HRM 586 Week 8 Final Exam (Package for 3

Versions)

Purchase here

https://sellfy.com/p/k9kM

Product Description

HRM 586 Week 8 Final Exam (Version

1)
1. (TCO A) You are the new leader of the local union
at your company. There are many new employees
who have joined the union in the past year, and they
have questions about the way union membership
works. These new employees are not sure about
how to be in the union and still interact with the boss.
It seems to some of them that in their non-union
jobs, they would just say and do what it took to get
their questions answered, and they did not see much
difference between themselves and the boss. Others
want to run to the union steward every time the boss
says something they don t like. The questions
involve management rights and employee rights.
Your job is to develop a summary sheet which lists
the content for a union meeting. Your summary
should include the basics of how unions operate and
specifics on management rights and employee rights
in the union environment. (Points : 34)
2. (TCO B) There are a number of social, economic,
and business factors that are either helping or

slowing down the development of the union

movement. Describe the changes in the political
climate that have helped or hindered growth of
unions. Identify key legislation that has changed the
way in which unions or companies operate in a union
setting. (Points : 34)
3. (TCO C) Labor Management relations have been
affected by political and legal forces since the mid
1900s. Describe laws that are relevant to
negotiations. Which laws favor employers, and which
favor unions? Close out with a discussion of the
importance of these laws within the scope of the
negotiating teams. (Points : 34)
4. (TCO D) Describe the differences of operations
between the local unions and national unions. How
are each involved in helping union employees?
Describe the interactions between employees and
representatives at both levels. (Points : 34)
5. (TCO E) The AFL-CIO and its leaders from the
past help define the labor movement in the U.S. and
help define where the union movement is today. How
have the AFL-CIO (federation) national and local

unions been involved politically? What impact has

this had on unions and legislation passed? (Points :
34)
6. (TCO I) When you examine a negotiated
agreement, you will find a variety of issues that can
be put into the category of wages or economic
concerns. However, the contract is not limited to
these issues. There are a variety of issues that go
beyond economic concerns, such as the union
obligations. It is not just that management is required
to perform a certain way according to the
requirements of the contract. It is often felt by
management that they are giving up everything in
order to live by the contract. From a management
point of view, the union has taken control without
obligation through the function of the
contract. (a) Evaluate the obligations that the union
might have under the contract in terms of what they
mean to the functioning of the union and
management. (b) Lay out a plan to help
management implement its options if the union does
not meet its obligations. (Points : 34)

7. (TCO G) Two industries (Industry X and Industry

Y) are run by labor unions. Even though the unions
overseeing these industries are considered honest
and conscientious, we have seen a large disparity in
pay between the industries. In fact, the wages in
Industry X are now three times the rate as those of
Industry Y. What factors account for the differences
in these two industries? (Points : 34)
8. (TCO F) The centerpiece of almost every
negotiation is the issue of wages. The topic has
become complex and is typically the catalyst for a
strike. Of course, the topic of wages is
multidimensional. It's not just the salary that union
member are making that impacts the profitability of
the organization or the cost of products and services
on the market. There are other costs that go into
making up the total reward paid to any employee,
including the union worker. It is this bigger picture of
labor costs that concerns management during
negotiations. While the union is focusing on what
they can get in terms of total income to the union
member, management is looking at the impact of

these cost on the total business

picture. (a) Compare the methods available for the
adjustment of wages during the effective period of
the labor agreement. Make this comparison in light
of the organization in which you currently work or
recently worked. (b) From a management
perspective, defend what you would judge to be the
most desirable arrangement for your organization.
Be sure to include other factors around the wage
issue that might impact your decision. (Points : 38)
9. (TCO H) If the collective bargaining process is to
be successful, it is important that both sides come
prepared to bargain. This means that both
management and labor must make plans and
develop a strategy before they even look across the
table at the other party. It is often this preparation
that determines to what extent one side gets its way
more than the other side. It is impossible to walk into
negotiations without knowing the costs that are
potentially involved in the new contract arrangement.
Clearly the union is well-prepared with their wish list
and with as many facts and figures as they can find

to bolster their position. Management does much the

same thing to trade off items on the table. (a) Select
what you consider to be the key pre-negotiation
preparation steps that can be taken by the
union. (b) Select what you consider to be the key
pre-negotiation preparation steps that can be taken
by management. (c) Compare and contrast the
historical elements that help us understand the
current structure of the union. (Points : 34)

