Question 1

Unions:

Accepted Answer

An organized association of workers formed to further the interests of the individuals working for an employee

Question 2

National Labor Relations Board (NLRB):

Accepted Answer

allows workers to form unions and negotiate with employers, helping reduce work disruptions from labor disputes

Question 3

Labor Relations Process:

Accepted Answer

Workers desire collective representation, union begins to organize campaign, NLRB procedure begins, negotiations lead to contract, contract is administered

Question 4

Why Employees Unionize:

Accepted Answer

Dissatisfaction with Managerial Practices, Economic Need, Social and Status Needs

Question 5

Challenges of Unions to Management:

Accepted Answer

Unions can limit management control, affect decision-making, and create workplace divisions

Question 6

Union Avoidance Practices:

Accepted Answer

Pay, Promote, Cultural Audits, Job Rotations/Training Programs, Share Important Information, Ensure Desirable Working Conditions

Question 7

The Five Steps to Organizing a Union:

Accepted Answer

Employee + Union Contact, Initial Organizational Meeting, In-House Committee Forms, Election Petition/Voting Prep, Contract Negotiations

Question 8

Bargaining unit:

Accepted Answer

two or more employees who share common interests and conditions and may reasonably be grouped together for purposes of collective bargaining

Question 9

Collective bargaining process:

Accepted Answer

The process of negotiating a labor agreement, including the use of economic pressures by both parties

Question 10

Collective Bargaining Process Steps:

Accepted Answer

Prepare for Negotiations, Develop Strategies, Formalize Agreement, Conduct Negotiations

Question 11

Bargaining Zone:

Accepted Answer

The bargaining zone is the range between the lowest offer a seller will accept and the highest offer a buyer will pay during negotiations

Question 12

Good-Faith Bargaining:

Accepted Answer

The Taft-Hartley Act requires employers and unions to negotiate employment conditions in good faith with realistic proposals and reasonable counteroffers

Question 13

Interest-Based Bargaining:

Accepted Answer

a cooperative, non-adversarial approach focused on win-win solutions and positive long-term relationships

Question 14

Bargaining power:

Accepted Answer

The power of labor and management to achieve their goals through economic, social, or political influence

Question 15

Union Bargaining Power:

Accepted Answer

The bargaining power of the union may be exercised by striking, picketing, or boycotting the employer’s products or service

Question 16

Management Bargaining Power:

Accepted Answer

Should employees strike the organization, employers have the legal right to hire replacement workers (lockouts may be necessary in extreme situations)

Question 17

Mediation:

Accepted Answer

A voluntary process that relies on the communication and persuasive skills of a mediator to help the parties resolve their differences

Question 18

Arbitrator:

Accepted Answer

A third-party neutral who resolves a labor dispute by issuing a final decision in the disagreement

Question 19

The Labor Agreement:

Accepted Answer

a binding document outlining employee and management terms, including management rights and union security provisions

Question 20

Union Security Agreements:

Accepted Answer

Where an employer and the union agree on the extent to which the union may compel employees to join the union and how the dues will be collected

Question 21

Negotiated Grievance Procedures:

Accepted Answer

lets the union formally represent employees to challenge management violations of the labor agreement without using force

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HR EXAM 3 (C15)