MIDTERM Flashcards
Synonymous and associated with collectives, such as mass movement of workers, trade unions and others
linked to “industrial” work, such as the manufacturing sector, labor, intensive tasks and factory working
though to be more focused “collective actions” such as COLLECTIVE BARGAINING AGREEMENTS
refers to a relationship between the employers and employees. The employers are represented by management
and employees are represented by unions.
INDUSTRY RELATIONS
The term revolves around a smaller subset of industries and goes beyod to collectives such as trade
unions
Focus not only on factory work, manufacturing jobs but includes the service sector/ non union entities,
part time, and contractual worker
refers to an organization’s efforts to create and maintain a positive relationship with
its employees
EMPLOYEE RELATIONS
Ensures respectful resolution of disagreement and improved team dynamics
Workplace conflict management
Efective integration of new hires into a company sets the stage for future employer and employee relations
Employee onboarding
Constructive negotiations and dispute.
ensures fair treatment and contribute to a harmonious work environment
Labor relation
Prioritizing health and safety, fosters trust create a safe work environment, strengthens employer and employee relationship
Workplace health and safety
Managing unexplained or unnecessary absences, vital for maintaining fairness and consistency and postive employee relation
Absenteeism
Addressing employee disregard for authority or rules maintain a balance discipline and cultivating
Insubordination
Swift and fair response to an misconduct contributes to an ethical work environment and promotes trust among employees
Employee Misconduct
Understanding and addressing ________ needs improves relation by echancing productivity, loyalty and engagement
Employee Wellbeing
PSYCHOLOGICAL CONTRACT AND
WHY IT MATTERS
Community building among pears
Tenure and security
Corporate monility and promotions
Expansion of skillsets and training
Humane treatment
PSYCHOLOGICAL CONTRACT AND
WHY IT MATTERS
Work/ life balance or intergration
Voices heard thru suggestions
Impact and performance are duly rewarded
Flexibility on tasks and processes
Standards set for mutual
benefits:
Proactive and willing to learn
A team player willing to work with
others
Focussed on achieving the goals set by
the organization
power, influence, control and freedom regarding the tasks given
self actualization, and fullfilment when doing their jobs
respect among peers and working relationship in the workplace
compensation
Recognition of personal vlaue
Employee Job Satisfaction
coercive- punishment,
remunerative- financial reward, normative- symbolic
awards tied to values held by the company
Source of Power
Alienative negative or antagonistic, calculative- careful and
thoughtful of choices, moral- positive and in accordance
with norms set by the comopany
Force of involvement
commitment that can be distinguished with the psychological
bond of the employer that is held common norms and values.
ATTITUDE COMMITMENT:
commitment that can be described as going beyond expectations or loyalty to the company
BEHAVIORAL COMMITMENT:
Is a perspective on employment that emphasizes the shared interests of all members of an organization. It assumes there are compatible goals
UNITARISM
sees employment as a relationship between members of a single social group, a
group with a common purpose or, to use a general will. The natural state of the relationship is
co-operation, without preconditions, in pursuit of the group’s aims and values.
The unitarist
is the belief that the way to achieve good industrial relations is to acknowledge that various groups of employees have different requirements, and make different demands. Thus,
management has to reach compromises. This belief also acknowledges conflicts and consider
them as desirable.
Pluralism
