Schwind07IM14 - Chapter 14 The Union-Management Framework 1...

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Chapter 14 The Union-Management Framework THE UNION-MANAGEMENT FRAMEWORK CHAPTER OBJECTIVES After studying this chapter, you should be able to: Describe the structure of Canadian unions. Discuss the major reasons why workers join unions. Identify conditions that indicate unionization may occur. Explain how a union organizing campaign is carried out. Summarize the core legal principles relating to collective bargaining. Outline the key steps in negotiating a union contract. List common techniques to resolve disputes. Describe how unions affect the human resource management environment. Suggest ways to build union-management cooperation. POWERPOINT ® SLIDES Canadian Human Resource Management includes a complete set of Microsoft PowerPoint ® files for each chapter. (Please contact your McGraw-Hill Ryerson representative to find out how instructors can receive these files.) In the lecture outline that follows, a reference to the relevant PowerPoint slide for this chapter is placed beside the corresponding lecture material. The slide number helps you to see your location in the slide show sequence and to skip slides that you don’t want to show to the class. (To jump ahead or back to a particular slide, just type the slide number and hit the Enter or Return key.) 14-1 1
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Part 6 Maintaining High Performance LECTURE OUTLINE (with PowerPoint ® slides) The Union-Management Framework Slide 1 Union Defined Slide 2 Collective Agreement Slide 3 Why do Employees Join Unions? Slide 4 Attitudes Toward Unions Slide 5 THE UNION-MANAGEMENT FRAMEWORK A union is an organization with the legal authority to represent workers, negotiate the terms and conditions of employment with the employer, and administer the collective agreement Unions do not just happen. They are frequently caused by management action or inaction that workers perceive as unfair Collective agreement is a contract negotiated between the union and employer, outlining terms and conditions of employment -- Addresses a variety of issues such as wages and benefits, hours of work, working conditions, grievance procedures, etc. -- Places restrictions on management’s rights in managing the workplace CAUSES OF UNIONS Reasons for joining include: -- Job dissatisfaction -- Individual attitudes toward unions in general -- Perceived union instrumentality (beliefs about what unions can do for an employee) Reasons for not joining include: -- For employees who want to become managers may believe union membership damages their chances for promotion -- View unions as “another boss” that leads to extra costs, such as union dues or lost wages from strikes -- Negative opinions toward unions and collective action based on past experiences or stories of union wrongdoing -- Employer policies and supervisory treatment may be fair, and employees lack the motivation to join a union CANADIANS’ VIEWS TOWARD UNIONS Angus Reid survey conducted with both Canadian and American participants: -- Approximately 2/3 of Canadian workers approve of unions
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Schwind07IM14 - Chapter 14 The Union-Management Framework 1...

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