...BUS 405 WK 5 Quiz 4 Chapter 6 - All Possible Questions To Purchase Click Link Below: http://strtutorials.com/BUS-405-WK-5-Quiz-4-Chapter-6-All-Possible-Questions-BUS4054.htm BUS 405 WK 5 Quiz 4 Chapter 6 - All Possible Questions TRUE/FALSE 1. Centralized (multi-employer) bargaining is frequently not found in the construction, coal, and trucking industries. 2. A party's resistance point on a bargaining issue represents that point beyond which that party would prefer no settlement to settlement on unacceptable terms. 3. In labor negotiations, it is possible for both union and management negotiators to perceive they have been successful after completing contract negotiations. 4. Management would probably prefer centralized bargaining if it had three separate manufacturing facilities (bargaining units), each making the same product. 5. The proportion of an employer's total operating costs comprised of labor costs is termed the degree of labor intensiveness. 6. Bargaining power is more likely to be an important determinant of negotiated outcomes when the parties use a distributive bargaining approach or strategy. 7. Auto industry contract negotiations in 2007 represent an example of pattern bargaining. 8. Generally, high unemployment reduces the union's cost of disagreeing with management. 9. Smaller-sized (less than 10 individuals) bargaining teams are generally preferable to larger bargaining teams to enhance bargaining effectiveness. 10. "Voluntary"...
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...BUS 405 WK 2 Quiz 1 Chapter 1 - All Possible Questions To Purchase Click Link Below: http://strtutorials.com/BUS-405-WK-2-Quiz-1-Chapter-1-All-Possible-Questions-BUS4051.htm BUS 405 WK 2 Quiz 1 Chapter 1 - All Possible Questions TRUE/FALSE 1. “Employees’ often represent the least significant participant category in the labor relations process since their actions are controlled by union leaders and/or management officials. 1. Arbitrators, unlike mediators do not have authority to make final and binding decision concerning labor disputes. 1. One general category of work rules pertains to employees’ and employers’ job rights. 1. Mediators have binding legal authority to require the parties to settle an interest dispute, but they often first restrict themselves to offering advice to help each party to clarify their own priorities and assessment of costs or risks associated with failing to reach a voluntary agreement. 1. Arbitrators differ from mediators because arbitrators are almost always appointed by the government to resolve strikes in the private sector. 1. Public opinion reflects influential individuals and/or organizations as well as cultural values and traditions. 1. Work rules, while complex in nature, have a common dimension since the all pertain to compensation for work performed. 1. Public opinion of institutions in general is low in the United States. 1. Although union leaders are usually elected by the members, members and...
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...BUS 405 WK 2 Quiz 1 Chapter 1 - All Possible Questions To Purchase Click Link Below: http://strtutorials.com/BUS-405-WK-2-Quiz-1-Chapter-1-All-Possible-Questions-BUS4051.htm BUS 405 WK 2 Quiz 1 Chapter 1 - All Possible Questions TRUE/FALSE 1. “Employees’ often represent the least significant participant category in the labor relations process since their actions are controlled by union leaders and/or management officials. 1. Arbitrators, unlike mediators do not have authority to make final and binding decision concerning labor disputes. 1. One general category of work rules pertains to employees’ and employers’ job rights. 1. Mediators have binding legal authority to require the parties to settle an interest dispute, but they often first restrict themselves to offering advice to help each party to clarify their own priorities and assessment of costs or risks associated with failing to reach a voluntary agreement. 1. Arbitrators differ from mediators because arbitrators are almost always appointed by the government to resolve strikes in the private sector. 1. Public opinion reflects influential individuals and/or organizations as well as cultural values and traditions. 1. Work rules, while complex in nature, have a common dimension since the all pertain to compensation for work performed. 1. Public opinion of institutions in general is low in the United States. 1. Although union leaders are usually elected by the members, members and...
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...BUS 405 WK 6 Quiz 5 Chapter 7 - All Possible Questions To Purchase Click Link Below: http://strtutorials.com/BUS-405-WK-6-Quiz-5-Chapter-7-All-Possible-Questions-BUS4055.htm BUS 405 WK 6 Quiz 5 Chapter 7 - All Possible Questions TRUE/FALSE 1. The majority of private sector union contracts do not contain a cost-of-living adjustment (COLA) clause. 2. The majority of private sector employees participate in a profit sharing plan. 3. Most unions consider gain sharing plans as an adequate substitute for traditional negotiated hourly wage gains. 4. The global economy of today has made it easier for employers to pass labor cost increases on to consumers by raising product or service prices. 5. Skill-based pay sets the wage rate according to a job's title (type). 6. Wages and other economic benefits represent income to employees, costs to an employer, and a basis for tax revenue to the government. 7. The majority of private sector union contracts contain a two-tier pay plan. 8. Union leaders favor job evaluation more than managers for use in designing the wage structure. 9. If a union wishes to encourage solidarity within its membership at a particular firm, it should not negotiate for a two-tier pay plan. 10. Labor market wage surveys are not used to ensure that a firm's wage structure is externally equitable. 11. Wage comparability is a fairly easy concept to apply to set wage rates for different jobs. 12. The monetary value of employee benefits...
