Labor relations chapter 4

Labor relations chapter 4 - Labor relations chapter 4 Goals...

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Unformatted text preview: Labor relations chapter 4 Goals and strategies: Management and Unions- Unions and management develop goals that provide direction and serve as basis for organization strategies, plans, and organizational structure. o There are areas of conflict and areas of cooperation- Company wants to grow and prosper union agrees with this goal and supports it because it creates opportunities and benefits for employees, adds union members, allows more funds for union activities, and strengthens the union as an institution. - Two related goals of company and union are to achieve effective use of human resources and attract retain and motivate employees. o Union accepts goals as long as they in terms of collective bargaining agreement. - Once goals are decided both company and union look for strategies to accomplish them Company Strategic Planning- Company strategy determined by managerial philosophy, ethics in management, economic condition, composition of work force, competition in industry, time in life of company, capabilities of management. Non Union Company Strategies - Labor relations strategies driven by economic choices and their need to adapt to new, more competitive business conditions- Company can use aggressive approach called UNION SUPRESSION STRATEGY to maintain non union or destroy union. IE: Walmart - Illegal tactics to avoid unionization are: o Use of spy networks o Refusing to hire former employees of unionized companies o Establishing a case for discharge of known union advocates o Seeking to determine prospective employees attitudes toward unions with interviews o Psychological tests to determine likelihood person will join a union o Locating plants in areas where union membership is low o Using standard application of a state employment service that asks employees whether they have been part of a union - Some companies use UNION AVOIDANCE STRATEGY take a strong stance against union representation, they open nonunion facilities and intend to keep them non union. o Shift capital investments from unionized facilities to make plant improvements in non unionized plants o Some companies adopting union avoidance strategy practice positive human resource management or operate double breasted Positive hr management recognize importance and necessity of maximizing employee voice, involve employees in decision making process of their organization Positive HR management programs include Absence of symbols of rank and status Carefully considered surroundings near high quality universities Overall corporate strength- high profits, fast growth, high technology Programs to promote employment security ie: work sharing Influential hr management programs Competitive pay and benefits Management that listens Careful grooming of managers Double Breasting when company has 2 or more subsidiaries, one unionized other non union This arrangement can be in one of 3 ways: 1. Holding company has control This arrangement can be in one of 3 ways: 1....
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This note was uploaded on 06/29/2011 for the course MGT 3000 taught by Professor Murrmann during the Spring '11 term at Virginia Tech.

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Labor relations chapter 4 - Labor relations chapter 4 Goals...

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