Chapter 13

Question 1

Collective Bargaining

Answer 1

When the employer and the union negotiate in good faith on wages, benefits, work hours, and other employment terms and conditions

Question 2

The National Labor Relations Act of 1947

Answer 2

AKA Taft-Hartley Act
Amended the Wagner Act to clarify what are considered unfair labor practices by union employees

Question 3

Psychological Contract

Answer 3

The unwritten set of expectations of the employment relationship as distinct from a written employment contract; helps to define the employer-employee relationship

Question 4

Labor Management Reporting and Disclosure Act of 1959

Answer 4

AKA the Landrum-Griffin Act
Outlined a bill of rights for union members and sets up procedures for union elections, discipline, and financial reporting

Question 5

Collaboration Labor Relations Strategy

Answer 5

Relies heavily on labor relations to pursue an interest-based approach to problem solving

Question 6

Competing

Answer 6

Pursuing one’s own concerns at the other person’s expense

Question 7

National Labor Relations Act of 1935 (Wagner Act)

Answer 7

Guarantees the right of nonmanagerial employees of firms engaged in interstate commerce to join unions and bargain collectively

Question 8

Negotiation

Answer 8

A process in which two or more parties make offers, counteroffers, and concessions in order to reach an agreement

Question 9

Union Shop

Answer 9

All workers in a unionized workplace are forced to join the union and pay dues

Question 10

Collective Bargaining Agreement

Answer 10

A legal written contract between organized labor and an employer that is enforceable through the negotiated grievance and arbitration procedure

Question 11

Labor Union

Answer 11

An organization of workers formed for the purpose of advancing its members’ interests in respect to wages, benefits, and working condition

Question 12

Labor Relations Strategic Plan

Answer 12

Identifies the labor relations goals desired individually or jointly by labor and management, determines the best strategy to reach these goals, and develops and executes the actions needed to implement the strategy

Question 13

Mediation

Answer 13

Using a neutral third party to attempt to resolve the dispute through facilitation

Question 14

Strike

Answer 14

Union members refuse to work, halting production or services

Question 15

Railway Labor Act

Answer 15

Governs employment relations for airlines and railroads

Question 16

Lockout

Answer 16

Management keeps employees away from the workplace and uses management staff or replacements to run the business

Question 17

Avoidance Labor Relations Strategy

Answer 17

Management engages in lawful or unlawful efforts to prevent a union from forming or seeks the decertification of an exiting union

Question 18

Weingarten rights

Answer 18

Guarantee employees the right to union representation during investigatory interviews by employer

Question 19

Compliance Labor Relations Strategy

Answer 19

Relies heavily on the application of labor law to enforce the rights and the obligations created by statute and by contract

Question 20

Seniority

Answer 20

The length of time the employee has worked for the employer

Question 21

Conflict management strategy: avoiding

Answer 21

Not immediately pursuing one’s own concerns or those of the other person and not addressing the conflict

Question 22

Boycott

Answer 22

Union Members refuse to use or buy the firm’s products to exert economic pressure on management

Question 23

Secondary Boycott

Answer 23

When a union encourages third parties such as customers and suppliers to stop doing business with the company

Question 24

Collaborating

Answer 24

Attempting to work with the other person to find some solution that fully satisfied the concerns of both parties