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...BUS 405 WK 6 Quiz 5 Chapter 7 - All Possible Questions To Purchase Click Link Below: http://strtutorials.com/BUS-405-WK-6-Quiz-5-Chapter-7-All-Possible-Questions-BUS4055.htm BUS 405 WK 6 Quiz 5 Chapter 7 - All Possible Questions TRUE/FALSE 1. The majority of private sector union contracts do not contain a cost-of-living adjustment (COLA) clause. 2. The majority of private sector employees participate in a profit sharing plan. 3. Most unions consider gain sharing plans as an adequate substitute for traditional negotiated hourly wage gains. 4. The global economy of today has made it easier for employers to pass labor cost increases on to consumers by raising product or service prices. 5. Skill-based pay sets the wage rate according to a job's title (type). 6. Wages and other economic benefits represent income to employees, costs to an employer, and a basis for tax revenue to the government. 7. The majority of private sector union contracts contain a two-tier pay plan. 8. Union leaders favor job evaluation more than managers for use in designing the wage structure. 9. If a union wishes to encourage solidarity within its membership at a particular firm, it should not negotiate for a two-tier pay plan. 10. Labor market wage surveys are not used to ensure that a firm's wage structure is externally equitable. 11. Wage comparability is a fairly easy concept to apply to set wage rates for different jobs. 12. The monetary value of employee benefits...
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...BUS 405 WK 7 Quiz 6 Chapter 8 - All Possible Questions To Purchase Click Link Below: http://strtutorials.com/BUS-405-WK-7-Quiz-6-Chapter-8-All-Possible-Questions-BUS4056.htm BUS 405 WK 7 Quiz 6 Chapter 8 - All Possible Questions TRUE/FALSE 1. Promotions are personnel changes within an organization that advance an employee to a position of more responsibility, usually accompanied by a wage increase. 2. Superseniority is a term that means that an employee has the greatest amount of seniority among individuals in a particular job classification. 3. Unionized firms provide fewer hours of formal training to employees than nonunion firms. 4. The Occupational Safety and Health Act was passed because few labor agreements contained any contract language relating to the maintenance of a safe and healthy work environment. 5. Employees do not have a right to refuse to perform work that they believe represents a serious threat to their safety or health. 6. Automation refers to changes in the production process that result from the introduction of laborsaving machinery and changes in material handling and work flow. 7. One reason some unions do not readily accept new technology is that management and employees still have mistrust for one another. 8. Technological progress in the U.S. has resulted in higher productivity, the elimination of many menial and dangerous jobs, higher wages, shorter hours, and a higher standard of living. 9. Job security work rules...
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...BUS 405 WK 7 Quiz 6 Chapter 8 - All Possible Questions To Purchase Click Link Below: http://strtutorials.com/BUS-405-WK-7-Quiz-6-Chapter-8-All-Possible-Questions-BUS4056.htm BUS 405 WK 7 Quiz 6 Chapter 8 - All Possible Questions TRUE/FALSE 1. Promotions are personnel changes within an organization that advance an employee to a position of more responsibility, usually accompanied by a wage increase. 2. Superseniority is a term that means that an employee has the greatest amount of seniority among individuals in a particular job classification. 3. Unionized firms provide fewer hours of formal training to employees than nonunion firms. 4. The Occupational Safety and Health Act was passed because few labor agreements contained any contract language relating to the maintenance of a safe and healthy work environment. 5. Employees do not have a right to refuse to perform work that they believe represents a serious threat to their safety or health. 6. Automation refers to changes in the production process that result from the introduction of laborsaving machinery and changes in material handling and work flow. 7. One reason some unions do not readily accept new technology is that management and employees still have mistrust for one another. 8. Technological progress in the U.S. has resulted in higher productivity, the elimination of many menial and dangerous jobs, higher wages, shorter hours, and a higher standard of living. 9. Job security work rules...
