Chapter 13 and 14 review Flashcards
What commitment leads employees to stay with an organization because they feel they should?
Normative
A positive emotional attachment to the organization and strong identification with its values and goals.
Affective Commitment
Staying with an organization because of perceived high economic (leaving would mean losing valuable stock options) and/or social costs (coworker friendships) involved with leaving.
Continuance
the extent to which an employee identifies with the organization and its goals and wants to stay.
Organizational Commitment
The employee chooses to leave for personal or professional reasons.
Voluntary Turnover
The employer discharges the employee due to poor performance, misconduct, or reorganization.
Involuntary
The departure of a poor performer could benefit the organization.
Functional
The departure of a successful employee whom the company would have liked to retain.
Dysfunctional
Preventable turnover (e.g., turnover due to a lack of promotion opportunities).
Avoidable
Unpreventable turnover (e.g., turnover due to the relocation of the employee’s spouse).
Unavoidable
Turnover Benefits
Creating promotion or transfer opportunities for other employees
Savings from not replacing the departing employee
Better performance or customer service
Acquiring new skills and competencies
Acquiring a better team player and corporate citizen
Turnover Costs
Managing the employee’s transition (supervisor’s and HR representative’s time)
Recruiting, hiring, and training a replacement worker
Loss of clients
Teamwork disruptions
Lower production or work quality until a replacement is hired and up to speed
Lower employee morale
It extends a variety of rights to workers wishing to form, join, or support unions or labor organizations; to workers already represented by unions; and to groups of at least two nonunionized employees who seek to modify their working conditions or wages.
National Labor Relations Act of 1935,22 also called the Wagner Act
governs employment relations for airlines and railroads and is enforced by the National Mediation Board.
Railway Labor Act
governs employment relations for airlines and railroads and is enforced by the National Mediation Board.
National Labor Relations Act of 1947, also called the Taft-Hartley Act
Exclusively employs people who are already union members.
Closed Shop
Requires nonunion workers to pay a fee to the union for its services in negotiating their contracts.
Agency Shop
Requires nonunion workers to pay a fee to the union for its services in negotiating their contracts.
Open Shop
Also known as the Landrum-Griffin Act, outlined a bill of rights for union members and established procedures for union elections, discipline, and financial reporting.
Labor Management Reporting and Disclosure of 1959
Ingratiation influence tactic
Using flattery or praise to put the other person in a good mood and make them more likely to help.
Legitimating Tactics
Enhancing one’s formal authority to make a request by referring to precedents, rules, contracts, or other official documents.
Coalition tactics
Engaging the help of others to persuade someone to do something.
covers disputes over the interpretation of an existing contract and is often used in settling grievances.
Rights Arbitration
resolves disputes over the terms of a collective bargaining agreement currently being negotiated
Interest Arbitration
is when an impartial third party acts as both judge and jury in imposing a binding decision on both negotiating parties.
Arbitration
