Conflict Resolution
Exam Materials
Course Introduction
Conflict Resolution explores the theories, strategies, and practical skills necessary to address and manage interpersonal, organizational, and international disputes. Through the study of communication techniques, negotiation, mediation, and collaborative problem-solving, students learn to identify underlying causes of conflict and develop effective approaches for reaching constructive solutions. Emphasis is placed on understanding cultural dynamics, addressing power imbalances, and applying ethical considerations in diverse real-world contexts, preparing students for roles in leadership, human resources, international relations, and community advocacy.
Recommended Textbook Labor Relations and Collective Bargaining 9th Edition by Michael R. Carrell
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13 Chapters
840 Verified Questions
840 Flashcards
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Page 2
Chapter 1: The American Labor Movement
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65 Verified Questions
65 Flashcards
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Sample Questions
Q1) The __________ provided the following "right to work" law: To give states the right to outlaw union shop requirements in collective bargaining agreements so that employees can refrain from joining the union representing them at the bargaining table.
A) Taft-Hartley Amendments
B) Walsh-Healey Act
C) Fair Labor Standards Act
D) Landrum-Griffin Act
Answer: A
Q2) Which of the following was the first national trade union to advocate collective bargaining, trade autonomy, exclusive jurisdiction, standard hours, and better wages and working conditions?
A) Clayton Act
B) Civil Service Reform Act
C) AFL and CIO merge
D) American Federation of Labor (AFL)
Answer: D
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Chapter 2: The Changing Workplace
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65 Verified Questions
65 Flashcards
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Sample Questions
Q1) The Agricultural revolution refers to all of the improvements listed below except:
A) Rotation of crops to keep soil fertile.
B) New breeding techniques of animal stock.
C) Expansion of farmland.
D) Draining of swamplands.
Answer: D
Q2) Quality circles are "people using."
A)True
B)False
Answer: False
Q3) The National Women's Trade Union League adopted all of the following as goals for the organization in 1907 except:
A) Equal pay for equal work
B) Full citizenship for women
C) An eight-hour workday
D) Overtime pay
Answer: D
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Chapter 3: Establishing a Bargaining Process
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65 Verified Questions
65 Flashcards
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Sample Questions
Q1) After an employer enters a multi-employer agreement, it may withdraw from the agreement or subsequent negotiations for a new agreement.
A)True
B)False
Answer: True
Q2) The primary purpose of an NLRB certification election is to:
A) Resolve any question as to whether the union represents the bargaining unit.
B) Resolve any question of the exact length of a contract.
C) Allow employees to show management what they think of it.
D) Resolve employee grievances.
Answer: A
Q3) The nationwide contract that Ford Motor Company signed with the United Auto Workers is termed the _____.
A) National Agreement
B) Common Agreement
C) First Tier Contract
D) Labor Agreement
Answer: D
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Chapter 4: Organizational Campaigns
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64 Flashcards
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Sample Questions
Q1) The PATCO Act gives employees the right to refrain from union activities.
A)True
B)False
Q2) The majority of unfair labor practice cases filed with the NLRB are concerned with:
A) Discrimination against union employees.
B) Domination of a union.
C) Election interference.
D) Threats of loss of benefits.
Q3) Employees cannot organize a labor campaign in which of the following situations?
A) On the employer's property.
B) During lunch breaks.
C) After the regular workday.
D) Leafleting cars in the employers' parking lot.
Q4) A union is not allowed to fine a member who does not participate in a union-called strike.
A)True
B)False
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6
Chapter 5: The Negotiation Process
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65 Flashcards
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Sample Questions
Q1) The outcome of the PATCO strike of 1981 was:
A) Almost all workers were eventually rehired.
B) All striking workers were fired, but most were rehired.
C) All striking workers lost several weeks pay and seniority.
D) No striking workers were rehired during Republican presidencies.
Q2) Pressure bargaining is used to pressure the other party into accepting something they would normally refuse.
A)True
B)False
Q3) In which of the following areas is labor relations in the public sector most like that of the private sector?
A) Employer competition
B) Employer's ability to increase income
C) Employees' fiscal needs
D) Union economic pressure tactics
Q4) PATCO still represents air traffic controllers.
A)True
B)False
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Chapter 6: Collective Bargaining: Strategies and Tactics
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65 Verified Questions
65 Flashcards
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Sample Questions
Q1) In an _________ process, the parties generally cooperate to achieve maximum total benefit of the final agreement while also competing to divide the value of the package.
A) Process bargaining
B) Interest-based bargaining
C) Distributive bargaining
D) Collective bargaining
Q2) _____ states that 80% of what is accomplished occurs as a result of 20% of the effort.
