员工关系管理
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28.4% - 1965 21.9% - 1980 14.5% - 1996
Reduced union membership because of erosion of industrial base Increased movement towards organizing white collar workers (like TAs) More focus on labor-management cooperation; less adversarial stance (Saturn)
Fairly Objectively Equitably
How a Union Works
First step – certification
50% plus one worker votes the union in
Union negotiates a contract regarding wages, hours, terms, and conditions of employment with management
International “Unions” Comparison
American Business Unionism: The Employer as Employer
Workers only bargain for wages and terms/conditions of employment, management makes major decisions via management rights clauses
Typical prΒιβλιοθήκη Baiduvisions:
Wage rates (almost always by seniority) Grievance procedures Specification of job responsibilities Management rights clause
Employees vote on the contract If an impasse during bargaining, strikes may occur. Employers can replace striking workers if
Sec 2: defines terms, such as ERs and EEs, and explains who is covered and excluded by the law
Sec 3: establishes the National Labor Relations Board (NLRB) to administer the act
Influence law-making bodies to adopt pro-labor legislation
Effects of Unions
Threat effects
When two firms exist in the same area, and one is unionized, it is often the case that the non-union firm will change its work practices to closely mirror those of the unionized firm in order to prevent the union from taking root in their workplace as well. In effect, when UPS has a strike, Federal Express workers get a raise
Companies form and run the unions Nearly all workers are covered by unions Problem: Do they represent workers in earnest?
International “Unions” Comparison
There is a great deal of variability in unionism across countries. The differences in union coverage can exert powerful influences on the business environment Japanese Model: The Employer as Guardian
Expatriate Inpatriate International assignment competencies Third country national (TCN)
Basically…
Terms & Conditions
Seniority vs. merit promotions
Grievance procedure
Performance mgmt – can have representation present during review
Discipline & discharge Goal …
Separate governance structure from the employer
Problem: Are workers’ insights wasted because of management rights clauses?
CURRENT TRENDS
Union membership peaked in early 1950s In 1970s and 80s membership declined accelerated
Wagner Act
Bedrock of U.S. labor relations public policy
Sec 1: “protection by law of the right of employees to organize and bargain collectively safeguards commerce…”
Attract
Select
Retain
Rewards
Engage
Develop
Business Results
Why Employees Form Unions: Economic Reasons
EEs as individuals compare the benefits and costs of having a union represent them
Belong to an organization of fellow workers – the “brotherhood”
Opportunity to participate in establishing important terms and conditions of employment
Video: Clockwork
Observation Notes
How could this apply to “white-collar” jobs? Overall thoughts/feelings?
Talent Management Strategy Model
Talent Strategy
Labor Relations
员工关系管理
Learning Objectives
To explore how the need for unions came about To understand how unionization impacts organizations To learn the key legislation which establishes union rights
Union rights are much more likely to be formally legislated
Problem: Do their interests coincide with those who ostensibly own the company? Are the unions protecting their members to the detriment of the labor force as a whole?
