Labor Relations Chapter 5

Labor Relations Chapter 5 - Labor Relations Chapter 5 Why...

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Labor Relations Chapter 5 Why and How Unions are organized Work and Job conditions explanation - Alienation Theory – based on belief that employees might seek collective action to relieve feelings of alienation which resulted from extensive use of machinery in manufacturing operations. They become alienated because o Lost contact with their own labor when products they created were taken away, reducing their spirit and status o Lost involvement in work when machine dominated, separating work of hand and work of brain o Became estranged from fellow employees when work made them tired and competitive, were incapable of having authentic relationships - These reasons could cause them to join a union – unions address employees’ desire to speak their minds without fear of management reprisal. - Research shows employees will join unions if o Are dissatisfied with physical characteristics of workplace, low wages, lack of benefits o Believe union will help them achieve job related conditions important to them. - Employees view unions as instrument to satisfy job needs if dissatisfied with job o Job dissatisfaction sets in motion uncomfortable dissonance between what is desired and what they are experiencing Scarcity Consciousness Theory – need for job security - Many employees believe they live in country of limited opportunity so they become scarcity conscious – employees collectively believe jobs are difficult to obtain and retain Wheeler Model of Union Formation - Hoyt Wheeler – theoretical basis for union formation - First Stage: worker readiness to take some form of aggressive action – usually starts with one worker experiencing feelings of deprivation - gap between what employees expect and what they receive o 3 paths connect deprivation and worker readiness to take action Threat/attack – employer threatens/takes away something employees have Frustration – actions blocked, employees have no voice or any way to get voice
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Rational calculation – workers convinced benefit or union outweigh costs - Second Stage: worker joins with other workers and decide to take collective action - Conditions that promote collective action or unionization are love, hope, and saliency o Love – cohesion, solidarity wherein workers care enough for each other o Hope – prevails when workers believe union can do what is necessary to end problems o Saliency – recognition that there is problems - Conditions that inhibit union promotion o Fear of punishment for supporting union – lose job, being laid off o General belief “unions are wrong in principle” Employee backgrounds and Needs - Employees’ previous experience with union strongly affect attitudes toward decision to join one - Might be influenced by parental attitudes and family experiences - Unions potentially satisfy members’ needs by enhancing sense of indentify and maintaining self esteem. They appeal to 3 interrelated social needs o Need for affiliation/belonging o Need for status o
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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 5 - Labor Relations Chapter 5 Why...

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