Q&A Hero

Q: Managers and economists traditionally have seen human resource management as a source of value to their organizations.

Q: Which of the following agreements have been adopted by Canada, Mexico, and the United States to encourage trade between the three countries? A. CSN B. NAFTA C. PICTA D. APEC E. TAFTA

Q: The balance sheet approach for determining expatriate compensation adjusts the manager's compensation so that it gives the manager the same standard of living as in the home country plus extra pay for the inconvenience of locating overseas.

Q: Cross-cultural training requires developing a greater awareness of one's own culture, too.

Q: U.S. organizations exert more centralized control over labor relations in the various countries where they operate when compared with European organizations.

Q: European companies usually link stock options to specific performance goals, such as the increase in a company's share price compared with that of its competitors.

Q: The specific methods of performance management that work in one country may fail in another, while general principles of performance management may apply in most countries.

Q: A culture with a long-term orientation will have trainees who are likely to accept development plans and assignments.

Q: While training expatriates, trainers are expected to be authoritarian and controlling of session in cultures low in power distance.

Q: Even if employees persist and continue learning about their host country's culture, they rarely recover from culture shock.

Q: According to research, employees who are extroverted, agreeable, and conscientious are most successful at completing overseas assignments.

Q: Most organizations' expanding opportunities in fast-developing nations have limited their ability to tap into the immigrant workforce.

Q: Companies usually prefer hiring third-country nationals for filling positions in host-countries.

Q: Compared with other countries, the United States allows employers much latitude in reducing their workforce.

Q: Ample opportunities for educational development are provided in capitalist economic systems because education is free for students.

Q: Educational opportunities remain constant from one country to another.

Q: Power distance concerns the way the culture deals with unequal distribution of power.

Q: High uncertainty avoidance refers to a strong cultural preference for structured situations.

Q: In countries with large power distances, people address one another with first names.

Q: The most important influence on international HRM is the culture of the country in which a facility is located.

Q: Discuss the different criteria that employers use to judge a grievance procedure.

Q: Explain the major functions of the National Labor Relations Board.

Q: What are right-to-work laws? Explain.

Q: Why do unions place a high level of importance on negotiating contract provisions with an employer? What are the different types of contract provisions?

Q: Explain the reason for the decline in union membership in the United States.

Q: What is the difference between craft unions and industrial unions?

Q: Briefly describe the three levels of decisions involved in labor relations.

Q: Janet, a sales manager at Drexler Inc., claims that labor and management of most organizations are rivals. Carmella, the HR manager, argues that management and labor do not compete but assist each other. Who is correct in this situation? A. Janet is right because after the 1980s, most unions and organizations have acted as adversaries. B. Carmella is right because labor and management often cooperate to enhance teamwork. C. Janet is right because finding win-win solutions is almost impossible between labor unions and management due to conflicting goals. D. Carmella is right because organizations often readily accept employee empowerment programs, which is a sign of cooperation. E. Janet is right because the sole purpose of creating a union is to force employers to pay more wages, which results in loss of profits.

Q: The employees' union and the management at Rexen Inc. enter into a contract, which requires Rexen to improve its facilities and to ensure the safety of its employees. However, a few months later, the employees observe that the conditions have remained the same and that management has not taken any steps to revamp its systems. The union files a case against Rexen for violating the terms of their contract. The union's lawyer asks them to follow the established process for resolving this conflict. In the context of contract administration, the lawyer is referring to _____. A. lockout protocols B. right-to-work laws C. the union ship arrangement D. the grievance procedure E. the chain of command

Q: The method for providing solutions to union-management conflicts over interpretation or violation of a collective bargaining agreement is known as a _____. A. complaint protocol B. chain of command C. grievance procedure D. protest procedure E. corporate campaign

Q: The Transport Union in Atlanta, Georgia, enters into a contract with the Metropolitan Transportation Authority. The contract requires the government agency to pay a yearly bonus to union members. A year after signing the contract, the Metropolitan Transportation Authority refuses to pay the annual bonus, which triggers a conflict between the union and the agency. A third-party intervenes to resolve the conflict between the two parties. The third-party evaluates the arguments of both sides and proposes a solution. Both parties have the right to decline the proposal, but they decide to accept it. In the context of the alternatives to work stoppage, the third-party in this scenario is an example of a(n) _____. A. fact finder B. arbitrator C. stakeholder D. moderator E. rights enforcer

