key terms Flashcards
Trade Unions
an organised association of workers in a particular industry
collective bargaining
the official process by which trade unions negotiate (based on members views) with employers on behalf of their members
management
the process of co ordinating the activities of a business in order to achieve defined objectives
redundancy
a form of dismissal. happens when employers need to reduce their workforce and so a position no longer exists
dismissal
termination of the contract of employment of an employee, often as the result of a disciplinary procedure
unfair dismissal
where an employee is dismissed without a valid reason or the employer fails to follow the proper procedures
fair dismissal
where an employee is dismissed with a valid reason and the employer follows the proper procedures
grievance
exists where an employee has a concern, complaint or problem
employment tribunal
a special sort of court dealing only with employment law; for example, an employees claim for unfair dismissal
motivation
a strong desire to act in a particular way and to achieve a certain result (the will to want to work)
morale
refers to spirit. if morale in an individual, group or team is high then there exists a spirit of confidence, purpose etc.
monetary methods of motivation
refer to financial incentives such as commission, profit sharing, bonus payment and piece rates
non- monetary methods of motivation
refer to non financial strategies such as job enrichment, team work, praise
Employee/ employer relations
the relationship between an employer and its employees/ it is beneficial for both parties if this relationship is harmonious
Verbal communication
Using words and language when communicating
Non verbal communication
Gestures, facial expressions, eye contact and body language when communicating
Communication media
How the message is imparted to the receiver or receivers e.g. text message, tv and radio, email, video conference etc.
Formal communication
Are those that take place using agreed rues or procedures, for example board meeting
Informal communication
Are not based upon any set measures. Eg conversations in a staff room
HR objective
An objective set by the HR department which will help to achieve the overall business aims and objectives
The 3 barriers to communication identified by Shannon and Weaver
Technical (the ability of the receiver to receive the information eg too much noise, information wont be heard)
Semantic (the receivers ability to understand the information communicated)
Effectiveness (whether the information being communicated has been acted upon in an appropriate manner)
Why HR objectives should be clear
So that employees are focussed
So employees feel motivated
So no confusion amongst employees about what they are supposed to be doing
So no time is wasted mis understanding objectives
Individual objectives
Set for a single employee (for example a slow programmer may be set a time based target)
Group objectives
Set for the team (eg a group of retail assistants may be seta s ales target)
Organisational culture
The unique collection of values which shape the behaviour of the people within the organisation
Group norms
Rules or guidelines that reflect expectations of how group members should act and interact
Implicit norms
Rules or guidelines that aren’t expressed or discussed (eg speak formally with customers)
Explicit norms
Rules or guidelines that are stated outright orally/ in writing. Eg how you dress
2 ways a trade union membership might benefit workers
May be better working conditions, such as improved health and safety
You’d get advice on your legal employment rights
Main functions of trade unions
Represent their members
Negotiate with employers
2 benefits to an employer of trade unions
Negotiating with trade unions saves time and costs rather than dealing with the employee individually
Trade union can be a significant partner in helping a business undergo significant change
But costs may increase due to paying more pay and better conditions
Main reasons for the decline of membership of trade unions
Decline in employment in manufacturing (where membership is stronger) and an increase in employment in service sector, where unions are less established
Improved employee involvement in the workplace- so less perceived need for collective bargaining
Changes unions have bought to the workplace
National minimum wage
Improved worker safety
Minimum holiday and sickness entitlement
Trade unions: industrial action
Strike action - can’t be dismissed for strike, and don’t get paid during it. All members should follow the action (even if they don’t agree) so there’s more power. Non members can go on strike and are protected from dismissal- but have to give the employer notice
Work to rule- only do contracted hours and no more
Overtime ban- don’t do overtime
Benefits of a good employee/ employer relationship
More according of change
Reduce labour turnover
Less disputes
Reduce absenteeism
Costs of bad employee/ employer relationship
Possibility of industrial action will reduce productivity and damage reputation of businesses (sometimes)
Contract of employment
By law, an employer must provide anyone who’s classed as an employee with a written document. This document must contain a summary of the main term of employment, such as pay and working hours.
Having a contract will help prevent disputes between employer and employee.
An employment contract begins once the employee starts work, even if there is nothing in writing.
What’s in a contract of employment
Employee details Employer details Job title Description of duties Place of work
The equality act 2010
Legally protects people from discrimination i the workplace and wider society
Discrimination
Treating a person unfairly because they posses certain characteristics
Employee participation (industrial democracy)
Employees have the ability to take part in the decision process at work.
Benefits of this includes- increased levels of motivation, reduce labour turnover, better communication
Work councils
A formal meeting of managers and employee representatives to discuss pay and working conditions and to negotiate on issues such as changes in workplace practices. Legal requirements for MNCs operating in the EU to set up an European works council
