin Luther King. The main issues in the 1968 black sanitation workers’ strike were union recognition, unsafe working conditions, low wages 2. Growth in public services: System of community colleges in Canada 3. Union mergers 4. Relative absence of employer competition 5. Other answer choices okay

Points: 1

18. True/False: Politics plays a much greater role in...

Question Answer

Politics plays a much greater role in public-sector collective bargaining than in the private sector.

True False

Points: 1

19. True/False: Public sector employees are more than...

Question Answer

Public sector employees are more than four times likelier to be unionized than private-sector employees.

True False

Points: 1

20. True/False: Public services are often o ered in ...

Question Answer

Public services are often offered in noncompetitive markets.

True False

Points: 1

21. True/False: Socio-technical systems design may be... file:///C:/Users/Prof. Salman/Desktop/Chapter_12___Public_Sector_Issues_files/courseMain.html

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Question Answer

Socio-technical systems design may be more difficult in the public sector than in the private sector.

True False

22. True/False: Special laws govern labour–mana...

Question Answer

Points: 1

Special laws govern labour–management relations in the public sector.

True False

Points: 1

23. True/False: The fourth generation of publicsecto...

Question Answer

The fourth generation of public-sector collective bargaining is characterized by retrenchment and citizen resistance.

True False

Points: 1

24. True/False: The passage of collective bargaining ...

Question

Answer

The passage of collective bargaining laws by the Canadian provinces and federal government in the 1960s and 1970s played an important role in facilitating future union organizing.

True False

Points: 1

25. True/False: The political spectrum in the 23 coun...

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The political spectrum in the 23 countries that implemented the new public management policies began to narrow to include conservatives only.

Answer

True False

Points: 1

26. True/False: The public-sector union coverage in C...

Question Answer

The public-sector union coverage in Canada is steadily declining.

True False

Points: 1

27. True/False: The unfettered-strike model seems to ...

Question Answer

The unfettered-strike model seems to work best when services are essential.

True False

Points: 1

28. Multiple Choice: Traditionally, public-sector bargaini...

Question

Traditionally, public-sector bargaining was opposed out of fear that publicsector workers would have too much bargaining power. What was seen as the basis for this power ?

Answer

a. citizens’ ability to punish only the employer for service disruption b. the popular use of public services in parks and recreation c. variable demand for public services across the country d. labour costs are a small part of public service costs

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29. Multiple Choice: Under the designation model, what oth...

Question Answer

Under the designation model, what other dispute resolution policy accompanies the right to strike? a. mediation–arbitration b. provision for essential services c. prohibition on lockouts d. interest arbitration

Points: 1

30. Short Answer: What are Marshall’s conditions ...

Question

What are Marshall’s conditions of elasticity? How do they relate to the power of unions generally, and specifically in the public sector?

Answer

1. Unions are more powerful when demand for the product or service is inelastic. This gives more power to public-sector unions, as many public services have inelastic demand curves.

2. Unions are more powerful when labour is not easily substituted. This gives more power to public-sector unions since, for many services, it is difficult to substitute for labour.

3. Unions are more powerful when the supply of substitutes are inelastic.

There are likely few differences on this between public and private sectors.

4. Unions are more powerful when labour is a small proportion of total costs. As most public services are highly labour-intensive, this likely reduces union power in the public sector.

Points: 1

31. Multiple Choice: What can be said about Canadian publi...

Question Answer

What can be said about Canadian public-sector dispute resolution policies ? a. Essential services are seldom mentioned. b. Bans on strikes are found across the country.

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c. They are inconsistent. d. Public interest has little influence on labour policy.

Points: 1

32. Multiple Choice: What did the growth of unions in the ...

Question Answer

What did the growth of unions in the public sector after 1960 replace? a. civil service associations b. civil rights associations c. industrial unions d. craft unions

Points: 1

33. Multiple Choice: What do statistics show about unions&...

Question

What do statistics show about unions’ most popular reaction to privatization?

Answer

a. They responded proactively to reduce adverse effects. b. They responded by striking and/or using worker slowdowns. c. They responded by going to court and/or arbitration. d. They responded creatively by offering alternatives.

Points: 1

34. Multiple Choice: What does new public management place... file:///C:/Users/Prof. Salman/Desktop/Chapter_12___Public_Sector_Issues_files/courseMain.html

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Question Answer

What does new public management place a lot of emphasis on? a. employee involvement b. public-sector practices c. private-sector practices and service provision d. efficiency and production in the manufacturing sector

Points: 1

35. Multiple Choice: What does the narcotic e ect in coll...

Question Answer

What does the narcotic effect in collective bargaining involve? a. the separation of two parties during arbitration b. the increased dependency of parties on arbitration c. the removal of arbitration as an outcome d.

the increased dependency of parties on negotiating a collective agreement

Points: 1

36. Multiple Choice: What does the term “public good...

Question

What does the term “public good” mean?

Answer

a. a product the public creates itself b.

an item whose consumption does not reduce the amount available to others

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c. a durable good d. a good the private sector chooses not to provide

Points: 1

37. Multiple Choice: What is a characteristic of sociotec...

Question Answer

What is a characteristic of socio-technical systems design? a.

