Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Part 5 Special Topics in Human Resources
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved.
Labor Relations Framework 14-2 Irwin/McGraw-Hill Competitive Challenges Goals - society - management - employees and union Goals - society - management - employees and union
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Labor Relations Framework 14-3 Irwin/McGraw-Hill Competitive Challenges Goals - society - management - employees and union Goals - society - management - employees and union Union Structure & Administration
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Labor Relations Framework 14-4 Irwin/McGraw-Hill Competitive Challenges Union Structure & Administration Union Membership & Bargaining Power Union Membership & Bargaining Power Goals - society - management - employee and union Goals - society - management - employee and union
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Labor Relations Framework 14-5 Irwin/McGraw-Hill Competitive Challenges Goals - society - management - employees and union Goals - society - management - employees and union Union Structure & Administration Union Membership & Bargaining Power Union Membership & Bargaining Power Union & Management Interactions - organizing - negotiating - administering Union & Management Interactions - organizing - negotiating - administering
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Labor Relations Framework 14-6 Irwin/McGraw-Hill Competitive Challenges Goals - society - management - employees and union Goals - society - management - employees and union Union Structure & Administration Union Membership & Bargaining Power Union Membership & Bargaining Power Union & Management Interactions - organizing - negotiating - administering Union & Management Interactions - organizing - negotiating - administering Goal Attainment - employees & unions - management - society
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Union Structure, Administration, and Membership 14-7 Irwin/McGraw-Hill National and International Unions Local Unions AFL-CIO National and International Unions Local Unions AFL-CIO
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Union Security 14-8 Irwin/McGraw-Hill Unions typically place a high priority on negotiating two contract provisions that are critical to its security or viability: A check-off provision Union membership or contributions a closed shop a union shop an agency shop Unions typically place a high priority on negotiating two contract provisions that are critical to its security or viability: A check-off provision Union membership or contributions a closed shop a union shop an agency shop
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Decline in Union Membership 14-9 Irwin/McGraw-Hill Structural changes in economy service sector growth Increased employer resistance global competition Substitutions with HRM concern for employees, flexibility Replaced by government regulation, laws EEO and other regulations offer protection Worker views Union actions Structural changes in economy service sector growth Increased employer resistance global competition Substitutions with HRM concern for employees, flexibility Replaced by government regulation, laws EEO and other regulations offer protection Worker views Union actions
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Legal Framework Irwin/McGraw-Hill Wagner Act (NLRA) 1935 – Employer unfair labor practices other union-related activity union organizing joining a union going on strike Taft Hartley Act (1947) & Landrum-Griffin Act (1959) – Union unfair labor practices right-to-work laws allow members to exercise their rights Wagner Act (NLRA) 1935 – Employer unfair labor practices other union-related activity union organizing joining a union going on strike Taft Hartley Act (1947) & Landrum-Griffin Act (1959) – Union unfair labor practices right-to-work laws allow members to exercise their rights
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Union - Management Interaction: The Organizing Process Irwin/McGraw-Hill Why employees join unions Process & legal framework Representation elections management tactics union tactics Why employees join unions Process & legal framework Representation elections management tactics union tactics
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Union - Management Interaction: Contract Negotiation Process Irwin/McGraw-Hill Distributive bargaining (win-lose) Integrative bargaining (win-win) Management’s preparation Stages and tactics Bargaining Power, Impasses, and Impasse Resolution Distributive bargaining (win-lose) Integrative bargaining (win-win) Management’s preparation Stages and tactics Bargaining Power, Impasses, and Impasse Resolution
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Factors Influencing Management’s Willingness to Take a Strike Irwin/McGraw-Hill Product Demand is strong Product Perishability is high Capital intensive Replacement workers readily available Multiple production sites Facilities are not very integrated Lack of product substitutes Product Demand is strong Product Perishability is high Capital intensive Replacement workers readily available Multiple production sites Facilities are not very integrated Lack of product substitutes
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Impasse-Resolution procedures: Strike Alternatives Irwin/McGraw-Hill Mediation Arbitration Grievance Procedures
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Union - Management Interaction: Contract Administration Irwin/McGraw-Hill Discuss grievance with supervisor. Grievance is put in writing to higher level manager. Steward and management representative meet. Appeal to top level / labor relations staff. Decision is put in writing. Arbitration for binding decision. Discuss grievance with supervisor. Grievance is put in writing to higher level manager. Steward and management representative meet. Appeal to top level / labor relations staff. Decision is put in writing. Arbitration for binding decision. Typical Steps in a Grievance Procedure
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Contributions to Organizational Effectiveness of Transformational Approaches to Labor Relations Irwin/McGraw-Hill Dimension Pattern Traditional Transformational Conflict resolution Frequency of conflicts Speed of conflict resolution Informal grievance resolution Third & fourth-step grievances Shop-floor cooperation Formal problem-solving groups Informal problem-solving activity Worker autonomy & feedback Formal autonomous work groups Informal worker autonomous activity Worker-initiated changes in work Feedback on cost, quality & schedule High Slow Low High Low Fast High Low High
Copyright © 2003 by The McGraw-Hill Companies, Inc. All rights reserved. Measuring Effectiveness: Labor Relations Outcomes Irwin/McGraw-Hill Strikes Wages and Benefits Productivity Profits and Stock Performance