Labor and Employee Relations Chapter 1 Outline

Labor and Employee Relations Chapter 1 Outline - Labor and...

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Labor and Employee Relations Chapter 1 Outline (continued p.7) Focal Point of the Labor Relations: Work Rules - John Dunlop wrote Industrial Relations Systems – which suggests that the center of attention in labor relations should be the work rules negotiated between management and union officials. o Because work rules facilitate the implementation of operational plans designed to accomplish an organizations strategic goals. o Work rules determine employees’ standard of living and the work environment within which employees will spend a substantial portion of their time. - Work rules are place in 2 categories o Rules governing compensation in all its forms o Rules specifying the employees’ and employers’ job rights and obligations - People and media are generally interested in category 1 because it affects them the most, but some union and management negotiations place equal importance on category 2 as well. - Work rules can vary depending upon whether they are common or unique in the subject matter addressed and vague or specific in the wording used to express the rule. o The wording or interpretation of work rules can change over time in response to changes in operating environment and the need for a greater flexibility. - An analysis of work rules helps explain the complex output of the labor relations process - Work rules are not limited to just union and management negotiation, but also include interpretation and application and resolution of arising disputes. - A majority of employees today engage in one or more forms of electronic monitoring of employee work performance. o Ie: keystroke counter, employee phone conversations, email – this is because employees have a genuine interest in finding employee misconduct. Key Participants in Labor Relations Process - Managers represent the interests of the ownership as well as their own self interests. o They include individuals who are delegated authority by ownership to make decisions required to operate the organization and exist at various levels: first line, department heads, high ranking officials.
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- Plant Level labor relations representatives implement corporate directives, but they must also deal with other mangers at each facility’s location - First Line supervisors/department heads hear and attempt to resolve employees’ grievances on the production floor. - Management consultants are hired from outside to provide some special service or expertise - Management must be conscious of its competitors, who may challenge the company’s product in quality, price, or service. o Organizations with good quality labor management relationship may gain a competitive advantage over firms that lack the ability to gain cooperation and consensus from employees in seeking to change to meet new competitive pressures.
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Labor and Employee Relations Chapter 1 Outline - Labor and...

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