Industrial Relations in Canada 3rd Edition By Robert Hebdon – Test Bank

Industrial Relations in Canada 3rd Edition By Robert Hebdon – Test Bank

Chapter 7 – Negotiations

1. An important assumption of the employment relationship is the existence of a conflict of interests between managers
and those they manage.
a. True
b. False
ANSWER: True
2. Cooperative and adversarial negotiations often take place at the same time.
a. True
b. False
ANSWER: True
3. Individual negotiations are similar to bargaining over the terms of a collective agreement.
a. True
b. False
ANSWER: False
4. Individual negotiations are bilateral in nature.
a. True
b. False
ANSWER: True
5. Distributive bargaining is a category of negotiations usually characterized by an adversarial or competitive style.
a. True
b. False
ANSWER: True
6. An example of a distributive issue is wages.
a. True
b. False
ANSWER: True
7. Integrative bargaining is founded on the assumption that bargaining outcomes can expand the pie to enable both sides
to win.
a. True
b. False
ANSWER: True
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Chapter 7 – Negotiations

8. The bottom line represents the best possible outcome short of a lockout for the employer.
a. True
b. False
ANSWER: False
9. A focus on real cases, a joint problem-solving approach, and sharing information are common tactics of building trust.
a. True
b. False
ANSWER: False
10. Katz, Kochan, and Hicks created a collective bargaining model that takes into account all aspects of collective
bargaining, not just monetary issues.
a. True
b. False
ANSWER: False
11. The first step in bargaining occurs when management and the union prepare for bargaining.
a. True
b. False
ANSWER: True
12. Tough and high-priority issues should always be resolved first.
a. True
b. False
ANSWER: False
13. Interest-based bargaining is a positive sum game.
a. True
b. False
ANSWER: True
14. Today’s negotiator needs to know both integrative and distributive negotiating styles.
a. True
b. False
ANSWER: True
15. Fisher and Ury assume a dichotomy between integrative and interest-based bargaining processes.
a. True
b. False
ANSWER: False
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16. The three steps in Interest-based bargaining are to identify the problem, search for alternative solutions, and
systematically compare alternatives.
a. True
b. False
ANSWER: True
17. Which term refers to “attitudinal structuring”?
a. distributive bargaining
b. integrative bargaining
c. intra-organizational bargaining
d. building trust
ANSWER: d
18. What is the conflict of interest assumption?
a. There is a conflict of interests between union and management.
b. There is a conflict of interests between managers and those they manage.
c. There is a conflict of interests between unions and union members.
d. There is a conflict of interests between managers and the employer.
ANSWER: b
19. Which term describes an aspect of collective bargaining that is different from individual negotiations?
a. multilateral
b. adversarial
c. short-term
d. bilateral
ANSWER: a
20. What features of collective bargaining make it more complex than individual negotiations?
a. It lasts longer and costs more.
b. The issues are not all the same.
c. It is secret and contentious.
d. It involves exaggerated positions and trust.
ANSWER: b
21. What type of bargaining is usually characterized by an adversarial style?
a. integrative
b. collective
c. distributive
d. principled
ANSWER: c
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22. What are distributive bargaining and attitudinal structuring examples of?
a. elements of the triangle of pressures
b. steps in an IBB process
c. components of Hicks’ model
d. subprocesses of collective bargaining
ANSWER: d
23. Which form of negotiations involves two parties competing over a limited resource?
a. zero-sum bargaining
b. integrative bargaining
c. principled bargaining
d. intra-organizational bargaining
ANSWER: a
24. What feature do collective bargaining and individual negotiations have in common?
a. There may be no satisfactory conclusion.
b. There is always a resolution.
c. They can be adversarial.
d. They are repetitive processes.
ANSWER: c
25. What is zero-sum game associated with?
a. competitive bargaining
b. intra-team bargaining
c. principled bargaining
d. building trust
ANSWER: a
26. Which assumption about the IR system is highlighted in distributive bargaining?
a. mutual interests
b. a shared ideology
c. tripartite negotiations framework
d. inherent conflict between labour and management
ANSWER: d
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