Question : 81. When compared to traditional approaches to labor-management relations, transformational approaches A. have : 1250933

81. When compared to traditional approaches to labor-management relations, transformational approaches 
A. have more grievances that go to the third or fourth steps.
B. engage in less problem-solving activities.
C. have more frequent conflicts.
D. have lower costs.

Compared with the traditional approach, transformational labor relations were found to be associated with lower costs, better product quality, and higher productivity.

82. Which of the following statements is true regarding the traditional and transformational approaches to labor relations? 
A. The informal resolution of grievances is high in the traditional approach.
B. Third and fourth step grievances are high in the transformational approach.
C. Formal problem-solving groups are low in the traditional approach.
D. Feedback on cost, quality, and schedule are low in the transformational approach.

The informal resolution of grievances is low in the traditional approach. Third and fourth step grievances are low in the transformational approach. Feedback on cost, quality, and schedule are high in the transformational approach.

83. The pay system that is most frequently used in a union setting is a(n) 
A. incentive system.
B. merit system.
C. bonus system.
D. seniority system.

Unions focus on equal pay for equal work. Any differences among employees in pay or promotions should be based on seniority (an objective measure) rather than on performance (a subjective measure susceptible to favoritism).

84. Unions are believed to decrease productivity in all of the following ways except 
A. the use of union pay contracts that emphasize seniority.
B. the use of less labor because of the union pay advantage.
C. union contract provisions that limit permissible workloads or restrict tasks.
D. strikes and slowdowns.

The use of pay contracts that emphasize seniority reduces competition among workers.

85. Employees, whether members of a union or not, communicate to management regarding how good a job it is doing by either the “____” or “____” mechanisms. 
A. active; passive
B. affirmative; negative
C. progressive; regressive
D. exit; voice

Employees, whether members of a union or not, communicate to management regarding how good a job it is doing by either the “exit” or “voice” mechanisms. “Exit” refers to simply leaving the company to work for a better employer. “Voice” refers to communicating one’s concerns to management without necessarily leaving the employer.

86. The introduction of a union may have a “____” on management, pressuring it into tightening standards and accountability and paying greater heed to employee input in the design and management of production. 
A. negative effect
B. shock effect
C. proactive effect
D. cascading effect

The introduction of a union may have a “shock effect” on management, pressuring it into tightening standards and accountability and paying greater heed to employee input in the design and management of production.

87. Which of the following is not a recent research finding concerning the effects of unionization on profits and stock performance? 
A. Unions have a large negative effect on profits
B. Union workers have been shown to have both positive and negative effects on productivity, but are generally shown to be more productive than nonunion workers
C. Each dollar of unexpected increases in collectively bargained labor costs results in a dollar reduction in stockholder wealth
D. Investment in research and development is higher in unionized firms

Research suggests that investment in research and development is lower in unionized firms.

88. Which of the following statements is true regarding international labor management relations? 
A. The United States has the one the highest unionization rates in the world.
B. The labor movement in the United States extends from the workplace to the national political process.
C. The union wage premium in the United States is substantially larger than in other advanced industrialized countries.
D. Collective bargaining agreements in the United States tend to be centralized and focus on industry wide or regional issues.

Aside from France and Korea, the United States has the lowest unionization rate. The labor movement in western Europe extends not just to the workplace directly into the national political process. Collective bargaining agreements in countries such as Germany tend to be oriented toward industry wide or regional issues, with less emphasis on local issues.

89. In what areas of the employee population has much of the public-sector union growth been? 
A. White-collar employees
B. Blue-collar employees
C. Production employees
D. Supervisory employees

An interesting aspect of public sector union growth is that much of it has occurred in the service industry and among white-collar employees—groups that have traditionally been viewed as difficult to organize.

90. The Civil Service Reform Act of 1978, Title VII 
A. established the Federal Labor Relations Authority.
B. permits public employees to strike.
C. mandate collective bargaining rights for federal employees.
D. requires binding arbitration.

The Civil Service Reform Act of 1978, Title VII, later established the Federal Labor Relations Authority (modeled after the NLRB).