1. McGraw-Hill/Irwin Understanding Business, 7/e © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. 12-1 Chapter 1212 Dealing With Employee- Management Issues and Relationships 1-1

2. McGraw-Hill/Irwin Understanding Business, 7/e © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. 12-2  Pro-union attitudes  Poor management/ employee relations  Negative organizational climate  Poor work conditions  Union’s reputation  Job security  Anti-union attitude  Good management/ labor relations  Positive organizational climate  Good work conditions  Union’s reputation  Peer pressure Why Employees Join Unions Why Employees Don’t Join Unions

3. McGraw-Hill/Irwin Understanding Business, 7/e © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. 12-3 History of Labor Unions Local Craft Unions OrganizedLocal Craft Unions Organized Knights of LaborKnights of Labor AFL OrganizedAFL Organized CIO OrganizedCIO Organized AFL/CIOAFL/CIO

4. McGraw-Hill/Irwin Understanding Business, 7/e © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. 12-4 % Union Membership by Industry (2002) Source: Source: Bureau of Labor Statistics

5. McGraw-Hill/Irwin Understanding Business, 7/e © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. 12-5 Objectives of Organized Labor 1970s- Pay/Benefits1970s- Pay/Benefits 1980s- Job Security & Union Recognition1980s- Job Security & Union Recognition 1990s- Job Security/ Global Competition1990s- Job Security/ Global Competition

6. McGraw-Hill/Irwin Understanding Business, 7/e © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. 12-6 Organized Labor Issues Right-To-Work Laws & Open ShopRight-To-Work Laws & Open Shop Union Security ClausesUnion Security Clauses Closed ShopClosed Shop Union ShopUnion Shop Agency ShopAgency Shop

7. McGraw-Hill/Irwin Understanding Business, 7/e © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. 12-7 Mediation/Arbitration Bargaining ZoneBargaining Zone Mediation/Mediator- suggestionsMediation/Mediator- suggestions Arbitration- binding decisionArbitration- binding decision

8. McGraw-Hill/Irwin Understanding Business, 7/e © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. 12-8 Union Tactics StrikeStrike SickoutsSickouts BoycottBoycott –Primary –Secondary

9. McGraw-Hill/Irwin Understanding Business, 7/e © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. 12-9 Management Tactics LockoutsLockouts InjunctionInjunction StrikebreakersStrikebreakers

10. McGraw-Hill/Irwin Understanding Business, 7/e © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. 12-10 Employee-Management Issues of Future GivebacksGivebacks Broader RepresentationBroader Representation Executive CompensationExecutive Compensation Comparable WorthComparable Worth Sexual HarrassmentSexual Harrassment Child CareChild Care Elder CareElder Care Aids/Drug Testing, Violence in WorkplaceAids/Drug Testing, Violence in Workplace Employee Stock Ownership Plans(ESOPs)Employee Stock Ownership Plans(ESOPs)

11. McGraw-Hill/Irwin Understanding Business, 7/e © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. 12-11 Types of Sexual Harassment  Gender Harassment  Seductive Behavior  Sexual Bribery  Sexual Coercion  Sexual Imposition

12. McGraw-Hill/Irwin Understanding Business, 7/e © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. 12-12 You Make the Call 1.Two colleagues walk by you as one delivers the punch line to a very dirty joke. You feel the joke is inappropriate. Is this sexual harassment under the law? 2.An employee meets with you and tells you that, five years ago, a then-supervisor was sexually harassing him. What do you do? 3.An employee thinks she may have been sexually harassed. She explains the circumstances to you and asks, “Wouldn’t you be upset?” What should be your response?

13. McGraw-Hill/Irwin Understanding Business, 7/e © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. 12-13 You Make the Call (cont’d) 4.You’re investigating a sexual harassment claim, and all five of the witnesses you’ve interviewed so far have backed up the claim of sexual harassment. Should you continue to interview others? 5.After conducting a thorough investigation, you conclude that sexual harassment has not taken place. What’s next?

14. McGraw-Hill/Irwin Understanding Business, 7/e © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. 12-14 Percentage of Workers with Aging Relatives

15. McGraw-Hill/Irwin Understanding Business, 7/e © 2005 The McGraw-Hill Companies, Inc., All Rights Reserved. 12-15 Major Types of Workplace Violence