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...BUS 405 WK 3 Quiz 2 Chapter 2,3 - All Possible Questions To Purchase Click Link Below: http://strtutorials.com/BUS-405-WK-3-Quiz-2-Chapter-23-All-Possible-Questions-BUS4052.htm BUS 405 WK 3 Quiz 2 Chapter 2,3 - All Possible Questions TRUE/FALSE 1. The Haymarket Riot, Homestead Incident, and the Pullman Strike eliminated Samuel Gompers’ leadership effectiveness in the AFL. 2. While the CIO and KOL shared somewhat the “one big union” concept, the CIO’s goals were more similar to the AFL than to the KOL. 3. One change since 1950 is organized labor’s current emphasis on short-range reform instead of long-range material goals. 4. The leadership of the Knights of Labor was more interested in seeking higher wage increases for employees than in seeking moral betterment . 5. The new Change to Win federation believes that the AFL-CIO should be supportive of the Democratic Party, even when party leaders did not stand with organized labor on key issues, such as opposition to the North American Free Trade Agreement and subsequent proposed trade pacts. 6. Many new members joined the Knights of Labor because of the organization’s “get tough” militant stance during the Haymarket Riot. 7. Organized labor repeated its success in three previous presidential elections by delivering a very large majority of union members for Obama. 8. The sit-down strike helped the CIO to obtain union membership in the 1930s, and it was soon approved by the Supreme Court. 9....
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...BUS 405 WK 3 Quiz 2 Chapter 2,3 - All Possible Questions To Purchase Click Link Below: http://strtutorials.com/BUS-405-WK-3-Quiz-2-Chapter-23-All-Possible-Questions-BUS4052.htm BUS 405 WK 3 Quiz 2 Chapter 2,3 - All Possible Questions TRUE/FALSE 1. The Haymarket Riot, Homestead Incident, and the Pullman Strike eliminated Samuel Gompers’ leadership effectiveness in the AFL. 2. While the CIO and KOL shared somewhat the “one big union” concept, the CIO’s goals were more similar to the AFL than to the KOL. 3. One change since 1950 is organized labor’s current emphasis on short-range reform instead of long-range material goals. 4. The leadership of the Knights of Labor was more interested in seeking higher wage increases for employees than in seeking moral betterment . 5. The new Change to Win federation believes that the AFL-CIO should be supportive of the Democratic Party, even when party leaders did not stand with organized labor on key issues, such as opposition to the North American Free Trade Agreement and subsequent proposed trade pacts. 6. Many new members joined the Knights of Labor because of the organization’s “get tough” militant stance during the Haymarket Riot. 7. Organized labor repeated its success in three previous presidential elections by delivering a very large majority of union members for Obama. 8. The sit-down strike helped the CIO to obtain union membership in the 1930s, and it was soon approved by the Supreme Court. 9....
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...BUS 405 WK 10 Quiz 9 Chapter 13 - All Possible Questions To Purchase Click Link Below: http://strtutorials.com/BUS-405-WK-10-Quiz-9-Chapter-13-All-Possible-Questions-BUS4059.htm BUS 405 WK 10 Quiz 9 Chapter 13 - All Possible Questions TRUE/FALSE 1. A majority of teachers, firefighters, and police are represented by public-sector unions. 2. Favorable public-sector labor laws appear to be a significant factor encouraging growth in public-sector labor relations. 3. A major advantage of the Civil Service Reform Act (CSRA) was that it established the framework for labor relations in the federal government by legislation, instead of by Executive Order. 4. If a governmental unit privatizes a government service to a private business, the private employer is likely to be covered under the Labor Management Relations Act. 5. If a subject of collective bargaining is permissible, both parties are required to negotiate in good faith, even though an agreement may not be reached. 6. The Civil Service Reform Act (CSRA) makes it an unfair labor practice for a party to refuse or fail to cooperate in impasse procedures. 7. Like in the private sector, the market economic system controls the price, quality, and availability of most services in the public sector. 8. Supervisors and managers have been granted the right to engage in collective bargaining in some states. 9. Union negotiators have more difficulty determining "who speaks for management" in public-sector...
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...BUS 405 WK 10 Quiz 9 Chapter 13 - All Possible Questions To Purchase Click Link Below: http://strtutorials.com/BUS-405-WK-10-Quiz-9-Chapter-13-All-Possible-Questions-BUS4059.htm BUS 405 WK 10 Quiz 9 Chapter 13 - All Possible Questions TRUE/FALSE 1. A majority of teachers, firefighters, and police are represented by public-sector unions. 2. Favorable public-sector labor laws appear to be a significant factor encouraging growth in public-sector labor relations. 3. A major advantage of the Civil Service Reform Act (CSRA) was that it established the framework for labor relations in the federal government by legislation, instead of by Executive Order. 4. If a governmental unit privatizes a government service to a private business, the private employer is likely to be covered under the Labor Management Relations Act. 5. If a subject of collective bargaining is permissible, both parties are required to negotiate in good faith, even though an agreement may not be reached. 6. The Civil Service Reform Act (CSRA) makes it an unfair labor practice for a party to refuse or fail to cooperate in impasse procedures. 7. Like in the private sector, the market economic system controls the price, quality, and availability of most services in the public sector. 8. Supervisors and managers have been granted the right to engage in collective bargaining in some states. 9. Union negotiators have more difficulty determining "who speaks for management" in public-sector...