HRM 586 Week 8 Final Exam (Version

2)
1. (TCO A) You are the new leader of the local union
at your company. There are many new employees
who have joined the union in the past year, and they
have questions about the way union membership
works. These new employees are not sure about
how to be in the union and still interact with the boss.
It seems to some of them that in their non-union
jobs, they would just say and do what it took to get
their questions answered, and they did not see much
difference between themselves and the boss. Others

want to run to the union steward every time the boss

says something they don t like. The questions
involve management rights and employee rights.
Your job is to develop a summary sheet which lists
the content for a union meeting. Your summary
should include the basics of how unions operate and
specifics on management rights and employee rights
in the union environment. (Points : 34)
2. (TCO B) The development of unions in the U.S.
has a dynamic and complex history. Despite the
growth and power that unions enjoyed in the past,
today they are on the decline. Unions are working in
various ways to improve their status and
membership levels in the U.S. There are a number
of social, economic, and business factors that are
either helping or slowing down the development of
the union movement. (a) Compile the various
statistical, historical, economic, and social factors
that have led to the decline of unions. (b) Devise a
plan to help unions reverse these trends and
potentially turn back to a growth pattern. (Points : 34)
3. (TCO C) Contract negotiations will typically reflect

the current status of the economy, political/legal

concerns, social factors impacting society in general,
and other concerns held by management and labor.
The issues can become complex, with each side
presenting their view of what has changed in the
economy, as well as their own needs for changes to
wages and benefits, etc. The proof that is brought to
the bargaining table supports either management's
perspective or that of the union. Play the role of a
consultant to management. (a) Summarize for the
management team the economic, political/legal,
social, and other factors that you believe the union
will integrate into their negotiations package. (b)
Devise a counter proposal that management can
bring to the table. (Points : 34)
4. (TCO D) When management and labor interact
during negotiations, during a grievance, or just on a
daily work basis, their relationship is largely defined
by a variety of federal and state laws. These laws
can be seen as helping, or they can be considered a
hindrance to labor or management as they try to
reach their goals. Both sides have their point of view.

In the past, the laws were created to help the unions

organize and members to join a union. Later, the
laws helped management deal with the union. The
labor laws of this country have helped to bring some
balance to the labor and management relationship.
Consider the major labor legislation passed over the
years. (a) Explain how key components of the labor
laws impact the union/management relationship
today. (b) In your explanation, describe how both
management and labor benefit from these key
provisions. (Points : 34)
5. (TCO E) Describe the differences between the
AFL-CIO and "Change to Win" federations. How are
these organizations competing for the same
employees? (Points : 34)
6. (TCO I) The typical labor agreement includes
disciplinary procedures that are advantageous to
both managers and the union and union workers.
Describe the disciplinary procedures and outline the
sections that may be advantageous to employees
versus those that are advantageous to management.
Contrast your findings with a non-union environment.

Describe the effectiveness of each approach. (Points

: 34)
7. (TCO G) Two industries (Industry X and Industry
Y) are run by labor unions. Even though the unions
overseeing these industries are considered honest
and conscientious, we have seen a large disparity in
pay between the industries. In fact, the wages in
Industry X are now three times the rate as those of
Industry Y. What factors account for the differences
in these two industries? (Points : 34)
8. (TCO F) Wage issues are often the catalyst for a
strike. While the union is focusing on what they can
get in terms of total income to the union member,
management is looking at the impact of these costs
on the total business picture. From a management
perspective, defend what you would judge to be the
most desirable arrangement for your organization.
Consider the ability-to-pay approach and the
comparative approach. Be sure to include other
factors around the wage issue that might impact your
decision. (Points : 38)
9. (TCO H) Your boss is new to the union

environment and your organization is three weeks

into a grievance for discharging an employee without
just cause. Your role is to prepare your boss for the
grievance process. Outline a typical
grievance/arbitration procedure and evaluate the
impact of that procedure on your organization.
(Points : 34)

HRM 586 Week 8 Final Exam (Version

3)
1. (TCO A) How do public-sector employees rights
and interests differ from those of private-sector
employees? (Points : 23)
2. (TCO A) People have tended to join unions for
reasons that would appear to be, from their own
viewpoints, extremely logical. Discuss the validity of
this statement. (Points : 23)
3. (TCO C) What impact did the Great Depression
have on the U.S. labor movement? (Points : 23)
4. (TCO E) The AFL-CIO and its leaders from the
past help define the labor movement in the United
States and help define where the union movement is

today. How have the AFL-CIO (federation) national

and local unions been involved politically? What
impact has this had on unions and legislation
passed? (Points : 23)
5. (TCO F) Wage issues are often the catalyst for a
strike. Although the union is focusing on what it can
get in terms of total income to the union member,
management is looking at the impact of these costs
on the total business picture. From a management
perspective, defend what you would judge to be the
most desirable arrangement for your organization.
Consider the ability-to-pay approach and the
comparative approach. Be sure to include other
factors around the wage issue that might impact your
decision. (Points : 23)
6. (TCO D) The increasing sophistication and
enlightenment of modern top business executives in
dealing with their subordinates has led to a state of
affairs wherein managements today are more
democratic than unions. Do you agree? Why or why
not? (Points : 23)
7. (TCO G) If there had been no labor unions in this

country in the past 30 years or so, the growth of

employee benefits would perhaps have been only a
small fraction of what it has actually been. Discuss.
(Points : 23)
8. (TCO H) Ultimately, the role of an arbitrator in a
grievance case is to decide the case. Describe how
factors such as past practice, fairness, and ethics
affect an arbitrator's decision in the case. Further,
explain how arbitrators could be seen as scapegoats
for the case. (Points : 23)
9. (TCO I) What are the pros and cons of state rightto-work laws? (Points : 26)