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PM4064 > Employee Voice > Flashcards

Employee Voice Flashcards

1
Q

What is employee voice

A

Hoe employees are able to have a say overwork activities and decisions within the organisation in which they work regardless of the institutional channel through which it operates (employees have a say in how the org is run)

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2
Q

Indirect collective voice

A

Employees are able to let managers know what they think and deal through a representative eg. Stop steward, forums, committees.

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3
Q

Collective voice

A

Providing a communication mechanism to defend wages, working conditions and rights of members.

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4
Q

What are the activities of collective voice

A
  • Collective bargaining
  • Representation at a grievance process
  • Consultation on issues such as redundancy
  • Political lobbying
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5
Q

Workplace conflict

A

A process which begins when one party perceives that another party has frustrated a concern of theires

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6
Q

What influences how management handle conflict in an organisation

A

Management views (unitarist, pluralist..)

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7
Q

Soladarity issues

A

Recognition of collective agreements such as trade unions

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8
Q

What would cause conflict under work arrangements

A

Disciplinary actions, new procedures, picketing employees for redundancy

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9
Q

What are the three types of conflict

A

Interpersonal, intragroup, intergroup

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10
Q

Interpersonal conflict

A

conflict between individuals eg. manager and individual employee

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11
Q

Intragroup

A

Within a small group such as managers

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12
Q

Intergroup

A

Between 2 groups eg managers and employees

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13
Q

Negatives of conflict (3)

A
  • Competitive
  • Reduces productivity and use of resources
  • Decreased communication
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14
Q

Positive outcomes of conflict (4)

A
  • Change for the better
  • Strengthens relationships and boosts morale
  • Leads to better ideas
  • Tool for collective bargaining
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15
Q

How individuals express conflict (6)

A
  • Abseeintiim
  • Sabotage
  • Low standard of work
  • Reduced productivity
  • Gossip
  • Act in an uncivil way
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16
Q

Expressions of conflict

A
  • Go slow
  • Work to rule
  • Overtime ban
  • Mass taking sick leave
  • Sit-in
  • Strike action
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17
Q

Go slow

A

Work at a slower pace

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18
Q

Work to rule

A

Only do exactly what is asked of you in the contract

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19
Q

Work in/sit-in

A

Block entry to the workplace to prevent removal of P&E

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20
Q

Strike action

A

temporary stoppage of work by a group of employees in order to express a grievance or enforce a demand

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21
Q

What does strike action demonstrate?

A

Solidarity and importance of the issue

22
Q

Why are strikes uncommon in Ireland

A

Improvements in legislation and legislative bodies

23
Q

Pyrrhic victory

A

Even when a strike may not result in an obvious win/resolution of an issue it may result in other positive outcomes eg 1913 lockout

24
Q

Substantive agreements cover …

A

T&C’s of employment, holidays, pensions and things in the employee handbook

25
Q

Procedural agreements

A

Regulating the employment relationship and how those rules are laid out and change

26
Q

What is an official strike and what are the requirements for it

A

A strike sanctioned by unions of the workers usually takes place after negotiations and the employer has 7 days notice. The union can also give pay to employees

27
Q

Unofficial strikes

A

Strikes that take place without union backing

28
Q

Can unofficial strikes become official

A

Yes and the union can give back pay to the employees

29
Q

Lockouts

A

When an employer doesn’t let employees work

30
Q

What factors cause influence strikes (4)

A
  • Institutional factors: How good a countries institutions are
  • Political factors: Political recognition of trade unions
  • Economic cycles: fewer strikes in recession
  • Industry factors: Some industry are more likely to go on strike like the transport sector
31
Q

What are the measurements of strike (4)

A
  • Strike frequency
  • Strike breath
  • Strike duration
  • Working days lost
32
Q

Strike frequency

A

How many strikes in a period

33
Q

Strike breath

A

The number of workers involved, can be hard to count as there are fluctuating numbers of employees involved.

34
Q

Strike duration

A

Number of days the strike lasted

35
Q

Working days lost (WDL)

A

Number of workers times the days of strikes

36
Q

What is the best way of counting a strike and why

A

WDL - Takes into account the number of workers and the length

37
Q

What acts did the industrial relations act 1990 replace?

A

Replaced the trade disputes act 1982 and the trade disputes act 1906

38
Q

What was the purpose of the industrial relations act 1990?

A

Improve the framework for a more stable resolution of trade disputes

39
Q

Section 8 of the industrial relations act 1990?

A

Defines an employer, trade dispute, trade union, worker, industrial action and strike

40
Q

Section 9 of the industrial relations act 1990?

A

Remove immunity for individual disputes that breach agreed procedures

41
Q

Section 11 of the industrial relations act 1990?

A

Picketing

42
Q

Where is it lawful to picket?

A

At the place where employees work and when employer carry out business. If that is not possible then it is allowed on the approach to the business

43
Q

Secondary strike action

A

Only protected if the employer is seeking to frustrate the industrial action further

44
Q

Sympathy action

A

Workers not involved in a dispute support others or politically motivated industrial actions are not covered under that act

45
Q

Under the industrial relations act, 1990 are union member immune from tort?

A

Yes as long as what they are doing is legal and peaceful

46
Q

What happens if the majority of a trade union vote against the strike actions?

A

Then it has no immunities

47
Q

Fear stuff

A

Employee intimidation and repression of employees who try to start a union

48
Q

Sweet stuff

A

Union substitution such as staff rep

49
Q

Evil stuff

A

Refuse to allow unions to enter

50
Q

Fatal stuff

A

Complete refusal to deal with unions

PM4064 (13 decks)

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