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BA 5202 Human Resource Management Unions and labor relations

BA 5202 Human Resource Management Unions and labor relations. Instructor: Çağrı Topal. Why employees join unions. Employees are dissatisfied with their job Employees feel a lack of influence or power Employees s ee unionization as a solution to their problems.

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BA 5202 Human Resource Management Unions and labor relations

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  1. BA 5202Human Resource ManagementUnions and labor relations Instructor: Çağrı Topal

  2. Why employees join unions • Employees are dissatisfied with their job • Employees feel a lack of influence or power • Employees see unionization as a solution to their problems

  3. Unions/labor relations in the US • Business unionism • Unionsstructured by type of job • Collectivebargaining • Laborcontracts • Adversariallabor-management relations

  4. Unions/labor relations in Germany • Industrialdemocracy • Plant-level involvement of workers through work councils • Corporate-level involvement of workers through representatives on boards of directors

  5. Unions/labor relations in Japan • Cooperationbetween unions andmanagement • Enterpriseunionism • Lifelongemployment

  6. Labor relations strategy • Acceptance strategy • Cooperation with unions • Avoidance strategy • Unionsubstitution • Unionsuppression

  7. Labor relations process-1 • Union organizing • Unionsolicitation • Pre-election or preauthorization conduct • Certification election or authorization

  8. Labor relations process-2 • Collective bargaining • Bargaining behavior • Bargaining power • Distributive bargaining • Integrative bargaining • Bargaining topics • Impasses in bargaining

  9. Labor relations process-3 • Contract administration • Grievance procedures • Employee complaint, and union stewards and supervisors involved • Department or plant managers and union officials involved • Corporate managers and local or national union representatives involved • Arbitration

  10. Union impact-staffing • Unionized • Job opportunities for seniority • Layoff on seniority • Work rules less flexible • Non-unionized • Job opportunities for merit • Layoff on seniority and merit • Work rules more flexible

  11. Union impact-employee development • Unionized • Performance evaluations rarely used • Longer employment • Non-unionized • Performance evaluations widely used • Shorter employment

  12. Union impact-compensation • Unionized • Higher wages • Pay raises on inflation and market • Group incentives • More valuable benefits and retirement • More awareness of legal rights • Non-unionized • Lower wages • Pay raises on merit • Individual incentives • More costly benefits and retirement • Less awareness of legal rights

  13. Union impact-employee relations • Unionized • More empowered employees • Grievance procedures and union representatives • Non-unionized • Less empowered employees • Open-door programs, and legal courts and counsels

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