Q: Lola, a general manager at Thorton Inc., tries to resolve a conflict initiated by two managers in her organization by listening to what both parties had to say about the issue and facilitating the negotiations. In this scenario, Lola is exercising which of the following types of alternatives to work stoppages? A. Mediation B. Final-offer arbitration C. Fact-finder technique D. Conventional arbitration E. Rights arbitration

Q: According to the provisions outlined in the contract between Kranfer Inc. and its labor union, Kranfer must pay its employees double for working overtime. However, due to financial constraints, the company is unable to meet these demands. The company and the union decide to negotiate the terms of the contract in a relatively informal manner. A non-authoritative third-party is invited to listen to the views of both sides and to help resolve the conflict. In the context of the alternatives to work stoppages, the third-party in this scenario is an example of a(n) _____. A. arbitrator B. fact finder C. mediator D. rights enforcer E. stakeholder

Q: In the context of collective bargaining, the term _____ refers to the range of employees and employers covered by the contract. A. arbitrated team B. bargaining structure C. union leverage D. differentiated group E. associate mediation

Q: The Public Transport Union and the Chicago Transit Authority are in conflict with each other. When the conflict escalates, the Chicago City Council decides to intervene and settle the dispute. The Council, after listening to offers from both sides, puts forth a binding settlement, which both parties must accept. In the context of the alternatives to work stoppages, this is an example of _____. A. arbitration B. fact finder negotiation C. mediation D. checkoff bargain E. greivance leverage

Q: Collective bargaining differs from one situation to another in terms of _____. A. bargaining provisions B. bargaining structure C. bargaining campaigns D. bargaining strategies E. bargaining techniques

Q: Timothy, an employer, allowed employees to picket the manufacturing plant because he believed it would not hamper the productivity within the facility. Zara, his assistant manager, argued that Timothy's approach to a possible strike was a poor strategy. Which of the following statements will strengthen Zara's argument? A. Timothy thought that if he had to hire replacement workers, productivity would not decrease. B. Timothy observed that he was short of workers to get work done and that eventually it would affect the plant's output. C. Employees at the organization called off the strike as they realized that they would not receive pay from their employer. D. Timothy believed that a majority of the employees would value their salary more than their demands and would choose not to go on strike. E. Employees at the organization realized that they were better off without union representation.

Q: Ray, an employee at Finesse Granites, is a union member. Management and union representatives work together to improve workplace safety as part of their agreement. However, three months later, Ray suffers a minor injury and attributes the accident to unsafe working conditions. He files a lawsuit against the company for negligence. In the context of contract enforcement, what mistake might Ray have most likely committed? A. He did not follow the union's grievance procedure. B. He forgot to speak to his supervisor before taking the issue to court. C. He organized a strike to fight for union's rights. D. He tried to resolve the problem informally. E. He applied for arbitration.

Q: The _____ is a neutral third party on which common alternatives to strike depends on. A. National Labor Relations Board B. Federal Mediation and Conciliation Service C. Federal Labor Relations Board D. Federal Arbitration and Consulting Service E. National Mediation and Arbitration Commission

Q: An employer's exclusion of workers from a workplace until they meet certain conditions is known as a _____. A. strike B. lockout C. mediation D. picket line E. sabbatical

Q: Jane and Martha work at Anden Inc. Jane claims that forming a union can help enhance workers' bargaining power with management. Martha, however, argues that it is quite challenging to form a union. Which of the following statements strengthens Martha's argument? A. Unionized employees have low negotiating power with the management. B. A union needs to convince a majority of workers to have a common goal. C. Union workers generally have lower productivity than nonunion workers. D. A union's goals must always contradict the employer's goals. E. A union must only include members with highly conceptual skills who can easily deal with conflict resolution.

Q: Which of the following best describes a card-check provision? A. It is an arrangement that allows the employer, on behalf of the union, to automatically deduct union dues from the employees' paychecks. B. It is an agreement that if a certain percentage of employees sign an authorization card, the employer will recognize their union representation. C. It is an alternative form of union membership in which members receive discounts on insurance and credit cards rather than representation in collective bargaining. D. It is a formal and binding pledge by the employer not to oppose organizing efforts elsewhere in the company. E. It is a formal and binding pledge by at least 51 percent of employees to not unionize.