It enables workers to share in the benefits of the introduction of new technology. b.

It limits the responsibility workers have for the operation of technology. c. It substitutes workers with technological equipment. d. It shifts communication away from supervisors to customers.

Points: 1

38. Multiple Choice: What is the approximate union coverag...

Question Answer

What is the approximate union coverage in the Canadian public sector ? a. 30% b. 50% c. 65% d. 75%

39. Multiple Choice: What is the chilling e ect? file:///C:/Users/Prof. Salman/Desktop/Chapter_12___Public_Sector_Issues_files/courseMain.html

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Question Answer

What is the chilling e ect? a. limited bargaining that requires both parties make compromises b. a lack of bargaining caused by bargaining in bad faith c.

limited bargaining flexibility caused by the parties’ fear of making concessions d. poor management–employee relations caused by a strike

Points: 1

40. Short Answer: What is the designation model of disp...

Question

What is the designation model of dispute resolution in the public sector in Canada?

Answer

1. Determining the essential services in society before bargaining 2. Essential Services Council and background information 3. Used most commonly in Canada for nurses 4. Used in federal jurisdiction and Newfoundland and Labrador, New Brunswick, British Columbia, Quebec, Manitoba, and psychiatric hospital nurses in Ontario 5. Certain levels of essential designation can remove the right to strike

Points: 1

41. Multiple Choice: What is the role of government in col...

Question Answer

What is the role of government in collective bargaining with public-sector unions in Canada? a. It’s both a neutral third party and the employer. b. It protects and supports the union and its members. c. It mediates between public- and private-sector unions. d. It is excluded from bargaining matters.

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Points: 1

42. Multiple Choice: What is unique to the role of governm...

Question

What is unique to the role of government as an employer compared to a private-sector employer?

Answer

a. Government employers have limited access to arbitration. b. Government is also the consumer of services. c. Governments are associated with the courts. d. Government also plays the role of a neutral third party.

Points: 1

43. Multiple Choice: When does the unfetteredstrike model...

Question Answer

When does the unfettered-strike model work best? a. when services are not essential b. in interest arbitration c. when the services are essential d. in mediation–arbitration

Points: 1

44. Multiple Choice: Which factor makes it di to ac...

cult

Question

Which factor makes it difficult to achieve innovative work practices in the public sector?

Answer

a. complex bureaucracy with many levels of job classifications

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b. smaller, inactive union representation c. lack of experimentation d. numerous changes in political leaders

Points: 1

45. Multiple Choice: Which of the following accompanies a ...

Question Answer

Which of the following accompanies a restriction on the right to strike in the public sector in Canada? a. binding interest arbitration b. unfettered ability to lock out c. mandatory essential service clauses d. human resources management practices

Points: 1

46. Multiple Choice: Which of the following best describes...

Question

Which of the following best describes the state of unionization in the Canadian public sector?

Answer

a. Union coverage is lagging behind that of the private sector. b. Public-sector union coverage has remained high. c. Union coverage is roughly equal in the public and private sectors. d.

It has been more challenging to unionize federal public-sector employees.

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47. Multiple Choice: Which of the following contributed si...

Question Answer

Which of the following contributed significantly to the growth of publicsector unions in the 1960s and 1970s ? a. working conditions b. union mergers c. public apathy d. 40-hour work week movement

Points: 1

48. Multiple Choice: Which of the following contributes to...

Question Answer

Which of the following contributes to the power of public-sector unions? a. substitution of union workers is easy b. demand for services is relatively elastic c. public can punish both employer and union d. labour is not easily substituted

Points: 1

49. Multiple Choice: Which of the following is a modi cat...

Question Answer

Which of the following is a modification of interest arbitration? a. mediation b. final offer arbitration

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c. meditated arbitration d. court arbitration

Points: 1

50. Multiple Choice: Which of the following is an innovati...

Question Answer

Which of the following is an innovation in public-sector dispute resolution? a. court challenging b. job actions c. conciliation d. mediation–arbitration

Points: 1

51. Multiple Choice: Which profession best illustrates the...

Question Answer

Which profession best illustrates the variability of dispute resolution policies across Canadian jurisdictions? a. doctors b. teachers c. police officers d. firefighters

Points: 1

52. Multiple Choice: Which sector is usually considered to... file:///C:/Users/Prof. Salman/Desktop/Chapter_12___Public_Sector_Issues_files/courseMain.html

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Question Answer

Which sector is usually considered to have inordinate public interest because an interruption of the service can be threatening? a. construction b. publishing c. transportation d. manufacturing

Points: 1

53. Multiple Choice: Why were public-sector dispute resolu...

Question Answer

Why were public-sector dispute resolution mechanisms created? a. to encourage privatization b. to manage wage increases c. to avoid strikes d. to replace arbitration

Points: 1

54. True/False: Within Canada, the role of the govern...

Question Answer

Within Canada, the role of the government has been changing from a neutral third party to a party of direct interest.

True False

Points: 1

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55. Multiple Choice: Workers in which of the following sec...

Workers in which of the following sectors are represented by Canada’s largest unions?

Question Answer

a. healthcare b. municipal/provincial/federal government services c. banking and financial services d. transportation and communications

Select: All None Delete

Select by Type:

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