Management intends to recall the employees when work

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

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

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