Term
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Definition
| employees perception that unions can provide (improce) essential benefits |
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Term
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Definition
Father of American Labor Movement
FoTLU (Federal Organization Trades & Labor Unions 1881- AFoL, 1886) |
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Term
| Labor relations and Union security issues: Open Shop |
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Definition
| No present union (primary targets for union organizing attempts) |
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Term
| Labor relations and Union security issues: Agency Shop |
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Definition
| non-union employees must still pay union dues |
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Term
| Labor relations and Union security issues: Union shop |
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Definition
| All covered member must join the union in a defined period of time (condition of employment) |
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Term
| Labor relations and Union security issues: Closed shop |
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Definition
must be a union member to be employed
(Taft-Hartley made this illegal) |
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Term
| Labor Law key legislation |
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Definition
Norris LaGuardia Act, 1932
Wagner Act/national labor relations act, 1935
Taft-Hartley Act, 1947
Landrum Griffin Act, 1959 |
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Term
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Definition
recognized employee's right to organize *BUT* did not require employers to bargain
Prohibit discrimination against union employees and made yellow dog contracts illegal |
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Term
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Definition
Gave employees right to organize, join a labor union bargain collectively & prohibited unfair labor practices by management
Established procedures (organizing and election process to choose a union & ested the NLRB) |
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Definition
| declared certain 'union activity' to be unfair labor practices & provided passage of State Right to Work Law |
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Definition
| Gave Department of Labor the right to police the internal affairs of union & established Standards for Treatment of union members by the union |
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Term
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Definition
| Begin with estimate revenue and allocate to the business activities |
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Term
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Definition
| determine cost for each activity and sum them to determine revenue needs |
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Term
| Factors related to inaccurate assessments |
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Definition
Guilt
Embarrassment about giving praise
Taking things for granted
Not Noticing employee's actual performance
Dislike of confrontation
Spending too little time on preparation of assessment |
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Term
| Effective performance evaluators should be |
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Definition
Knowledgable of job req's
able to observe performance
accurate, unbiased, able to differentiate performance levels |
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Term
| Stat issues effecting train&dev programs |
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Definition
Labor force
-Increasing number of older workers
-increasing illiteracy rates (unskilled workers)
-displaced workers
-workforce diversity
Tech
-increasing job complexity
Global
-competition for crit skills in WW market
-demand for global KSAs
Legal
-participant selection
-negligent training |
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Term
| Train & Dev: learning strats |
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Definition
Cognitive
-knowledge
Behavioral
-application
Environmental
-internal |
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Term
| systematic approach to training |
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Definition
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Term
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Definition
levels of analysis
-organizational: external/internal assess
-Job/task: TDRs and KSAs
-Person
Instructional objectives (goals)
-learning expectations
-the objective: why? |
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Term
| T&D methods: information presentation |
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Definition
Lecture, case method
Conference/small group discussion, role play
Audiovisuals, web training, on-line courses, video conference
Programmed instruction (PI) or computer aided instruction (CAi) |
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Term
| T&D methods: on-the-job-training (OJT) |
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Definition
Job instruction training (JIT)
-demonstrated with guided practice
Job rotation and stretch assignment (executive dev)
Coaching or mentoring |
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Term
| T&D methods: team training |
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Definition
Cross training
-learning other team members job duties
coordination training
-learn to share info for more effective decision making |
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Term
| T&D methods: Action learning |
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Definition
| team develop and commit to a solution, develop an action plan and area accountable for an actual problem |
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Term
| Training program evaluation |
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Definition
employee reaction
amount of learning
behavior changes
-use of skills and knowledge on the job
Results
-Tangibles: compay's ROI (return on investment) on the training investment: profits, sales, new products
-Intangibles:developing a learning organization where employees dev learning behaviors |
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Term
| Dev of training: criteria measures: criterion relevance |
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Definition
| training program materials ARE THE SAME as evaluation measures |
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Term
| Dev of training: criteria measures: criterion deficiency |
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Definition
| training program materials ARE NOT included in evaluation |
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Term
| Dev of training: criteria measures: criterion contamination |
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Definition
| materials NOT in the training program ARE included in evalution |
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Term
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Definition
Training
-did trainees LEARN the material or application?
