Complete the mcq:
1 Fundamentally, labor-management relations are about __________ - who has it and how they use it.
A. motivation
B. money
C. power
D. political authority
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2 The American Federation of Labor (AFL) was organized in 1886 as a group of national:
A. metal workers.
B. railroad workers.
C. craft unions.
D. conspirators.
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3 What Act created the National Labor Relations Board to supervise representation elections and to investigate charges of unfair labor practices by management?
A. The Norris-LaGuardia Act
B. The Wagner Act
C. The Civil Service Reform Act
D. The Fair Labor Standards Act
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4 The group of employees eligible to vote in the representation election is termed a(n):
A. community of interest.
B. bargaining unit.
C. agency shop.
D. general union.
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5 Under the concept of __________, the NLRB defines a bargaining unit that reflects the shared interests of the employees involved.
A. arbitration
B. collective bargaining
C. agency shop
D. community of interest
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6 Which of the following practices by management is NOT prohibited by law?
A. Physical interference, threats, or violent behavior toward union organizers.
B. Using company time and premises to stress the disadvantages of unionization.
C. Discipline or discharge of employees for pro-union activities.
D. Interference with employees involved with the organizing drive.
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7 In win-lose, or __________, the goals of the parties initially are irreconcilable, or at least they appear that way.
A. soft bargaining
B. integrative bargaining
C. distributive bargaining
D. principled negotiation
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8 In win-win, or __________, the goals of the parties are not mutually exclusive.
A. distributive bargaining
B. integrative bargaining
C. hard bargaining
D. competitive bargaining
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9 __________ strikes include work stoppages, both lawful and unlawful, such as sit-down strikes, strikes in violation of federal laws, slowdowns, wildcat strikes that occur while a contract is in force, and partial walkouts.
A. Unprotected
B. Unfair labor practice
C. Sympathy
D. Economic
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10 A __________ occurs when parties are unable to move further toward settlement.
A. bargaining impasse
B. lockout
C. mediation
D. grievance
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11 A(n) __________ is an alleged violation of the rights of workers on the job.
A. union accusation
B. complaint
C. closed complaint
D. grievance
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12 __________ focuses on the fairness of the procedures used to make decisions.
A. Proactive behavior
B. Distributive justice
C. Due process
D. Procedural justice
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13 Which of the following is NOT an important function of voice systems?
A. They ensure fair treatment.
B. They sustain stockholder confidence and commitment.
C. They provide a context in which unfair treatment can be appealed.
D. They help to improve the effectiveness of an organization.
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14 A __________ is a body of employee and management representatives who meet to resolve grievances.
A. peer-review panel
B. grievance committee
C. roundtable
D. complaint team
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15. The concept of __________ requires an employer not only to produce persuasive evidence of an employee's liability or negligence, but also to provide the employee a fair hearing and to impose a penalty appropriate to the proven offense.
A. the hot stove rule
B. positive discipline
C. progressive discipline
D. just cause
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16 __________ proceeds from an oral warning to a written warning to a suspension to dismissal.
A. Procedural justice
B. Positive discipline
C. Progressive discipline
D. Due process
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17 __________ is created when an employee agrees to work for an employer but there is no specification of how long the parties expect theagreement to last.
A. Fiduciary duty of loyalty
B. Employment-at-will
C. Due process
D. An implied promise
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18 A worker being fired for actions ranging from filing a workers' compensation claim to reporting safety violations to government agencies is called:
A. unfair dismissal.
B. red-hot-stove discipline.
C. retaliatory discharge.
D. just cause.
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19 A __________ clause bars you from working for a competitor for six months up to five years.
A. no-disclosure
B. nonsolicitation
C. no-compete
D. payback
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20 Which act requires employers of more than 100 workers to grant 60 days' written notice before closing a plant or before laying off more than one-third of a workforce in excess of 150 people?
A. The Employment discrimination law
B. The Riot Act
C. The Federal Employers Liability Act
D. The Worker Adjustment and Retraining Notification Act