Explanation: Though picketing is legal under certain circumstances, one instance when picketing is illegal occurs when an election for union representation has occurred within a 12month period. Answer choices B, C, D, and E are all incorrect because they represent occasions when picketing would be considered legal.

Explanation: The widespread nature of the company locations means that a questionnaire is going to be the most effective way to acquire feedback; the questionnaire can be sent out, and employees can then complete it and return it by a certain time. A focus group is impractical, as it might be difficult to get enough people together for the discussion. Interviews and observation can prove to be cumbersome, both to employees and management, because they might require extensive travel and/or arranging of schedules.

Explanation: A wildcat strike is launched despite a nostrike clause in the employee contract. Obviously, these strikes create intense conflict between employer and union. Sitdown strikes, which are prohibited by law, occur inside the work facility. Secondary boycotts are attempts by the union to keep an external company from doing business with the employer. In most cases, secondary strikes are illegal. A hot cargo strike, more commonly known as a hot cargo picket, aims to keep the employer from doing business with some other employer opposed by the union. Hot cargo pickets are prohibited by law as well.

Explanation: Integrative bargaining results when the different sides agree to compromise on certain issues by taking the big picture into account. Positional bargaining results when each side establishes a clear position and aims to achieve the goal or goals of that position. Interestbased bargaining results when both sides acknowledge that they have a strong motivation in the continuity of business activities, and thus proceed in negotiations with this acknowledgement. Distributive bargaining is another name for positional bargaining.

Explanation: Statistical power is the extent to which research results accurately identify differences between trained and untrained employees. Of course, researchers want to design a method that will have the maximum statistical power. If the statistical power of the research is low, it is likely that a difference between the trained and untrained employees will pass unnoticed. It can be difficult to obtain powerful statistical results from research into employee training in large part because the methods of assessing performance are so subjective.