Transfer
-can trainees use what was learned to their job
Intra-org
-training outcomes of new (future) trainees (in same org) consistent with previous trainees?
inter-org
-can training develop for one org be validated in ANOTHER organization
(valitidity generalization) |
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Term
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Definition
| when and employer makes a deal with a possible employee stating that the possible employee CANNOT join a union. |
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Term
| Segment of employee dev: Formal education |
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Definition
| college, corporate universities, workshops, seminars, specialty topics & management development programs |
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Term
| Segment of employee dev: Assessment |
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Definition
providing specific development feedback about employee development by organization (reality check)
-self-assessment, benchmarking and performance appraisals |
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Term
| Segment of employee dev: Job experience |
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Definition
STRETCH ASSIGNMENTS
-job enlargement or rotation and transfer/promotional movement
externship- temporary/full-time position with another company |
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Term
| Segment of employee dev: interpersonal relationships |
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Definition
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Term
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Definition
| formal group of employees that have joined together to protect, maintain and enhance their economic, social, and political, well-being |
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Term
| what does a union provide? |
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Definition
-legal rights not available through other venues
-right to negotiate for wages, hours and other working conditions |
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Term
| Why do companies have a union? |
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Definition
Poor management practices
-inconsistent enforcement of policies
-failure to follow through on promises
-failure to address employee concersn
Unfair treatment of employees
-favoritism
-lack of appreciation
-lack of personal attention
-pressure tactics & harsh treatment
-feel they have little power to change conditions |
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Term
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Definition
negotiation strategy
Cost of disagreement is high
-Win-Lose
-- negotiate only in your party's best interest |
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Term
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Definition
benefits of agreement is high
Win-Win strat
Negotiate in best interest of both parties |
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Term
| Union Membership statistics (2010) |
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Definition
11.9% of wage/salary workforce
-down from 12.3% in 2009
Black Americans more likely to be union members
-(13.4%)
New York highest union membership (26%)
N Carolina lowest unionization (4.9%)
Florida's unionization = 6.9% |
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Term
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Definition
employer not required to displace permanent replacement workers due to economic factors
Employer doesn't have to rehire striking employees |
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Term
| Unfair Labor Practice (ULP) Union Strike |
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Definition
| employer must rehire striking workers |
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Term
Unfair Labor Practice: TIPS?
Avoid a strike |
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Definition
Things to avoid a strike
Do not
Threaten
Interrogate
Promise
Spy |
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Term
| Positive and Negative Contract Zone |
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Definition
Positive
-When union base pay rate is overlapped by the companies highest possible pay rate
(U wants at the very least $5 C will pay at the very most $7)
Negative
U needs at least $7 to continue work while C will only provide $5 |
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Term
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Definition
1880-1900
HOWEVER 40% of working class in poverty |
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Term
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Definition
Common-law doctrine: extends contract law to the employment relationship
BOTH the employee and the employer may terminate the employment relationship "at will" unless there is a union contract, expressed statutory protection or other contractual agreements |
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Term
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Definition
(Wrongful infliction of harm)
Extreme and outrageous conduct
negligence |
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Term
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Definition
refusal to commit an unlawful act
performing a public obligation
whistle blowing/exercising a statutory right |
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Term
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Definition
duty of good faith and fair dealing
implied-in-fact contract (avoid) |
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Term
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Definition
| methods that organizations use to elicit compliance with organizational rules and policies in order to improve individual and organizational performance |
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Term
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Definition
punishments increase in severity as the number or severity of violations increase
seeks to determine the minimum appropriate punishment |
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Term
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Definition
reducing the scope of business
corporation consciously deciding to slow down business |
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Term
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Definition
| reducing the number of people employed at an organization |
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Term
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Definition
incompetence
gross or repeated insubordination
repeated tardiness
verbal abuse
physical violence
drunkenness, illegal drug use
falsification of records |
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Term
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Definition
whistle blowing
garnishment of wages
complaining about safety hazards
engaging in concerted activities to protest wage, working conditions or safety
filing worker's comp claim
filing an unfair labor practice
reporting to OSHA |
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Term
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Definition
| companies spend 15% of payroll to make up for absent workers |
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Term
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Definition
When an employee apparently quits: in actuality, they have been fired
happens when employer or supervisor makes working conditions so bad or intolerable that a reasonable person is forced into voluntary resignation |
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Term
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Definition
| it's a process to control employee work behaviors and outputs through providing feedback on performance |
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Term
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Definition
| rater compares employees against each other |
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Term
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Definition
| rater evaluates employees on some absolute standard (measured on a continuum scale) |
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Term
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Definition
| rater answers open-ended questions in essay form describing employee performance |
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Term
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Definition
Obama
Card check w/o an election
interest arbitration
enhanced penalities
-up to $20k/incident
inactive atm |
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Term
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Definition
initial contact
Authorized cards
Election petition
-need 30% or more cards
Unit determination hearing
-who's appropriate union rep
election campaign
election (certification process)
-union must receive 50% plus 1 of votes cast |
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Term
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Definition
| when a bargaining unit votes a union out |
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Term
| Bargaining impasse: mediation |
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Definition
3rd party involvement
mediator is mutually agreed upon by both parties
assist the parties in resolving the dispute |
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Term
| Bargaining impasse: arbitration |
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Definition
non-binding
-parties are not bound by the Award
Binding
-arbitrators award is final and binding
--dictates the terms of settlement
--voluntary v compulsory |
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Term
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Definition
| minimum revenue needed to continue business |
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Term
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Definition
| determine the minimum cost for each activity to me performance requirements |
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