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...BUS 405 WK 4 Quiz 3 Chapter 4,5 - All Possible Questions To Purchase Click Link Below: BUS 405 WK 4 Quiz 3 Chapter 4,5 - All Possible Questions TRUE/FALSE 1. Craft unions have less independence from their national union headquarters than industrial unions. 2. The supreme governing body for the international union is its convention. 3. The practice of double-breasting is legal under the National Labor Relations Act. 4. The convention makes use of the delegate system, in which the number of delegates allowed depends on the number of members in the local. 5. The business agent is a key position in a craft union and provides many of the same services of a local union president in a large industrial union. 6. Most union presidents have restricted authority to appoint their staff, regulate locals, and direct the activities of the national union 7. The American Federation of Labor and Congress of Industrial Organizations now includes all of the major U.S. labor unions. 8. The international union representative, in addition to organizing new unions, also helps the local unions in grievance administration and labor arbitration. 9. Unions as organizations are fundamentally the same as business organizations. 10. The potential advantages of a merger of two unions, compared with the risks of not merging, suggest that mergers of unions will continue in the future. 11. Attendance at local union meetings often varies between fifty and sixty percent of...
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...BUS 405 WK 4 Quiz 3 Chapter 4,5 - All Possible Questions To Purchase Click Link Below: BUS 405 WK 4 Quiz 3 Chapter 4,5 - All Possible Questions TRUE/FALSE 1. Craft unions have less independence from their national union headquarters than industrial unions. 2. The supreme governing body for the international union is its convention. 3. The practice of double-breasting is legal under the National Labor Relations Act. 4. The convention makes use of the delegate system, in which the number of delegates allowed depends on the number of members in the local. 5. The business agent is a key position in a craft union and provides many of the same services of a local union president in a large industrial union. 6. Most union presidents have restricted authority to appoint their staff, regulate locals, and direct the activities of the national union 7. The American Federation of Labor and Congress of Industrial Organizations now includes all of the major U.S. labor unions. 8. The international union representative, in addition to organizing new unions, also helps the local unions in grievance administration and labor arbitration. 9. Unions as organizations are fundamentally the same as business organizations. 10. The potential advantages of a merger of two unions, compared with the risks of not merging, suggest that mergers of unions will continue in the future. 11. Attendance at local union meetings often varies between fifty and sixty percent of...
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...Marketing Assistant: Kathleen DeChavez Senior Author Support/Technology Specialist: Joe Vetere Rights and Permissions Advisor: Michael Joyce Senior Manufacturing Buyer: Carol Melville Production Coordination: Lifland et al. Bookmakers Composition: Keying Ye Cover photo: Marjory Dressler/Dressler Photo-Graphics Many of the designations used by manufacturers and sellers to distinguish their products are claimed as trademarks. Where those designations appear in this book, and Pearson was aware of a trademark claim, the designations have been printed in initial caps or all caps. Library of Congress Cataloging-in-Publication Data Probability & statistics for engineers & scientists/Ronald E. Walpole . . . [et al.] — 9th ed. p. cm. ISBN 978-0-321-62911-1 1. Engineering—Statistical methods. 2. Probabilities. I. Walpole, Ronald E. TA340.P738 2011 519.02’462–dc22 2010004857 Copyright c 2012, 2007, 2002 Pearson Education, Inc. All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the...
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...Production Technology Analyst: Emily Gross Frontlist Buyer, Manufacturing: Diane Gibbons Production Service: PrePressPMG Sr. Art Director: Stacy Shirley Internal Designer: Chris Miller/cmiller design Cover Designer: Chris Miller/cmiller design Cover Image: Getty Images/The Image Bank Permission Aquistion Manager/Photo: Deanna Ettinger Permission Aquistion Manager/Text: Mardell Glinski Schultz © 2010, 2007 South-Western, Cengage Learning ALL RIGHTS RESERVED. No part of this work covered by the copyright hereon may be reproduced or used in any form or by any means—graphic, electronic, or mechanical, including photocopying, recording, taping, Web distribution, information storage and retrieval systems, or in any other manner—except as may be permitted by the license terms herein. For product information and technology assistance, contact us at Cengage Learning Customer & Sales Support, 1-800-354-9706 For permission to use material from this text or product, submit all requests online at www.cengage.com/permissions Further permissions questions can be emailed to permissionrequest@cengage.com Library of Congress Control Number: 2008939395 ISBN 13: 978-0-324-59360-0 ISBN 10: 0-324-59360-0 South-Western Cengage Learning 5191 Natorp Boulevard Mason, OH 45040...
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