Q: One of the substitutes to traditional organizing is to conduct _____ which bring financial, political, or public pressure on employers during union organization and contract negotiation. A. collective coercion B. corporate campaigns C. indirect provisions D. associate campaigns E. social campaigns

Q: Which of the following terms refers to a substitute arrangement of union membership in which members receive discounts on insurance and credit cards rather than representation in collective bargaining? A. Card check provision B. Corporate union membership C. Indirect union provision D. Associate union membership E. Relational union membership

Q: Identify the guideline that should be followed by a supervisor to discourage unions. A. Promise employees that they will receive favorable terms or conditions of employment if they forgo union activity B. Threaten employees with harsher terms and conditions of employment or employment loss if they engage in union activity C. Limit direct contact with employees D. Interrogate employees about pro-union or anti-union sentiments that they or others may have E. Report any direct or indirect signs of union activity to a core management group

Q: House Factory Inc. agrees to allow a union to conduct an organizing campaign. Both parties decide that they will come to a settlement on the time and place of the campaign. In this scenario, which of the following types of elections best describes this type of settlement? A. Stipulation election B. Decertification election C. Union election D. Agreement election E. Consent election

Q: During an organizing campaign, which of the following occurs when union representatives make contact with employees, present their message about the union, and invite them to sign an authorization card? A. The unions determine who is eligible to vote. B. The union is automatically recognized if at least 30 percent of employees agree. C. The National Labor Relations Board (NLRB) conducts a secret-ballot election if only 30 to 50 percent of employees signed cards. D. The National Labor Relations Board (NLRB) certifies the union as the exclusive representative of employees if the employer refuses to sign the card. E. The employer cannot participate in any of the proceedings.

Q: What is the minimum percent of employees in a bargaining unit who must sign authorization cards for the National Labor Relations Board (NLRB) to hold a union representation election? A. 30 percent B. 51 percent C. 20 percent D. 10 percent E. 55 percent

Q: The _____ has the authority for certifying or decertifying a union through an election. A. American Federation of Labor and Congress of Industrial Organization (AFL-CIO) B. Small Business Association (SBA) C. National Labor Relations Board (NLRB) D. Federal Trade Commission (FTC) E. Selective Service System (SSS)

Q: Which of the following is true of how the National Labor Relations Board (NLRB) carries out the function of preventing unfair labor practices? A. The deadline for filing a charge is twelve months after the alleged unfair practice. B. The NLRB has no authority to issue cease-and-desist orders to halt unfair labor. C. The board can order the employer to reinstate workers but cannot order them to pay back pay. D. The NLRB is not authorized to set aside the results of an election and must approach the courts for this purpose. E. If an employer or union refuses to comply with an NLRB order, the board has the authority to petition the U.S. Court of Appeals.

Q: Identify the category of employees excluded by the National Labor Relations Board (NLRB) from participating in organizing activities. A. Employees in multiple facilities within a single employer B. Employees covered by multiple employers C. Employees with managerial duties D. Employees who have been on strike for economic reasons for less than one year and who have been replaced by other employees E. Employees who have a community of interest in their wages, hours, and working conditions

Q: The National Labor Relations Board (NLRB) certifies a union as the exclusive representative of a group of employees when: A. the management of an organization approves of a union. B. a union pays its dues to the board. C. at least 51% of the employees join the union within a certain time (30 days) after beginning employment. D. a majority of workers vote in favor of a union. E. the American Federation of Labor and Congress of Industrial Organizations (AFL-CIO) votes in favor of a union.

Q: The National Labor Relations Board (NLRB) consists of two major functions: one is to prevent unfair labor practices and the other one is to: A. conduct periodic onsite inspections of union and company financial records. B. conduct and certify representation elections. C. make rules and regulations for union-management relations. D. levy punitive charges on violators. E. monitor and regulate labor relations in small, local businesses.