A) Pareto's Law
B) BATNA
C) WATNA
D) WAVE
Q3) If a negotiator must give the first opening offer, or choose to do so for strategic reasons, then they should choose the most extreme offer, which can logically be defended and then carefully gauge the reaction to the offer.
A)True
B)False
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8
Chapter 7: Compensation Issues
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Sample Questions
Q1) Management usually is willing to pay wage rates that reflect the "cost-of-living" by labor if it is kept in proportion with the cost of capital and equipment.
A)True
B)False
Q2) A wage system in which employees receive a standard rate of pay per unit regarding output) is a piece-rate system.
A)True
B)False
Q3) In 2004, the U.S. Department of Labor issued new regulations to determine if an employee is classified as exempt.
A)True
B)False
Q4) Generally, as annual earnings increase, the cost of insurance automatically decreases.
A)True B)False
Q5) Unions are entitled to company financial information. A)True
B)False
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Chapter 8: Employee Benefits
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61 Verified Questions
61 Flashcards
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Sample Questions
Q1) Which of the following would not be a reason for a flexible benefit plan?
A) To better address the needs of the employees.
B) It's simple and easy to administer.
C) It helps in cost containment.
D) Better benefits can be offered.
Q2) The "givebacks" unions are most willing to make are usually:
A) Wages.
B) Paid time off.
C) Retirement benefits.
D) Seniority rights.
Q3) Union leaders are often skeptical of "pay-as-you-go" funding of pension plans that depend on which funding method?
A) Trusted plan
B) Current Expenditure plan
C) Insured plan
D) Profit-sharing plan
Q4) A benefit plan is a guaranteed monthly payment to a former employee during retirement.
A)True
B)False
Page 10
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Chapter 9: Seniority Rights
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Sample Questions
Q1) Arbitrators usually don't give management flexibility in cases involving emergency layoffs.
A)True
B)False
Q2) Seniority is defined as a set of rules governing the allocation of economic benefits and employment opportunities on the basis of employee service with one employer.
A)True
B)False
Q3) Arbitrators generally recognize that signing a contract requires that all jobs in existence will continue to be performed by members of the bargaining unit.
A)True
B)False
Q4) Management generally argues that seniority should never be considered as a criterion in promotion decisions.
A)True B)False
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Page 11
Chapter 10: Contract Implementation
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Sample Questions
Q1) By law, the union is the exclusive bargaining agent for the bargaining unit.
A)True
B)False
Q2) Setting grievance procedures are not generally considered an area of "management rights."
A)True
B)False
Q3) A contract provision which provides that both parties waive any right during the contract term to reopen negotiations for new items is termed a:
A) Closure clause.
B) Zipper clause.
C) Duty clause.
D) Statutory right.
Q4) Which of the following is not a general substantive due process requirement in employment action cases:
A) Penalties utilized by the employer are not subject to question.
B) The employer must prove the violation of policy.
C) The applications of rules must be consistently applied to all employees.
D) Required standards of performance must be reasonable.
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Chapter 11: Grievance and Disciplinary Procedures
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Sample Questions
Q1) _____ can be viewed as a supplement for the contractual grievance resolution process.
A) Grievance mediation
B) Investigation
C) Acting timely
D) Accreditation
Q2) The employee has the legal right to take a grievance directly to the supervisor.
A)True
B)False
Q3) A grievance procedure is only necessary when the contract contains vague clauses.
A)True
B)False
Q4) _____% of all nonmanufacturing contracts include "misconduct" as a reason for immediate dismissal.
A) 20
B) 34
C) 11
D) 61
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Page 13
Chapter 12: The Arbitration Process
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65 Verified Questions
65 Flashcards
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Sample Questions
Q1) In the year 2004, there were _____ seniority transfer arbitration issues.
A) 15
B) 9
C) 21
D) 18
Q2) "A good reason" refers to:
A) Grievance.
B) Just cause.
C) Incompetence.
D) Obiter dictum.
Q3) The employer's discharge of an employee for incompetence is not likely to be upheld by an arbitrator if the employee shows substantial improvement after a warning.
A)True
B)False
Q4) Parol evidence in labor arbitration cases refers to only oral evidence that is contained within the four edges of the collective bargaining contract.
A)True
B)False
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Chapter 13: Comparative Global Industrial Relations
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Sample Questions
Q1) Parent firms and foreign affiliates of multinational enterprises now account for __% of global output.
A) 10
B) 20
C) 25
D) 30
Q2) The search for flexible and responsive work methods has led to:
A) Flattening organizational structures.
B) Broadening the scope of upper level management.
C) Limiting tasks to core related tasks only.
D) More contract and part-time work.
Q3) This country has no statutory work council system:
A) Belgium.
B) Denmark.
C) Ireland.
D) Norway.
Q4) China has never become subject to competitive market pressures due to their strict socialist beliefs.
A)True
B)False
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