Chapter 10 Flashcards
Conflict
Difference between two or more beliefs, ideas, or interests.
Conflict
Intrapersonal
Conflict that arises within a person
Interpersonal Conflict
Conflict that involves two individuals in disagreement.
Intragroup Conflict
Conflict where members of a team (more than two) have a disagreement about something.
Intergroup Conflict
Occurs when there are disagreements among different teams in an organization.
Benefits of Conflict?
Encourage new thinking
Raise questions
Beat stagnation
Open minds
Better relationships
What are the different types of conflict handling styles?
Competing
Accommodating
Avoiding
Compromising
Collaborating
Competing Style:
I win, you lose.
Competitive, confrontational, aggressive
Accommodating Style
I lose, you win
Giving in to someone,
Can give false solution
Avoiding Style
I lose, you lose
Withdrawal from conflict
Compromising Style
I win some, you win some
Effective to maintain relationships, settling small debates,
Collaborating Style
I win, you win
Working together to find underlying issue
Takes time
The five steps to resolving conflict:
- Determine the Problem
- Determine Common Goals
- Brainstorm How to Meet Goals
- What Steps to Take to Meet Goals
- Address Responsibilities to Meet Goals
Labor Union
A group of workers who band together to meet common goals, such as better pay, benefits, or promotion rules.
What was the goal of the NLA?
National Labor Union
Labor Reforms
Limit the workday to 8 hours
What were the Knights of Labor and what year?
1880
A fraternal organization, and when the NLU dissolved.
Successful in increasing pay and benefits
The American Federation of Labor was made why?
People who wanted to see a change from the Knights of Labor.
Focus was on higher wages and job security.
Why was the Congress of Industrial Organizations (CIO) created in the 1930’s?
A result of political differences in the AFL
AFL-CIO
What is it and what year?
The two unions joined together in 1955 and is one of the largest in the US
Railway Labor Act (RLA)
Passed in 1926, the act applies to railroads and airlines. The goal of the act is to ensure no disruption of interstate commerce.
Norris-LaGuardia Act
Passed in 1932 (also known as the anti-injunction bill), this act barred federal courts from issuing injunctions against nonviolent labor disputes and barred employers from interfering with workers joining a union.
Yellow-dog contracts
Before the Norris-LaGuardia Act, contracts in which a worker agreed not to join a union before accepting a job.
Wagner Act
A law passed in 1935 that changed the way employers can react to several aspects of unions and unionization.
National Labor Relations Board (NLRB)
The organization that oversees and enforces the Wagner and Taft-Hartley acts. It handles unfair labor practice complaints and facilitates unionization efforts.
Taft-Hartley Act
An act passed in 1947 that put several restrictions on unions. It amended the Wagner Act.
Wild-cat Strikes
Strikes not authorized by the union and considered illegal according to the Taft-Hartley Act.
Secondary Actions
Made illegal by the Taft-Hartley Act, which disallowed a union from going on strike in sympathy for another union.
Landrum Griffin Act
Labor Management Reporting and Disclosure (LMRDA) Act
An act passed in 1959 that is supposed to limit corruption in unions by requiring secret elections and reporting of financial information.
Unionization Process List
Employee Dissatisfaction
Initial Organizational Meeting
Signatures
Secret Ballot
Signatures (again yes)
Union Salting
A union strategy that encourages union supporters to apply for jobs in nonunion environments to actively work to unionize other employees when they are hired.
Collective Bargaining
The process of negotiating an agreement between management and employees.
Process of Collective Bargaining:
Mandatory Category
A collective bargaining topic, such as wages, that must be discussed in the agreement.
Process of Collective Bargaining:
Permissive Topics
Topics in collective bargaining that are not mandatory but still topics of discussion, such as drug testing.
Process of Collective Bargaining:
Illegal Topics
A bargaining topic that is illegal in both the bargaining agreement and within society, such as plans to discriminate against a specific group in employment.
bargaining impasse
Inability to agree on a contract.
Economic Strike
A strike based on unhappiness about economic conditions
Unfair Labor Practices Strike
The goal is to get the organization to cease committing what the union believes to be an unfair labor practice; this kind of strike does not need to occur during negotiations.
Lockout
When organizations do not allow workers to go to work.
Strike
Workers protest and do not go to work as a result of contract disagreement.
Slowdown
An alternative to a strike. Workers intentionally are less productive.
Sick-out
When members of a union call in sick.
Walk-out
An unannounced refusal to perform work; may be illegal.
Jurisdictional strikes
Used to put pressure on an employer to assign work to members of one union versus another.
Sympathy strikes
Work stoppages by other unions designed to show support for the union on strike.
Grievance Procedure
Outlined in the contract; the process by which contract violations are handled.
Arbitrator
An impartial third party who is selected by both parties in a grievance and who ultimately makes a binding decision in the situation.
Individual/Personal Greivance
When one member of the union feels he or she has been mistreated and files a grievance.
Group Greivance
Occurs if several union members have been mistreated in the same way and file a grievance.
Principle Greivance
A grievance that deals with basic contract issues surrounding contract items, such as pay or seniority.
Union or Policy Greivance
A grievance initiated by the union if an employee or group is not willing to formally file a grievance.
