Preview Questions Labor Relations Specialist | Role Specific Skill

Question 1: What role does "empathy" play in the conflict resolution process?

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Empathy is irrelevant, as conflict resolution relies only on legal frameworks and contractual obligations

Empathy allows conflict resolution specialists to understand the emotions and perspectives of the parties involved, helping to find common ground

Empathy often exacerbates conflicts by favoring one party's emotions over the legal facts

Empathy applies only in cases of workplace bullying and harassment and is not relevant in general conflict resolution

Question 2: What is "negotiation leverage," and how does it affect outcomes?

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Negotiation leverage is the result of providing extreme offers to pressure the other party into compliance

Negotiation leverage refers to the number of people involved in the negotiations and has no direct impact on the final deal

Negotiation leverage is not relevant in union negotiations as all parties must adhere to legal constraints

Negotiation leverage refers to the ability to influence the outcome by controlling valuable information or resources

Question 3: What is a "settlement agreement" in the context of dispute resolution, and how is it enforced?

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A settlement agreement is only applicable if one party wins a lawsuit

A settlement agreement is a formal, legally binding document outlining the terms of the dispute resolution that must be adhered to by both parties

A settlement agreement can be unilaterally modified by either party

A settlement agreement is valid only if signed by a judge

Question 4: How does "power imbalance" affect labor negotiation strategies?

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Power imbalance does not affect negotiations if both parties are sufficiently informed

Power imbalance only occurs in private sector negotiations and not in public sector unions

Power imbalance is irrelevant in labor negotiations as both parties have equal rights under labor laws

Power imbalances can skew negotiations, often leading the weaker party to make larger concessions, impacting the fairness of the agreement

Question 5: In the context of labor disputes, how does mediation differ from arbitration, and when is each method typically used?

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Mediation forces both sides to accept a third-party resolution, while arbitration allows one party to dictate the outcome

Mediation is a voluntary, non-binding process facilitated by a neutral third party, while arbitration is binding and involves a decision from the arbitrator

Arbitration and mediation are both binding processes with no role for neutral facilitators

Mediation is used only for personal conflicts, while arbitration is used for labor contract disputes

Question 6: How does the "principled negotiation" method improve labor dispute resolution?

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Principled negotiation is based on rigid adherence to contractual terms, excluding creative solutions

Principled negotiation relies on one party making major concessions to satisfy the other party

Principled negotiation involves making strict demands from both parties without compromise to reach an agreement

Principled negotiation focuses on separating people from the problem, ensuring the resolution is based on interests rather than positions