LSUS MHA 702 Ch 19 with complete verified solutions already graded A+ ( LATEST RELEASE )

workers seek protection from a union because

they perceive that their job security is threatened

________________________ make wrong assumptions about their employees

senior managers

a common error is to _______________________ that the main goal of employees is economic

assume

another error is to believe that employees are __________________________________ and must be constantly _________________________ to et them to produce

inherently lazy; supervised

____________________________________ are significant drivers of employee unrest

insecurity and lack of communication

employees want someone to __________________ to them

listen

If workers perceive that no none in their organization is willing to listen to them, they will ___________________________

turn elsewhere

______________________________ are very willing to listen

union organizers

a classic error is to assume that because they hear few negative comments, ______________________________________________________________________________

everything is fine among the ranks of employees

information does not readily travel ___________________________ in an organizational structure

upward

most senior managers know little about ___________________________________________________

what is on the minds of the people at the bottom of the structure

top managers err when they assume that all _______________________________________________________________ automatically support management

first-line supervisors and middle managers

many ____________________________ started as rank and file employees who often never feel fully accepted by higher management

lower-level

senior managers may not realize that they have ______________________________________________ their supervisors and middle managers until they are threatened by unionization

ignored or mistreated

another error is _________________________________________ when union organizing occurs

ignoring lower levels of management

top managers fear the ____________________________________________________________

the possibility of supervisors inadvertently committing unfair labor practices or making other legal errors

_______________________________ can provide the strongest, most direct communication links between workers and higher management

first-line supervisors

if first-line supervisors are isolated, then _______________________ may be stifling its best communication channels

management

if all other factors are satisfactory, ___________________________ alone will not promote interest in a union unless economic disparity is dramatic

economics

employees seek unionization when they feel ____________________ about their employment or their future prospects

insecure

_______________________________________________________ invite unionization

major changes that are implemented without notice or explanation

not giving employees information about their organization's _______________________________________________________________ invites unionization

financial status or its plans and key decisions affecting jobs and careers

ignoring employee ____________________________________ promotes unionization

dissatisfaction

__________________________generally want its organization to remain union-free

management

a primary reason to remain union-free is to ___________________________________ in operations and managing employees

preserve greater latitude

terms of a contract _____________________________________________________

must be followed

specifying procedures imposes ___________________________ on many management prerogatives and operational processes

limitations

unions usually ______________________________________ and thus _________________________________ that must be passed along to consumers

increases the costs; increase cost

increases in _____________________________________ are not the only costs attributable to a union

negotiated wages and benefits

the costs of a labor counsel and maintaining a labor relations department or staff can be _______________________

high

form the perspective of management, unions _____________________________________ to running an organization without providing many ______________________________________

add cost and effort; tangible or revenue-producing benefits

a union can _______________________ communication relationships

realign

without a union, communications can flow directly between ___________________________________________. with a union, some of that information must flow through the ________________________.

managers and employees; union

unions often have their own __________________that are not consistent with __________________________________________________.

agenda; an organizations goals

a major objective of a union is ___________________________________________

remaining in place

some unions attempt to establish value by ________________________________________________________________________________

encouraging distrust between employees and management

when relations between employees and management are open, cordial and satisfactory, _________________________________________________________

a union is not needed

from the perspective of management, unions are an _______________________________________ that _________________________________________________

extraneous element; increase expenses and aggravation

management often learns about positive labor relations _________________________________

too late

_________________________ often understand basic truths only after _______________________________________________________________

executives; a union has become established

if employees are treated _______________________________________________________________ , then employees are unlikely to turn to a union to seek equality

fairly, spoken to openly and honestly, and provided with salaries and benefits that are comparable to local competitors

______________________________________________________, is the basis of most of the labor laws in the United Sates

the National Labor Relations Act (NLRA) of 1935

the NLRA guarantees _________________________________________________________, as well as the right to refuse to do so

the right of employees to join unions and engage in collective bargaining

the NLRA was amended in 1947 by the _________________________________

Taft-Hartley Act

the NLRA established the ___________________________________ to enforce the provisions of the NLRA

National Labor Relations Board (NLRB)

originally, the Wagner Act (1935) ____________________________________________________

strengthened unions and ended many practices of employees

over time, legislatures realized that _____________________________ had been given to unions

too much power

the Taft-Hartley Act (1947) attempted to ______________________________________________________________________________________________________________

achieve a better balance between labor and management by returning some options to employers and making unions more accountable

in 1975, the Taft-Hartley Act was amended to include ___________________________________________________________

not-for-profit healthcare organizations

the 1975 amendments defined healthcare institutions as __________________________________________________________________________________________________________

any hospital, convalescent hospital, health maintenance organization, clinic, nursing home, extended care facility, or other institution devoted to the sick, infirm or aged

the amendments requires a _________________________ legal notification period of intended negotiations for renewals or modifications of contracts. in all other industries, this period is ________________________

90-day; 60 days

the amendments require the _____________________________________________ be notified 60 days before a contract expires. in all other industries, the requirement is __________________________________

Federal Mediation and Conciliation Service; 30 days

unions must provide _____________________ of a strike, picketing or any other concerted refusal to work. no such requirement pertains to ___________________ in other industries.

