Labor Relations Flashcards
Group of workers who coordinate their activities to achieve common goals (e.g., better wages, hours, or working conditions; job security; training) in their relationship with an employer or group of employers. Members elect representative to interact with management.
Labor Union or Trade Union
A model seen in Japan. Example, all the employees of an employer, regardless of job type or skills, may be represented by a single enterprise union. These enterprise-level unions may join a larger national or industrial confederation.
Single Enterprise Union
Union such as one that represents electrical, chemical or atomic workers.
Specific trade or craft union
In many countries different trade or craft unions join national federations of unions. The confederation may be tight or loose.
National Union
Represents workers from different employers within a certain industry, such as steel or auto manufacturing
Industry Union
- Level at which bargaining occurs.
- Focus of bargaining topics.
- Union penetration or density.
- Membership.
- Relationship with management.
- Role government will play.
The 6 characteristics that HR professionals should try to identify in labor groups with whom organizations interact.
Organizations may accept unionization for good reason. In some countries, third parties - both labor unions and work councils - may be well established historically and culturally and well protected legally. Unions may be the norm in certain industries. Some organizations may find the costs of fighting unionization efforts to be too high or too distracting.
“Acceptance” Labor Strategy
Employers may choose to avoid unionization because of the additional cost of managing a unionized workforce (especially one with multiple unions), the loss of flexibility in management decisions, and the increased time required to make and implement strategic decisions.
“Avoidance” Labor Strategy
When a workplace is already unionized, the employer can define the type of relationship they want with the third-party representatives: confrontational or collaborative.
“Adaptation” Labor Strategy
- Hands-off
- Monitor
- Guide and advise
- Strategic planning
- Set limits and approve exceptions
- Integration of headquarters and line management in field
- Manage locally from headquarters
7 Different Approaches to Managing the Workforce Relationship
Permanent bodies composed of workforce members that represent employees, generally on a local or organizational level. Their primary purpose is information and consultation - to receive from employers and to convey to employees information that might affect the workforce and the health of the enterprise.
Work Councils
Form of corporate governance that requires a two-tiered corporate board structure - a typical management board and a supervisory board - that allows management and employees to participate in strategic decision making.
Codetermination
In addition to the typical management board, there is a supervisory board. Depending on the size of the employer, as many as half of the supervisory board members may be works. Because this supervisory board has the authority to accept or reject the management board’s decision, organizations are essentially prohibited from implementing workplace changes without employee consent.
Dual System
There is only one board of directors, but employee representatives are included as members.
Single-tier system
Employee representatives are included, but they are only advisors (i.e., in a nonvoting capacity)
Mixed System
