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COMM 381 Industrial Relations Week 1 Dr. S. Walsworth Walsworth, COMM 381
The Union Effect Measurements Positive (Voice effect and Shock effect) Negative Employer Effects Productivity Profits Innovation Employment growth Employee Effect Compensation Job satisfaction Walsworth, COMM 381
1.Voice Effect 2.Shock Effect 3.Increased workplace loyalty 4.Increased job security Walsworth, COMM 381
Union man first – employee/management conflict Higher wages Lower profits Lower investments Restricted growth Reduced management autonomy Increased protection for poor performers Decreased merit incentive Walsworth, COMM 381
1.Productivity: mixed results, but generally not believed to match extra union cost Walsworth, COMM 381
Wage premium Job security Next week we get into the History of the Labour Movement
INDUSTRIAL RELATIONS We will look at: Definitions of Trade Unions and Shop Stewards What is Industrial Relations and its practices Industrial Relations.
Producer decisions - Resources. Resource Decisions 1. Natural Resources – any thing which occurs naturally – E.g. Cocoa Beans, Milk Capital Resources.
An Introduction to Human Resource Management 1. Genesis of HRM 2.
© Brian Titley 2012: this may be reproduced for class use solely for the purchaser’s institute IGCSE ® /O Level Economics 3.3 The role of trade unions.
MGMT 329 UNDERSTANDING UNIONIZATION DECISION. Different Aspects of Unions Economic Economic Voice Voice Equity Equity Countervailing Power Countervailing.
COMPENSATION AND REWARDS. Compensation Is what employees receive in exchange for their contribution to the organization. When managed correctly, it.
Chapter 7 The Wage Structure What makes equality such a difficult business is that we only want it with our superiors. —Henry Becque.
Rose Ryan Athena Research Ltd 25 November How do employers and workers/worker representatives characterise their relationship? ◦ the employment.
HUMAN RESOURCES AND MANAGEMENT THE LABOUR MARKET THE LABOUR MARKET IS WHERE EMPLOYERS MEET EMPLOYEES. PREDICTIONS ABOUT JOBS ARE CALLED OCCUPATIONAL FORCASTS.
* * Chapter Twelve Dealing with Employee- Management Issues and Relationships Copyright © 2010 by The McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin.
SUPPLY SIDE POLICIES YOUSIF AL ZAROUNI. WHAT ARE SUPPLY SIDE POLICIES? Supply side policies are policies designed to improve the supply side potential.
BASIS FOR COMPENSATION FIXATION Submitted By : Pravin Pathrabe 8364 Anuja Kharote 8204.
What areas concern HR managers Labor shortages (retention, outsourcing) Skill type shortages (technology, training) Security & Privacy or security v privacy.
Individual Human Resources Practices Affecting Firm Performance Compensation Broad-based stock options Incentive-based compensation Profit sharing Diversity.
This afternoon’s exercise Collective bargaining between the social partners on wages Three groups: Employers Trade unions Government Each group has 45’
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Labour Law. Collective Bargaining Union certification means that representatives need to selected to negotiate collective agreement Collective agreement.
© South-Western Educational Publishing Chapter 6 Pay, Benefits, and Working Conditions Understanding Pay, Benefits, and Incentives Work Arrangements and.
UNIT 3.3 –The role of Trade Unions. What is a Trade Union A trade union promote and protect the interest of their members with the purpose of improving.
Does work organization vary with ownership (for-profit vs. non-profit)? DONNA BAINES, PHD MCMASTER UNIVERSITY, HAMILTON, CANADA.
Theories. Keynesian theorists believe that the lack of demand for labour depended on the lack of demand for goods. To remedy the lack of demand for.
Compensation management. MEANING Wage and salary administration refers to the establishment and implementation of sound policies and practices of employee.
Conflict and Management: Unions BOH4M. Unions Canadian labor laws guarantee the right of all workers to form a union and to conduct a union strike
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ROLE OF TRADE UNIONS Submitted to: Submitted by: Ms. Kamalpreet Kaur Sonika (3010) Purvashi (3003) Nidhi (3013) Pratiksha (3016)
Industrialization. Changes Positives Better quality of life Plentiful jobs Negatives Human suffering Unhealthy conditions Child labor Class tensions.
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MEANING : Incentive are the rewards to an employee, over and above his base wage salary, in recognition of his performance and contribution. “An incentive.
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Supply-Side Economics. Objectives of supply-side policies These policies focus on shifting LRAS to the right in order to achieve long-term economic.
Work and motivation Unit 2 Why is it important for a business to keep its workers motivated? Think about the following: Productivity Quality of work.
Leadership. Organizational Reward Systems Organizational Reward Systems include everything that an employee receives from an organization. Rewards may.
Next page Chapter 11: The Economic Impact of Unions.
Chapter 6 Pay, Benefits, and Working Conditions Understanding Pay, Benefits, and Incentives Work Arrangements and Organizations.
RIGHTS AND RESPONSIBILITIES OF EMPLOYEES IN THE REPUBLIC OF CROATIA.
UNIT 3.2 – OCCUPATIONS AND EARNINGS Q1. WHAT FACTORS DETERMINES OCCUPATION Q2. WHAT DETERMINES OUR LEVEL OF EARNINGS.
Supply Side policies AS Economics. Managing the economy Fiscal policy Monetary policy Supply side policy.
Effective Employer -Employee Relations A2 Business Studies.
MARKETING FUNCTIONAL MANAGEMENT Marketing management involves distribution of the products to the buyers.
All business will insure their business against loss. This is normally a big expense for a business. It is a contract between 2 parties – the insurer.
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1.What is unsafe about this picture? 2.Why don’t children work in factories now? 3.What should these kids be doing instead of working in a factory? DO.
Business Studies Training and Worker support Learning Objectives: To understand the ways training can be done and the advantages and disadvantages of training.
1 Prof R K Singh AIMA Centre for Management Education New Delhi.
( Riggio, 2009). ◦ Voluntary absenteeism is when employees miss work because they want to do something else (i.e., not because they are ill or unable.
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