10-day advance notification; unions

In the event of a _________________________ that can disrupt patient care delivery, the Federal Mediations and Conciliation Service can order an __________________________________________________to investigate the dispute and report its findings. This provision is unique to ____________________________________.

work stoppage; impartial board of inquiry; healthcare industries

The amendments ______________________ employees belonging to any religion, sect or other group that conscientiously objected to participation in or support of labor organizations from being required to join or financially support a union as a condition of employment.

exempted

Congress intended the 1975 Taft-Hartley amendments to focus on _______________________________________________________________________________. It wanted to ensure that patients could be transferred to other institutions without the risk of _________________________________________________ while preserving the right of healthcare employees to strike.

labor disputes and charges of unfair labor; secondary strikes or boycotts

Congress reaffirmed NLRB definitions of __________________________________________________________________________________.

supervisors in healthcare institutions being considered as professional employees.

Congress tried to ________________________________ the number of different unions representing employees in a single institution.

minimize

The NLRB ___________________ the number of allowable bargaining units in the late 1980s.

increased

In April 1991, the United States Supreme Court ruled ____________________ of the NLRB.

in favor

The court allowed up to ______________________________ in any acute care facility regardless of its size.

eight different unions

The eight different units can represent ______________________________________________________________________________________________

registered nurses, physicians, other professionals, technical business office clerical employees, security personnel, and other non-professional employees.

Employees can seek ___________________________________________

a union.

Supervisors should have basic knowledge about _________________________________________________________________________________.

how unions form and operate

The most effective way to prevent union organizing is to create and maintain a _______________________________________________________________________. This includes caring managers who believe: ________________________________________________________________________.

work environment in which employees do not feel that a union is needed; satisfied employees are the best producers; thorough and open communications are essential; supervisors must listen to employees

Astute department managers are aware of one fact that every union organizer knows: ________________________________________________________________________________________________.

if no one listens to them, then employees will turn to someone else that will listen

Unions are uncommon in organizations that ______________________________________________________________________________________________.

clear, reasonable, and well-communicated work rules and personnel policies that are consistently applied to all employees

Unions are rare when ____________________________________________________________________________.

senior management treats first-line supervisors and middle managers as full-fledged members of management

Executives make a serious error when ________________________________________________________________________________________________________.

they assume that all supervisors are automatically pro-management and anti-union

Union-free organizations implement __________________________________ only after giving ample notice and thorough explanations to all employees.

major changes

These employers have ________________________________ to keep employees advised of the organization's status and its financial position.

ongoing communication channels

They convey an ______________________ that employees and management together can do _____________________________________ without the intervention of an outside third party.

honest belief; a better job of serving the organization's customers

Organizing drives are ________________________ for unions.

costly

Unions commonly test their appeal and potential to organize by _______________________.

talking with employees

Union quietly estimate their chances of success _________________ becoming a visible presence.

before

Unions sometimes plan to organize employees in a particular _____________________________________.

geographic area

Unions may undertake unionization because ____________________________________________________.

a number of employees have asked the union to do so

Before holding a representation election, a union will ________________________________________________________________________.

still analyze a facility in an attempt to assess whether the overall climate is favorable

First-line managers are the __________________ of defense in union organizing situations:

- They are in the best position to be the ___________________________ of management before and during the organizing campaign

- The are best positioned to serve as __________________________ between employees and upper management

first line; eyes and ears; effective liaison

Employees typically view an entire organization a way ________________ to how they view their own managers.

similar

If a supervisor, the member of management that employees know personally, is seen as cold, indifferent, or uncaring, _________________________________________________.

this is how an entire organization is likely to be viewed

_______________________________________ are rarely the real issues that push employees to form unions.

Wages, benefits, and other tangibles

Issues such as ____________________________ are sufficiently intangible that they cannot be acquired by contracts.

respect, inclusion, and open and honest communication

Unions can ________________ pay and benefits.

demand

________________________ issues emerge during collective bargaining.

Economic

First-line managers often believe that the first indications of union organizing activity is _________________________________________________________.

people passing out literature on sidewalks around their facility and at employee parking entrances

Before leaflet distributors appear, __________________________________________________________________________________________________.

a union will most likely have already spent several weeks reviewing a facility and assessing its chances for success

Union representatives may have been quietly meeting with _________________________________________ and have spent time circulating within the targeted facility.

groups of interested employees

Managers _________________________________ the basis for apparent union interest.

no way of determining

Apparent clues of union interest:

- ______________ in employee ______________

- Observing _____________________ of employees

- Employees that seem ______________

- Employees from other departments _______________________________________

- Small groups of conversing employees who _____________________________ as management approaches

- Detailed questions about _____________________________

change, behavior; new or unusual groups; secretive; visiting workers during breaks or other personal time; disband and scatter; specific employee benefits

Other clues of union interest:

- Disciplinary actions being ________________________

- Employees _______________________ managerial decisions

- Employees who would ordinarily talk with a manager become ______________

openly and vocally challenged; questioning; silent

Astute managers are ______________ for the presence of these clues.

alert

After an ________________________ arrives, managers often work with their legal counsel and HR to develop a strategy for coping with the organizing campaign.

election petition

Supervisors must implement the strategy by _______________________________________.

actively campaigning against unions

All methods of employee communications are used, including ________________________________________________________________________.

meetings, individual discussions, question and answer sessions, memos, letters, and other written materials

An unfair labor practice as a __________________________________________.

threat of reprisal or force or promise of benefits

Inappropriate conduct by managers can have _______________________________ including negating the results of an election.

serious consequences

The __________________ guarantees employers and unions the right to campaign actively during an organizing drive but with specified limits:

- A union has the right to ________________________________________________

- An employer has the right ____________________________________________

NLRA; explain its benefit to employees and convince them to vote for union representation; to persuade employees that they are better off without the union's presence

Management usually campaigns actively ________________________ a union's bid to represent employee groups.

against

Employees are often told ________________________________________.

what they want to hear and what is known to appeal to them