Wagner Act (continued)
Sec 7: gives EEs the “right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, or to engage in other concerted activities for the purpose of collective bargaining…”
Notably, research suggests that unions do not lead to firm insolvency
Instead, unions appear to be “rational actors” who attempt to maximize wages for members without driving the employing organization under
Sec 8: establishes unfair labor practices by management
Sec 9: provides for election of representatives of EEs as bargaining agents and holds that these representatives will be the exclusive rep of all EEs in unit
they have first bargained in good faith. These replacements are still represented by the same union, but often vote to decertify
International “Unions” Comparison
Value is placed on money and benefits as well as abstract factors
EEs value having a voice in the organization Value having control over changes affecting
their work
Benefits of Union Membership
Material wants and needs are met
Job security Higher wages Greater benefits Safer working conditions
Social and Political benefits:
Terms to Know
National Labor Relations Act (Wagner Act) of 1935 Seniority
Unfair labor practices Collective bargaining
Good faith Illegal strike
Dual-career couple Hardship premium
European Works Councils: The Employer as Partner
Workers have legal right to co-manage companies and sit on boards of directors
When Daimler bought Chrysler, wanted to union members to board of directors
Reduced union membership because of erosion of industrial base Increased movement towards organizing white collar workers (like TAs) More focus on labor-management cooperation; less adversarial stance (Saturn)
Fairly Objectively Equitably
How a Union Works
First step – certification
50% plus one worker votes the union in
Union negotiates a contract regarding wages, hours, terms, and conditions of employment with management
International “Unions” Comparison
American Business Unionism: The Employer as Employer
Workers only bargain for wages and terms/conditions of employment, management makes major decisions via management rights clauses
Typical prΒιβλιοθήκη Baiduvisions:
Wage rates (almost always by seniority) Grievance procedures Specification of job responsibilities Management rights clause
Employees vote on the contract If an impasse during bargaining, strikes may occur. Employers can replace striking workers if
Sec 2: defines terms, such as ERs and EEs, and explains who is covered and excluded by the law
Sec 3: establishes the National Labor Relations Board (NLRB) to administer the act
Influence law-making bodies to adopt pro-labor legislation
Effects of Unions
Threat effects
When two firms exist in the same area, and one is unionized, it is often the case that the non-union firm will change its work practices to closely mirror those of the unionized firm in order to prevent the union from taking root in their workplace as well. In effect, when UPS has a strike, Federal Express workers get a raise
Companies form and run the unions Nearly all workers are covered by unions Problem: Do they represent workers in earnest?
International “Unions” Comparison
There is a great deal of variability in unionism across countries. The differences in union coverage can exert powerful influences on the business environment Japanese Model: The Employer as Guardian
Expatriate Inpatriate International assignment competencies Third country national (TCN)
Basically…
Terms & Conditions
Seniority vs. merit promotions
Grievance procedure
Performance mgmt – can have representation present during review
Discipline & discharge Goal …
Separate governance structure from the employer
Problem: Are workers’ insights wasted because of management rights clauses?
CURRENT TRENDS
Union membership peaked in early 1950s In 1970s and 80s membership declined accelerated
Wagner Act
Bedrock of U.S. labor relations public policy
Sec 1: “protection by law of the right of employees to organize and bargain collectively safeguards commerce…”
Attract
Select
Retain
Rewards
Engage
Develop
Business Results
Why Employees Form Unions: Economic Reasons
EEs as individuals compare the benefits and costs of having a union represent them
Belong to an organization of fellow workers – the “brotherhood”
Opportunity to participate in establishing important terms and conditions of employment
Video: Clockwork
Observation Notes
How could this apply to “white-collar” jobs? Overall thoughts/feelings?
Talent Management Strategy Model
Talent Strategy
Labor Relations
员工关系管理
Learning Objectives
To explore how the need for unions came about To understand how unionization impacts organizations To learn the key legislation which establishes union rights
Union rights are much more likely to be formally legislated
Problem: Do their interests coincide with those who ostensibly own the company? Are the unions protecting their members to the detriment of the labor force as a whole?
Wagner Act (continued)
Sec 7: gives EEs the “right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, or to engage in other concerted activities for the purpose of collective bargaining…”
Notably, research suggests that unions do not lead to firm insolvency
Instead, unions appear to be “rational actors” who attempt to maximize wages for members without driving the employing organization under
Sec 8: establishes unfair labor practices by management
Sec 9: provides for election of representatives of EEs as bargaining agents and holds that these representatives will be the exclusive rep of all EEs in unit
they have first bargained in good faith. These replacements are still represented by the same union, but often vote to decertify
International “Unions” Comparison
Value is placed on money and benefits as well as abstract factors
EEs value having a voice in the organization Value having control over changes affecting
their work
Benefits of Union Membership
Material wants and needs are met
Job security Higher wages Greater benefits Safer working conditions
Social and Political benefits:
Terms to Know
National Labor Relations Act (Wagner Act) of 1935 Seniority
Unfair labor practices Collective bargaining
Good faith Illegal strike
Dual-career couple Hardship premium
European Works Councils: The Employer as Partner
Workers have legal right to co-manage companies and sit on boards of directors
When Daimler bought Chrysler, wanted to union members to board of directors