Management intends to recall the employees when work is available again o A

Management intends to recall the employees when work

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Management intends to recall the employees when work is available again o A layoff is therefore not a termination, which is permanent and is intended to be Some employers do incorrectly use the term layoff to imply any severing of ties management development methods: Management on the job training Action learning Case study method Management games Outside seminars University related programs Behavioral modeling Management games: o Computerized o Usually involve teams competing in a simulated marketplace o Involves rapid decision making o May compress a multi-year business cycle into hours or a day o Usually involve competing teals whose actions impact your own Management on the job training: might include
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o Job rotation o Coaching o Understudy approach managerial development and training: is any attempt to improve managerial performance by o Imparting knowledge o Changing attitudes o Increasing skills May include o Coaching o Rotational assignments o Professional programs like the American Management Association seminars o University programs such as executive MBA programs Ultimate goal is to enhance future performance of the organization Assessing the company’s needs Fill executive openings Make firm more responsive Increase value of leadership o Appraising the manager’s performance National Labor Relations Board: to enforce these two provisions o The National Labor Relations Act (The Wagner Act) deemed as “statutory wrongs ( but not fully crimes) five common unfair labor practices used by employers It is unfair for employers to interfere in their employee’s legally sanctioned right of self-organization It is unfair for companies to attempt to dominate or interfere in the administration of labor unions Bribing, spying, moving a business to avoid unions, blacklisting Companies are prohibited from discriminating against employees for union activities It is unfair practice for employers to refuse to bargain collectively with their employee’s duly chosen representatives o Possible responses to an NLRB charge include Dismissal of the complaint Request for an injunction against the employer Issue an order that the employer must cease and desist New Pay: Competency/Skill based pay plans and broadbanding are two examples of what is called the “new pay” structure using a combination of traditional and nontraditional compensation elements to enable the organization to better achieve its objectives and implement its strategy Another example is variable pay
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o A lump sum payment is made for exceeding goals, does not become part of the employee’s base pay Future trends in this area will be: o Rewarding employees based on knowledge, competencies and skills o More emphasis on performance based variable pay and stock o More emphasis on giving individuals a choice in the compensation they will receive Norris-LaGuardia Act of 1932: o
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  • Fall '14
  • DAVIDRITCHEY
  • Trade union, National Labor Relations, Unfair labor practice

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