TEST BANK FOR
INDUSTRIAL RELATIONS IN
CANADA PAPERBACK – 2025/2026
[A+] LATEST VERSION
BY 9780176891701 (AUTHOR)
4TH EDITION
Page | 1
, TABLE OF CONTENTS FOR
INDUSTRIAL RELATIONS IN CANADA, 4TH
EDITION
FRONT MATTER
CHAPTER 1: INTRODUCTION
CHAPTER 2: LABOUR HISTORY
CHAPTER 3: ECONOMIC, SOCIAL, AND POLITICAL
ENVIRONMENTS
CHAPTER 4: THE LEGAL ENVIRONMENT
CHAPTER 5: THE UNION PERSPECTIVE
CHAPTER 6: THE MANAGEMENT PERSPECTIVE
CHAPTER 7: COLLECTIVE BARGAINING
CHAPTER 8: COLLECTIVE AGREEMENT ADMINISTRATION
CHAPTER 9: CONFLICT RESOLUTION: GRIEVANCES AND
STRIKES
CHAPTER 10: THIRD-PARTY DISPUTE RESOLUTION
PROCEDURES
CHAPTER 11: IMPACTS OF UNIONIZATION
CHAPTER 12: PUBLIC-SECTOR ISSUES
BACK MATTER
INSTRUCTOR RESOURCES
Page | 2
, CHAPTER 1
1. A STRIKE IS AN ACTION BY WORKERS IN WHICH THEY STOP PERFORMING DUTIES AND DO
NOT REPORT TO WORK.
a. TRUE
b. FALSE
ANSWER;TRUE
2. SOME ARGUE THAT THE TERM ―EMPLOYEE RELATIONS‖ IS ANTI-UNION, YET SOME
UNIONS USE THE TERM FOR INTERNAL STAFF POSITIONS.
a. TRUE
b. FALSE
ANSWER;TRUE
3. DUNLOP’S CONCEPT OF SHARED IDEOLOGY REFERS TO A SET OF COMMON BELIEFS HELD
BY THE ACTORS OF THE
INDUSTRIAL RELATIONS SYSTEM.
a. TRUE
b. FALSE
ANSWER;TRUE
4. PROCEDURAL RULES REFER TO THE OUTCOMES OF EMPLOYMENT RELATIONSHIPS.
a. TRUE
b. FALSE
ANSWER;FALSE
5. COLLECTIVE BARGAINING IS THE PROCESS BY WHICH MANAGEMENT AND
LABOUR NEGOTIATE THE TERMS AND CONDITIONS OF EMPLOYMENT IN A
UNIONIZED WORKPLACE.
a. TRUE
Page | 3
, b. FALSE
ANSWER;TRUE
Page | 4
INDUSTRIAL RELATIONS IN
CANADA PAPERBACK – 2025/2026
[A+] LATEST VERSION
BY 9780176891701 (AUTHOR)
4TH EDITION
Page | 1
, TABLE OF CONTENTS FOR
INDUSTRIAL RELATIONS IN CANADA, 4TH
EDITION
FRONT MATTER
CHAPTER 1: INTRODUCTION
CHAPTER 2: LABOUR HISTORY
CHAPTER 3: ECONOMIC, SOCIAL, AND POLITICAL
ENVIRONMENTS
CHAPTER 4: THE LEGAL ENVIRONMENT
CHAPTER 5: THE UNION PERSPECTIVE
CHAPTER 6: THE MANAGEMENT PERSPECTIVE
CHAPTER 7: COLLECTIVE BARGAINING
CHAPTER 8: COLLECTIVE AGREEMENT ADMINISTRATION
CHAPTER 9: CONFLICT RESOLUTION: GRIEVANCES AND
STRIKES
CHAPTER 10: THIRD-PARTY DISPUTE RESOLUTION
PROCEDURES
CHAPTER 11: IMPACTS OF UNIONIZATION
CHAPTER 12: PUBLIC-SECTOR ISSUES
BACK MATTER
INSTRUCTOR RESOURCES
Page | 2
, CHAPTER 1
1. A STRIKE IS AN ACTION BY WORKERS IN WHICH THEY STOP PERFORMING DUTIES AND DO
NOT REPORT TO WORK.
a. TRUE
b. FALSE
ANSWER;TRUE
2. SOME ARGUE THAT THE TERM ―EMPLOYEE RELATIONS‖ IS ANTI-UNION, YET SOME
UNIONS USE THE TERM FOR INTERNAL STAFF POSITIONS.
a. TRUE
b. FALSE
ANSWER;TRUE
3. DUNLOP’S CONCEPT OF SHARED IDEOLOGY REFERS TO A SET OF COMMON BELIEFS HELD
BY THE ACTORS OF THE
INDUSTRIAL RELATIONS SYSTEM.
a. TRUE
b. FALSE
ANSWER;TRUE
4. PROCEDURAL RULES REFER TO THE OUTCOMES OF EMPLOYMENT RELATIONSHIPS.
a. TRUE
b. FALSE
ANSWER;FALSE
5. COLLECTIVE BARGAINING IS THE PROCESS BY WHICH MANAGEMENT AND
LABOUR NEGOTIATE THE TERMS AND CONDITIONS OF EMPLOYMENT IN A
UNIONIZED WORKPLACE.
a. TRUE
Page | 3
, b. FALSE
ANSWER;TRUE
Page | 4
