Labor Relations: Striking a Balance chapter 1

Equity and voice are social and human batteries on efficiency and a weak compared to employment at will

Lack of just cause discharge protection

Equity

A standard of fair treatment for employees. Living wages workplace safety non-discrimination. Health and retirement security.

Management's perspective

Adversarial negotiation do not promote trust and cooperation, needs to supplement high -levels. Periodic Negotiations with ongoing low level communication and problem-solving mechanisms. Lengthy, detailed contract inhibit flexibility and involvement and labor laws are outdated

Industrial democracy

Believe that workers in Democratic societies are entitled to the same democratic principle of precipitation in the workplace

Collective-bargaining; representatives of the employer and employee negotiate employment terms and conditions

Compensation, personal policy and procedures, employee and employer is right and responsibilities, union rights and responsibilities. Dispute resolution and ongoing decision making.

Efficiency is important to the employment relationship because of its affect on

Competitiveness, economic development and economic per party.

The greatest challenge in labor relation arise from conflicting goals

Conflicts are generally resolve privately through bargaining and other means by. Individuals, unions and companies.

Nonunion

Employers try to remain union free through preventive labor relations strategy

Unionized

Employers try to undermine labor unions by using the same strategies

The US encourages collective-bargaining

Everyone has the right to form and join trade unions for the protection of his or her Interests.

Social commentators, labor leaders and workers want

Fairly distributed outcomes, Participation and decision making, And profitable and effective production of goods and services

Pressures for competitiveness and quality add pressure to collective-bargaining

Flexibility clashes with link the contracts with detail work rules, corporations and employees involvement clashes with the adversarial bargaining process, And renegotiated contracts are not flexible and involving.

The sole objective of the labor relation is efficiency

General believe is what is good for the company is good for the world, businesses are not designed to be democratic training ground and a company has no obligation to provide personal and moral development.

Sharp increase in the number of workers who have never been unionized

Great Britain

Labor union

Group of workers who join together to influence the nature of their employment.

Managers like to deal with the workers one on one

Half of work or with preferred dealing with management as a group.

US labor laws protect unions to strike a balance between efficiency, equity, and voice

Increasing the purchasing power of workers and reducing disruptive strike activity. Achieving fear standards And protection against exploitation. Provided democracy in the workplace.

The key right of workers

Is the ability to create jobs they do not like

Labor perspectives

Labor law is week; penalties are minimal, delays are frequent, employers can use captive audience speeches and permanent strike replacements, secondary boycott are prohibited, private sector union density is less than 10%, worker in the global economy Need protections more than ever.

The critical future of collective-bargaining

Management authority to Unilaterally establish conditions of employment is Replaced by bilateral negotiations And workers have a collective voice

In agrarian and crafts based society's quality of life is linked to property.

Modern workers are dependent on Jobs not property.

Bargaining objectives

Negotiate the terms and conditions of employees, mutual aid and protection

Superior employer bargaining power results in

No wages and workers unrest, Long hours at low pay and a discriminatory conditions violate equity and employers dictation of employment conditions and autocratic supervision.

Efficiency

Productive use of scarce resources for economic prosperity

US labor law assumes that corporations have greater power than individual workers

Resulting in discriminatory treatment and unfair labor practice is

With inflated Wages and restrictive work rules, unions;

Secure a better wages, negotiate extensive work rules to protect members against unfair treatment by management, and provides voice and representation to individual workers

Labor unions

Seek not only material games and wages and benefits but also dignity, voice, and freedom

If a majority of workers want union representation

That employer must bargain with the union over wages, hours and other terms and conditions. Workers cannot be fired or discriminated against for their Union Support. Employers cannot threaten employees or take action to prevent unionization.

Voice

The ability of employees to have meaningful input into workplace decisions. Consultation, labor unions, self-determination, employee free speech

Jobs and the workplace

The most important sight of who operative interactivity and sociability With adults, outside of the family.

Union density

The percentage of workers who are union members *Private sector Junior density in the United States have the Klein fifth 1955 *Public-sector unions dances he jumped into the early 1960, increased steadily for 15 years, and after a slight decline have leveled off.

Union contracts

The provisions of a bargain that are written down and bound into a legal enforceable collective-bargaining agreement

Workers want more influence over decisions that affect their jobs and work life

They Would enjoy their job more and do you have businesses would be more competitive.

Why might society and workers support unionization

Union help strike a balance between efficiency and equity and voice

Unions underscore voice in union literature and campaign

Union overseas Episide voice

Labor relations continue to be a relevant and dynamic area of study and practice

•All managers should understand labor relation •US labor laws affect both union and nonunion workers •Reveals consequences of poorly managed workforces •Explain historical, social, and political influences on business •Help everyone understand and resolve conflict •Reveal how work and business are in embedded in a complex environment

Employee yours resistant or opposition

•America managers are exceptionally hostile towards unions •Strong traditions of using union avoidance tactics •Failure to invest and nonunion operations •Actively fighting organizations drives

Increased prospective legislation has provided a substitution for unions

•Civil rights act and equal pay act •Occupational safety and health act •Family medical leave act

Private sector US union Deserie have been declining for the past 50 years

•Decline in traditional unionized industries •Regional and demographic shifts •Increase number of women in the workforce •Increased education and skill level

Representation gap

•Employees want more representation in the work place then they have •1/3 of nonunion workers would like a union in their workplace •Union density is only 10%

Underlining labor relations issues

•Goals of the employment relationships •How employment relationship and labor •market operate •Major environmental pressure •Union strategies •Public policy

Labor relations involved Diverse factors

•Market forces •Individual emotions •Managerial strategies •Forms of work organization •Constitutional and legal issues •History •Questions of humans rights •Negotiation and conflict resolution strategies •Debates over globalization •Ethical challenges

The demand for union services has declined

•Unions not doing a good job for responding to the needs of a changing workforce •Employers have improved their Responsiveness to employees needs