Human Resource
Management
Employee Relations and
Organized Labor
Employee Relations
Covers communications, employee
participation in management
decisions, conflict and grievance
resolution, unions and collective
bargaining.
Employee Relations
Communications
Employee handbook
Implied contract in some states
Nepotism
Bulletin boards, memos, newsletters, etc.
Electronic
Voice mail
E-mail
Video conferencing
Meetings
Retreats
Informal – Management by Walking Around
Employee Relations
Communications
Feedback programs
Employee attitudes
Appeals procedures
Employee Assistance Programs (EAP)
Smith, P.C., Kendall, L.M., and Hulin,
C.L. (1969). The Measurement of
Satisfaction in Work and Retirement.
Chicago: Rand McNally.
WORK
Think of your present work.
What is it like most of the time? In the
blank beside each word or phrase given
below, write:
y for "YES" if it describes
your work
n for "NO" if it does not
describe your work
Fascinating
Useful
?
if
you
cannot
decide
Routine
Tiresome
Satisfying
Boring
Good
Creative
Respected
Hot
Pleasant
Healthful
Challenging
On your feet
Frustrating
Simple
Endless
Gives a sense of
accomplishment
Think of your present
pay level. What is it like
most of the time? In the blank
beside each word or phrase
given below, write:
y for "YES" if it
describes your pay
n for "NO" if it does
not describe your pay
? if you cannot decide
Income adequate for
normal
expenses
Satisfactory profit
sharing
Barely live on
income
Bad
Income provides
luxuries
Insecure
Less than I deserve
Highly paid
Underpaid
SUPERVISION
Think of your present supervisor. What
is he/she like most of the time? In the blank
beside each word or phrase given below, write:
y for "YES" if it describes your
supervisor
n for "NO" if it does not describe
your supervisor
? if you cannot decide
Asks my advice
Hard to please
Impolite
Praises good work
Tactful
Influential
Up-to-date
Doesn't supervise
enough
Quick tempered
Tells me where I stand
Annoying
Stubborn
Knows job well
Bad
Intelligent
Leaves my on my own
Lazy
Around when needed
CO-WORKERS
Think of your present co-workers. What are
they like most
of the time? In the blank beside each word or phrase
given
below, write:
y for "YES" if it describes your coworkers
n for "NO" if it does not describe your
co-workers
?
if you cannot decide Talk too much
Stimulating
Boring
Slow
Ambitious
Stupid
Responsible
Fast
Intelligent
Easy to make enemies
Smart
Lazy
Unpleasant
No privacy
Active
Narrow interests
Loyal
Hard to meet
Think of your present promotional opportunities. What are they like
most of the time? In the blank beside each word or phrase given below,
write:
y for "YES" if it describes your promotional opportunities
n for "NO" if it does not describe your promotional opportunities
? if you cannot decide
Good opportunity for advancement
Opportunity somewhat limited
Promotion on ability
Dead-end job
Good chance for promotion
Unfair promotion policy
Infrequent promotions
Regular promotions
Fairly good chance for promotions
Employee Relations
Employee Recognition Programs
Suggestion Systems
Awards
Organized Labor
Why unionize?
History of U.S. labor movement
1790-1825 First craft unions
1806 Philadelphia cordwainers
1825-1837 Unions won right to 10 hour day and Tammany Hall
adopted free public education, etc.
1840-1867 Depression thinned union ranks
1870 Secret Order of the Knights of Labor stressed political reform
and had 700,000 members in 1886
1881 SAMUEL GOMPERS first organized AFL
1911 - JOHN L. LEWIS UMW and CIO
Teamsters 1.4 million members (2004)
Types of shops (security)
Open
Union
Agency
Closed
JOHN L. LEWIS
Union Membership in the U.S.,
1930 - 2008
Union participation rates
Union participation rates
By sector
By state
Organized Labor
Major labor laws
The Wagner Act (National Labor
Relations Act) 1935 PRO LABOR
Created the National Labor Relations Board
(NLRB)
Identified illegal management practices
– Interfering with rights to form unions, bargain
collectively
– Interfering with formation or administration of a
union
– Discriminating against an employee to
discourage union membership
– Refusing to bargain collectively
Organized Labor
Major labor laws
Taft-Hartley Act 1947 PRO
MANAGEMENT
Identified unfair labor practices
– Restraining or coercing employees who exercise
their rights
– Refusing to bargain in good faith
– Featherbedding
– Enabling states to enact Right to Work laws
Major labor laws
Landrum-Griffin Act 1959
Basically a union bill of rights
Requires
Each union to have a bill of rights
Each union must have a constitution
Conflict of interest provisions (reporting to
the Department of Labor)
Secret ballot provisions
Fiduciary responsibilities
Mandatory Bargaining Topics
Strikes
Economic
Wildcat
Lockout
Mediation
Grievance procedure and arbitration