Human Resource Management Employee Relations and Organized Labor.
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Transcript of Human Resource Management Employee Relations and Organized Labor.
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Human Resource Management
Employee Relations and Organized Labor
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Employee Relations
Covers communications, employee participation in management decisions, conflict and grievance resolution, unions and collective bargaining.
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CommunicationsEmployee handbook
Implied contract in some statesNepotism
Bulletin boards, memos, newsletters, etc.Electronic
Voice mailE-mailVideo conferencing
MeetingsRetreatsInformal – Management by Walking Around
Employee Relations
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CommunicationsFeedback programs
Employee attitudes
Appeals procedures
Employee Assistance Programs (EAP)
Employee Relations
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The Job Descriptive Index: Smith, P.C., Kendall, L.M., and Hulin, C.L. (1969). The Measurement of Satisfaction in Work and Retirement. Chicago: Rand McNally.
WORKThink of your present work.
What is it like most of the time? In the blank beside each word or phrase given below, write:
y for "YES" if it describes your work
n for "NO" if it does not describe your work
? if you cannot decide Fascinating Routine Satisfying Boring Good Creative Respected Hot Pleasant
Useful Tiresome Healthful Challenging On your feet Frustrating Simple Endless Gives a sense of accomplishment
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PAYThink of your present
pay level. What is it like most of the time? In the blank beside each word or phrase given below, write:
y for "YES" if it describes your pay
n for "NO" if it does not describe your pay
? if you cannot decide Income adequate for normal expenses Satisfactory profit sharing Barely live on income Bad
Income provides luxuries Insecure Less than I deserve Highly paid Underpaid
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SUPERVISIONThink of your present supervisor. What
is he/she like most of the time? In the blank beside each word or phrase given below, write:
y for "YES" if it describes your supervisor
n for "NO" if it does not describe your supervisor
? if you cannot decide
Asks my advice Hard to please Impolite Praises good work Tactful Influential Up-to-date Doesn't supervise enough Quick tempered
Tells me where I stand Annoying Stubborn Knows job well Bad Intelligent Leaves my on my own Lazy Around when needed
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CO-WORKERSThink of your present co-workers. What are
they like most of the time? In the blank beside each word or phrase given below, write:
y for "YES" if it describes your co-workers
n for "NO" if it does not describe your co-workers
? if you cannot decide Stimulating Boring Slow Ambitious Stupid Responsible Fast Intelligent Easy to make enemies
Talk too much Smart Lazy Unpleasant No privacy Active Narrow interests Loyal Hard to meet
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Think of your present promotional opportunities. What are they like most of the time? In the blank beside each word or phrase given below, write:
y for "YES" if it describes your promotional opportunities n for "NO" if it does not describe your promotional opportunities ? if you cannot decide
Good opportunity for advancement Opportunity somewhat limited Promotion on ability Dead-end job Good chance for promotion Unfair promotion policy Infrequent promotions Regular promotions Fairly good chance for promotions
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From p. 423 in text
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Employee Recognition ProgramsSuggestion Systems
Awards
Employee Relations
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Organized Labor
Why unionize?History of U.S. labor movement
1790-1825 First craft unions1806 Philadelphia cordwainers1825-1837 Unions won right to 10 hour day and Tammany Hall adopted free public education, etc.1840-1867 Depression thinned union ranks1870 Secret Order of the Knights of Labor stressed political reform and had 700,000 members in 18861881 SAMUEL GOMPERS first organized AFL1911 - JOHN L. LEWIS UMW and CIOTeamsters 1.4 million members (2004)
Types of shops (security)OpenUnionAgencyClosed
JOHN L. LEWIS
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Union Membership in the U.S., Union Membership in the U.S., 1930 - 20001930 - 2000
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Union participation rates by state
Union participation rates.xls
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Major labor lawsThe Wagner Act (National Labor Relations Act) 1935 PRO LABOR
Created the National Labor Relations Board (NLRB)Identified illegal management practices
– Interfering with rights to form unions, bargain collectively
– Interfering with formation or administration of a union
– Discriminating against an employee to discourage union membership
– Refusing to bargain collectively
Organized Labor
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Major labor lawsTaft-Hartley Act 1947 PRO MANAGEMENT
Identified unfair labor practices– Restraining or coercing employees who exercise
their rights– Refusing to bargain in good faith– Featherbedding– Enabling states to enact Right to Work laws
Organized Labor
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Major labor laws
Landrum-Griffin Act 1959 Basically a union bill of rights
RequiresEach union to have a bill of rights
Each union must have a constitution
Conflict of interest provisions (reporting to the Department of Labor)
Secret ballot provisions
Fiduciary responsibilities
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Mandatory Bargaining TopicsMandatory Bargaining Topics
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StrikesEconomic
Wildcat
Lockout
Mediation
Grievance procedure and arbitration