Human resource management 8e by gomez mejia 2016 chapter 15

Chapter 15 Working with Organized Labor Copyright © 2016 Pearson Education, Inc 15-1 Chapter Challenges Understand why employees join unions Describe labor relations and the legal environment Understand labor relations in the United States Become aware of labor relations in other countries Copyright © 2016 Pearson Education, Inc 15-2 Chapter Challenges Gain familiarity with labor relations strategy Learn practices for managing the labor relations process Recognize the impact of unions on human resource management Copyright © 2016 Pearson Education, Inc 15-3 The Managerial Perspective In a unionized environment: • • • Relationship between managers and employees changes Strikes and collective action are possible Increases the need for HR presence Copyright © 2016 Pearson Education, Inc 15-4 Why Do Employees Join Unions? • • When they are dissatisfied with certain aspects of their job When they feel that they lack influence with management to make the needed changes • • When they believe that their pay and benefits are non-competitive When they see unionization as a solution to their problems Copyright © 2016 Pearson Education, Inc 15-5 Unions • • • • Unions defined The Origins of U.S Labor Unions The Role of the Manager in Labor Relations Labor Relations Specialist Copyright © 2016 Pearson Education, Inc 15-6 The Legal Environment Wagner Act, 1935 Taft-Hartley Act, 1947 Landrum-Griffin Act, 1959 Copyright © 2016 Pearson Education, Inc 15-7 The Wagner Act, 1935 • • • National Labor Relations Board (NLRB) To administer certification election To prevent and remedy unlawful acts o o Issues Cease and Desist Order Identified Five Illegal Practices Interfering with, restraining, or coercing employees Dominating or interfering with formation Discriminating against an employee Discharging an employee Refusing to bargain collectively Copyright © 2016 Pearson Education, Inc 15-8 The Taft-Hartley Act, 1947 Remedies for six unfair union practices: Restraining or coercing employees Causing or attempting to cause an employer to discriminate Refusing to bargain in good faith Asking or requiring members to boycott products Charging employees excessive union dues Causing an employer to pay for services not performed Copyright © 2016 Pearson Education, Inc 15-9 The Landrum-Griffin Act, 1959 Key provisions for unions: Must have a bill of rights Must adopt a constitution Must report financial activities Union elections are regulated by the government Union leaders have a fiduciary responsibility Copyright © 2016 Pearson Education, Inc 15-10 Labor Relations in the United States Key Factors Business Unionism Unions Structured by Type of Job Focus on Collective Bargaining Labor Contracts The Adversarial Nature The Growth of Unions Copyright © 2016 Pearson Education, Inc 15-11 Union Membership in the United States Copyright © 2016 Pearson Education, Inc 15-12 Labor Relations in Other Countries • • • • • • France: more politically involved; less concerned with economic issues China: unions are low in both economic and political involvement Sweden: involves national wage setting Great Britain: involves union affiliation with the Labour Party Germany: involves union representation on the company’s board of directors Japan: involves enterprise unions that cooperate with management Copyright © 2016 Pearson Education, Inc 15-13 Labor Relations Strategy • • Union Acceptance Strategy Union Avoidance Strategy Union Substitution Union Suppression o o Copyright © 2016 Pearson Education, Inc 15-14 Labor Relations Process Union Organizing Union solicitation Pre-election conduct Certification election • • • Copyright © 2016 Pearson Education, Inc 15-15 Collective Bargaining • • • Bargaining Behavior Bargaining Power Bargaining Types Distributive Integrative o o Copyright © 2016 Pearson Education, Inc 15-16 Bargaining Etiquette • • • • • Show courtesy to the other bargaining team Set the tone by being friendly to the other team Maintain team solidarity Establish ground rules Keep negative emotions under control Copyright © 2016 Pearson Education, Inc 15-17 Guidelines for Integrative Bargaining Attempt to understand the needs and objectives Create a free flow of information Emphasize the commonalities Search for solutions Develop flexible responses Copyright © 2016 Pearson Education, Inc 15-18 Mandatory Bargaining Topics Copyright © 2016 Pearson Education, Inc 15-19 Impasses Bargaining Role of Mediator Economic Strike Wildcat Strike Lockout Copyright © 2016 Pearson Education, Inc 15-20 Contract Administration • • • Grievance Procedure Steps in the Grievance Procedure Types of Grievances • Benefits of Union Grievance Procedures o o Contract Interpretation Employee Discipline Copyright © 2016 Pearson Education, Inc 15-21 A Union Grievance Procedure Copyright © 2016 Pearson Education, Inc 15-22 The Impact of Unions on HR Staffing Employee Development Compensation Employee Relations Copyright © 2016 Pearson Education, Inc 15-23 Summary and Conclusions • • • • • • • Why Do Employee Join Unions? Labor Relations and the Legal Environment Labor Relations in the United States Labor Relations in Other Countries Labor Relations Strategy Managing the Labor Relations Process The Impact of Unions on Human Resource Management Copyright © 2016 Pearson Education, Inc 15-24 Pearson Education, Inc Copyright Click to edit Master text styles Second level Third level Fourth level Fifth level Copyright © 2016 Pearson Education, Inc 15-25 ... Strategy Managing the Labor Relations Process The Impact of Unions on Human Resource Management Copyright © 2016 Pearson Education, Inc 15- 24 Pearson Education, Inc Copyright Click to edit Master text... the labor relations process Recognize the impact of unions on human resource management Copyright © 2016 Pearson Education, Inc 15- 3 The Managerial Perspective In a unionized environment: • • •... management Copyright © 2016 Pearson Education, Inc 15- 13 Labor Relations Strategy • • Union Acceptance Strategy Union Avoidance Strategy Union Substitution Union Suppression o o Copyright © 2016