Q: Identify the law that regulates unions' actions with reference to their members, including financial disclosure and the conduct of elections. A. The Hatch Act B. The Taft-Hartley Act C. The Landrum-Griffin Act D. The Civil Service Reform Act E. The Maguire Act

Q: Which of the following union security provisions is unlawful under right-to-work laws? A. Checkoff provision B. Closed shop C. Maintenance of membership D. Secret-ballot elections E. Participation in union meetings

Q: Identify the right of employees that is covered under the Taft-Hartley Act. A. The right to nominate candidates for union office B. The right to participate in union meetings and secret-ballot elections C. The right to choose whether they join a union or other group D. The right to examine unions' financial records E. The right to physically block nonstriking employees from entering the workplace

Q: Which of the following statements is true of right-to-work laws? A. They are federal laws that protect employees' right to lifetime employment. B. They are state laws that make union shops, maintenance of membership, and agency shops illegal. C. They are laws that protect the right of unions to insist that the employer hire only union members. D. They are laws that allow terminating an existing contract and striking for a new one without notifying the employer. E. They are federal laws that ensure that all union members get pension benefits.

Q: Which of the following laws permits states to pass right-to-work laws? A. The Taft-Hartley Act B. The Sarbanes-Oxley Act C. The Landrum-Griffin D. The Hatch Act E. The Maguire Act

Q: Which of the following is an unfair labor practice by unions under the Taft-Hartley Act? A. Insisting on provisions that the employer may hire only workers who are union members B. Nominating candidates to union office and conducting secret-ballot elections C. Going out on strike to secure better working conditions D. Refraining from activity on behalf of the union E. Joining a union not recognized by the employer

Q: Identify the unfair labor practice under Section 8(a) of the National Labor Relations Act (NLRA). A. Engaging in collective bargaining with a labor organization B. Asking to meet with employees' representatives because the employees are on strike C. Failing to pay unionized employees higher wages than nonunionized employees D. Implementing performance-based pay plans in the company E. Coercing employees in exercising their rights to join or assist a labor organization

Q: Who among the following is NOT covered by the National Labor Relations Act (NLRA)? A. An individual employed as a supervisor B. An individual employed in the service sector C. An individual employed by a private-sector firm with less than 15 full-time employees D. An individual joining a union that is not recognized by his or her employer E. An individual refraining from activity on behalf of the union

Q: Which of the following is covered by the National Labor Relations Act (NLRA)? A. A worker employed as a supervisor B. A person working for a parent C. An independent contractor D. A worker employed by an employer subject to the Railway Labor Act E. A worker going out on strike to secure better working conditions

Q: The National Labor Relations Act is also known as the _____. A. Taft-Hartley Act B. Wagner Act C. Landrum-Griffin Act D. Sarbanes-Oxley Act E. Hatch Act

Q: Which of the following is a federal law passed in 1935 that supports collective bargaining and sets out the rights of employees to form unions? A. The Landrum-Griffin Act B. The Civil Rights Act C. The Wagner Act D. The Taft-Hartley Act E. The Sarbanes-Oxley Act

Q: Leroy, a sales manager at ZenFuels Inc., claims that the benefits that come with employee unions outweigh their drawbacks. Which of the following statements is most likely to strengthen Leroy's argument? A. Unionization creates vertical organizational structures. B. Unionization supports a company by promoting centralized decision making. C. Unionization helps in the cooperation and creation of self-managing employee teams. D. Unionization reduces the risk of work stoppages. E. Unionization ensures that workers have a voice in how they are being treated by a company.

Q: Joshua, the union shop steward at Harlan Industries, believes it is his responsibility to make sure that a union shop arrangement becomes a reality within the company. His business colleague and HR manager, Nathan, disagrees, saying an agency shop within the company would be a better strategy for the union. In this situation, which of the two colleagues is correct? A. Joshua is correct because Nathan, as an HR executive, despises unions. B. Nathan argues that an agency shop will give the company a competitive advantage when seeking new employees. C. Joshua is correct because a union shop requires all employees to join the union within 30 days of their start date with the company. D. Nathan is correct because management believes it can influence those employees who do not sign up for union membership. E. Joshua is correct because he receives a bonus for every employee he signs up for union membership.

