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Management intends to recall the employees when work is available againoA layoff is therefore not a termination, which is permanent and is intended to beSome employers do incorrectly use the term layoff to imply any severing of tiesmanagement development methods:Management on the job trainingAction learningCase study methodManagement gamesOutside seminarsUniversity related programsBehavioral modelingManagement games:oComputerizedoUsually involve teams competing in a simulated marketplaceoInvolves rapid decision makingoMay compress a multi-year business cycle into hours or a dayoUsually involve competing teals whose actions impact your ownManagement on the job training:might include
oJob rotationoCoachingoUnderstudy approachmanagerial development and training:is any attempt to improve managerial performance byoImparting knowledgeoChanging attitudesoIncreasing skillsMay includeoCoachingoRotational assignmentsoProfessional programs like the American Management Association seminarsoUniversity programs such as executive MBA programsUltimate goal is to enhance future performance of the organizationAssessing the company’s needsFill executive openingsMake firm more responsiveIncrease value of leadershipoAppraising the manager’s performanceNational Labor Relations Board:to enforce these two provisionsoThe National Labor Relations Act (The Wagner Act) deemed as “statutory wrongs( but not fully crimes) five common unfair labor practices used by employersIt is unfair for employers to interfere in their employee’s legally sanctionedright of self-organizationIt is unfair for companies to attempt to dominate or interfere in the administration of labor unionsBribing, spying, moving a business to avoid unions, blacklistingCompanies are prohibited from discriminating against employees for union activitiesIt is unfair practice for employers to refuse to bargain collectively with their employee’s duly chosen representativesoPossible responses to an NLRB charge includeDismissal of the complaintRequest for an injunction against the employerIssue an order that the employer must cease and desistNew Pay:Competency/Skill based pay plans and broadbanding are two examples of what is called the “new pay” structureusing a combination of traditional and nontraditional compensation elements to enable the organization to better achieve its objectives and implement its strategyAnother example is variable pay
oA lump sum payment is made for exceeding goals, does not become part of the employee’s base payFuture trends in this area will be:oRewarding employees based on knowledge, competencies and skillsoMore emphasis on performance based variable pay and stockoMore emphasis on giving individuals a choice in the compensation they will receiveNorris-LaGuardia Act of 1932:o
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Trade union, National Labor Relations, Unfair labor practice