Ch016 international human resource management cengage

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Ch016 international human resource management cengage

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Nature of Unions • Union  A formal association of workers that promotes the interests of its members through collective action • Why Employees Unionize  They are dissatisfied with how they are treated by their employers  They believe that unions can improve their work situations © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–1 FIGURE 16–1 Factors Leading to Employee Unionization © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–2 Nature of Unions (cont’d) • Why Employers Resist Unions  Unionization constrains what managers can and cannot in a number of areas  Unionization can result in higher wages and benefits © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–3 FIGURE 16–2 Union Membership as a Percentage of the U.S Civilian Workforce Source: U.S Department of Labor, Bureau of Labor Statistics, 2010 © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–4 Unions Globally • Union membership is falling in advanced countries  High unemployment is creating pressure for change • In some countries, unions are closely tied to political parties • Child labor is an issue in some countries • Co-determination  A practice whereby union or worker representatives are given positions on a firm’s board of directors © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–5 U.S and Global Differences in Union-Management Relations Key Differences Focus on Economic Issues Organization by Job and Employer © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part Collective Agreements as “Contracts” Competitive Relations 16–6 Reasons for U.S Union Membership Decline Causes of Membership Decline Geographic Changes Industrial Changes © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part Workforce Changes 16–7 FIGURE 16–3 Union Membership by Industry © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part Source: U.S Department of Labor, Bureau of Labor Statistics, 2010 16–8 Union Targets for Membership Growth Focus of Union Organizing Health Care Professionals Low-Skill Workers and Immigrants © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part Contingent and Part-Time Workers 16–9 Union Structure • Craft Union  A union whose members one type of work, often using specialized skills and training • Industrial Union  A union that includes many persons working in the same industry or company regardless of jobs held • Federation  A group of autonomous national and international unions • National and International Unions  Groups of local union units © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–10 Union Structure (cont’d) • Local Union  A union centered around either a particular employer or a particular geographic location • Business Agent  A full-time union official who operates the union office and assists union members • Union Stewart  An employee elected by local members to serve as the first-line representative of unionized employees © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–11 FIGURE 16–4 Major National Labor Laws © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–12 Employer Unfair Labor Practices • Interfering with the organizing and collective bargaining rights of employees • Dominating or interfering with any labor organization • Encouraging or discouraging membership in a particular union • Discharging persons for organizing activities or union membership • Refusing to bargain collectively © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–13 Taft-Hartley (Labor-Management Relations) Act • Right-to-Work Laws  State laws that prohibit contracts requiring employees to join unions to obtain or continuing employment Types of Shops Closed Shop Union Shop © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part Agency Shop Maintenanceof-Membership Shop 16–14 FIGURE 16–5 Right-to-Work States © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–15 FIGURE 16–6 Typical Unionization Process © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–16 Organizing Campaign Holding mandatory employee meetings Employers’ Union Prevention Efforts Distributing anti-union leaflets and letters Anti-union videos, e-mails, and other electronic means © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–17 Unions’ Organizing Efforts Authorization Cards Salting Unionization Efforts Contract Negotiation Bargaining Unit Composition Certification and Decertification © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–18 Collective Bargaining Issues Management Rights Bargaining Issues Union Security (dues checkoff) Classification of Bargaining Issues © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–19 FIGURE 16–8 Weekly Earnings of Union and Nonunion Workers Source: Bureau of Labor Statistics, “Union Members Summary,” January 22, 2010 © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–20 FIGURE 16–9 Typical Items in a Labor Agreement Purpose of agreement 11 Separation allowance Non-discrimination clause 12 Seniority Management rights 13 Bulletin boards Recognition of the union 14 Pension and insurance Wages 15 Safety Incentives 16 Grievance procedure Hours of work 17 No-strike or lockout clause Vacations 18 Definitions Sick leave and leaves of absence 19 Terms of contract (dates) 20 Appendices 10 Discipline © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–21 Strikes Unfair Labor Practice Strikes Economic Strikes Types of Strikes Sympathy Strikes Wildcat Strikes Jurisdictional Strikes © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–22 Grievance Management • Complaint  Indication of employee dissatisfaction • Grievance  A complaint formally stated in writing • Grievance Procedures  Formal channels used to resolve grievances  Union representation (Weingarten) rights • Grievance Arbitration  Means by which a third party settles disputes arising from different interpretations of a labor contract © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–23 [...]... collectively © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–13 Taft-Hartley (Labor -Management Relations) Act • Right-to-Work Laws  State laws that prohibit contracts requiring employees to join unions to obtain or continuing employment Types of Shops Closed Shop Union Shop © 2011 Cengage Learning... employee elected by local members to serve as the first-line representative of unionized employees © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–11 FIGURE 16–4 Major National Labor Laws © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly... whole or in part Agency Shop Maintenanceof-Membership Shop 16–14 FIGURE 16–5 Right-to-Work States © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–15 FIGURE 16–6 Typical Unionization Process © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly... e-mails, and other electronic means © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–17 Unions’ Organizing Efforts Authorization Cards Salting Unionization Efforts Contract Negotiation Bargaining Unit Composition Certification and Decertification © 2011 Cengage Learning All rights reserved May not... reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–18 Collective Bargaining Issues Management Rights Bargaining Issues Union Security (dues checkoff) Classification of Bargaining Issues © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–19... Statistics, “Union Members Summary,” January 22, 2010 © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–20 FIGURE 16–9 Typical Items in a Labor Agreement 1 Purpose of agreement 11 Separation allowance 2 Non-discrimination clause 12 Seniority 3 Management rights 13 Bulletin boards 4 Recognition of the... Terms of contract (dates) 20 Appendices 10 Discipline © 2011 Cengage Learning All rights reserved May not be scanned, copied or duplicated, or posted to a publicly accessible Web site, in whole or in part 16–21 Strikes Unfair Labor Practice Strikes Economic Strikes Types of Strikes Sympathy Strikes Wildcat Strikes Jurisdictional Strikes © 2011 Cengage Learning All rights reserved May not be scanned, copied... part 16–22 Grievance Management • Complaint  Indication of employee dissatisfaction • Grievance  A complaint formally stated in writing • Grievance Procedures  Formal channels used to resolve grievances  Union representation (Weingarten) rights • Grievance Arbitration  Means by which a third party settles disputes arising from different interpretations of a labor contract © 2011 Cengage Learning All

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Mục lục

  • Nature of Unions

  • PowerPoint Presentation

  • Nature of Unions (cont’d)

  • Slide 4

  • Unions Globally

  • U.S. and Global Differences in Union-Management Relations

  • Reasons for U.S. Union Membership Decline

  • Slide 8

  • Union Targets for Membership Growth

  • Union Structure

  • Union Structure (cont’d)

  • Slide 12

  • Employer Unfair Labor Practices

  • Taft-Hartley (Labor-Management Relations) Act

  • Slide 15

  • Slide 16

  • Organizing Campaign

  • Unions’ Organizing Efforts

  • Collective Bargaining Issues

  • Slide 20

  • Slide 21

  • Strikes

  • Grievance Management

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