Q: Miranda is covered by a union security arrangement that does not mandate she become a union member but requires that she pays union dues. In this scenario, which type of union security arrangement is described? A. Maintenance shop B. Union shop C. Agency shop D. Closed shop E. Provision shop

Q: Name the type of union security arrangement that is illegal under the provisions of the National Labor Relations Act. A. Union shop B. Agency shop C. Closed shop D. Open shop E. Checkoff provision

Q: Barbara, a job applicant at Solace Corp., finds that the job she is applying for requires her to be a union member before being hired. She also learns that this arrangement is illegal under the National Labor Relations Act. In the context of the security provisions related to union membership, Barbara has to consider joining a unionized company with a(n) _____ arrangement. A. open shop B. closed shop C. checkoff provision D. union shop E. agency shop

Q: Brandon is a new employee at Relagen Inc. He wants to work for the company, but he has no desire to join the union or even consider the possibility of becoming a member in the future. Which of the following security provisions of union membership is most suitable for Brandon? A. A closed shop provision because it gives an employee the right to participate in decision making without becoming a member B. A maintenance of membership provision because it allows employees to join the union as passive members C. A union shop provision because it helps an employee use indirect influence to affect management-union contracts D. An agency shop provision because it requires employees to pay union dues but does not force them to become members E. A checkoff provision because it requires all the employees of an organization to join the union, regardless of their preferences

Q: _____ rules require that employees who join the union remain members for a certain period of time but do not require a union membership. A. Agency shop B. Union shop C. Closed shop D. Maintenance of membership E. Checkoff provision

Q: Which of the following is a union security arrangement that requires a person to pay his or her union dues but is not required to pay for union membership? A. Agency shop B. Union shop C. Closed shop D. Maintenance of membership E. Checkoff provision

Q: Neal joins Filestene Inc. as an executive designer. The HR manager informs him that he will have to join the labor union within a period of 30 days from his start date. In the context of the security provisions related to union membership, Neal's HR manager is referring to a(n) _____ arrangement. A. closed shop B. maintenance of membership provision C. agency shop D. checkoff provision E. union shop

Q: David is a non-union employee at Orion Inc. Although he does not intend to join the union at the company, he is still required to pay union dues as part of a union contract with the company. Which of the following does this scenario best exemplify? A. An agency shop agreement B. A checkoff provision C. A union shop agreement D. A trade-off provision E. A closed shop agreement

Q: Joe and his colleagues are members of the union at Pinnacle Inc. While negotiating the terms of the labor contract, they request their employer to deduct union dues from their paychecks. This type of contractual arrangement between the two parties is known as a(n) _____. A. agency shop B. checkoff provision C. maintenance provision D. trade-off provision E. union shop

Q: Hal Brown, a manager at Time-It Watches Inc., believes that the formation of a union in a company can help workers hold their employers accountable for the way they treat them. In the context of different types of goals that have an effect on labor unions, Brown is referring to _____ goals. A. management B. union C. industrial D. societal E. economical

Q: Broxton, a production manager at Silkenz Inc., is against the idea of forming a union. He believes that unionization may negatively affect the company's profit margins. On the other hand, Eliza, the CEO of the company, believes that unionization may have a positive impact on the company's performance in the market. Which of them is right? A. Broxton is right because union workers tend to exhibit lower levels of productivity than nonunion workers. B. Eliza is right because unions are designed to cater to the interests of management rather than to those of employees. C. Eliza is right because unionization tends to reduce the overall costs of labor and operations. D. Broxton is right because forming an employee union will reduce the risk of work stoppages. E. Broxton is right because unionization will create higher costs in wages and benefits.

Q: With reference to the impact of unions on company performance, it can be said that companies wishing to become more competitive must: A. continually monitor their labor relations strategy. B. prohibit unions. C. actively encourage unions. D. deny collective bargaining rights to their employees. E. pay workers well above market rates.

Q: Identify the right statement regarding the effects of unions on company performance. A. As a result of the type of pay system favored by unions, employees are more inclined to compete than cooperate. B. Most studies show that union workers are less productive than nonunion workers. C. On average, union members receive higher wages and more generous benefits than nonunion workers. D. The introduction of a union invariably results in the employer paying lesser attention to employee ideas. E. Evidence shows that unions have a large positive effect on profits.

Q: Max, a new supervisor at Freson Inc., is being trained on skills that managers and union leaders require to encourage employee-management cooperation. He is learning the different ways of dealing with employee-management conflicts and how to resolve situations in ways that benefit both parties. In the context of labor management, Max is receiving training on _____. A. checkoff provisions B. right-to-work laws C. maintenance of membership D. labor relations E. corporate campaigns