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Industrial Relations > Midterm > Flashcards

Midterm Flashcards

1
Q

Arbitration

A

A quasi judicial process where a neautral third party makes a final and binding determination on all outstanding issues in dispute

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2
Q

Back to work legislation

A

Legislation requiring that strike action cease and employees return to work

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3
Q

Bargaining unit

A

The group of employees in an organization that are eligible to be represented by a union

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4
Q

Certification

A

Recognition of a union by a labour board after completion of the procedures under the labour act

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5
Q

Closed shop

A

A form of union security in which membership in the union is a condition of employment

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6
Q

Collective agreement

A

A written document outlining the terms and conditions of employment in a unionized workplace

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7
Q

Collective bargaining

A

The process by which management and labour negotiate the terms and conditions of employment in a unionized workplace

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8
Q

Company union

A

A union that a company helped create

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9
Q

Craft union

A

Unions that typically allow into membership only trades or occupations that are in the same family of skills

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10
Q

Distributive justice

A

Employees perception of fairness in workplace outcomes and decisions

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11
Q

Dues check off

A

A process where union dues are deducted automatically from pay

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12
Q

Duty of fair representation

A

A legal obligation on the unions part to represent all employees equally and in a non discriminatory manner

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13
Q

Exclusive jurisdiction

A

What exists when a single union represents all workers of a trade or occupational grouping

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14
Q

Human relations

A

A managerial view that believes that effective management practices can minimize the conflict between managers and employees

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15
Q

Institutionalists

A

Those subscribing to the theory that that operation of labour markets requires a knowledge and understanding of such social organizations as unions, nongovernmental community organizations, and international institutions

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16
Q

Macroeconomic policy

A

A policy that applies to economy wide goals such as inflation, unemployment and growth

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17
Q

Master servant relationship

A

The essence of the common law employment relationship pertaining to non union workplaces; employment relationships in which employees have few rights

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18
Q

Mediation

A

A dispute resolution process in which a neautral third party acts as a facilitator

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19
Q

Monopsony

A

Occurs when a form is the sole market buyer of a good, service or labour

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20
Q

Privatization

A

The transfer or contracting out of services to the private sector

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21
Q

Procedural justice

A

Employees perception of fairness in workplace procedures

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22
Q

Strike

A

An action by workers in which they cease to perform work duties and do not report to work; a work stoppage invoked by a union

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23
Q

Trade union

A

Unions that organize all workers of a trade regardless of their industry or workplace

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24
Q

Unfair labour practice

A

An alleged violation of the labour relations act

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25
Q

Union

A

A group of workers recognized by law who collectively bargain terms and conditions of employment with their employer

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26
Q

Union acceptance

A

Managements seeing unionization as a democratic right and accepting that part, if not all, of its operations will be unionized

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27
Q

Union density

A

A fraction that expresses union members as a percentage of the non agricultural labour force

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28
Q

Union resistance

A

A management policy seeking to limit the spread of unions in the firm

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29
Q

Union shop

A

A form of union security in which new employees must join the union but only after a probation period

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30
Q

Union substitution

A

A management strategy designed to give non union employees all the advantages of unionization

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31
Q

Industrial relations

A

The study of employment relationships and issues, often in unionized workplaces

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32
Q

Human resources management

A

The study of the employment relationship between employers and individual employees

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33
Q

Employee relations

A

The study of the employment relationship between employers, individual employees, usually in non union settings

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34
Q

Employment relations

A

The study of employment relationships and issues in union and non union workplaces

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35
Q

Labour relations

A

The study of employment relationships and issues between groups of employees (usually in unions) and management; also known as union-management relations

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36
Q

What does dunlops industrial relations system model consist of:

A

Actors
Shared ideology
Contexts
Web of rules

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37
Q

What are the three distinct actors that Dunlop studied

A

Specialized governmental agencies
A hierarchy of managers and their representatives
A hierarchy of workers (nonmanagement) and any spokespersons

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38
Q

Specialized governmental agencies (actor in Dunlop model)

A

Role to develop, implement, and administer legislation and policies pertinent to the employment relationship (rules, employment standards, strike or lockout notice)

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39
Q

Hierarchy of managers and their representatives (actor in Dunlop model)

A

Role to manage workers and workplace, business owners and managements staff to run business

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40
Q

Hierarchy of workers and their representatives (actor in Dunlop model)

A

Role is non management, workers and workers in associations like unions

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41
Q

Which province first passed legislation requiring employers to bargain collectively with recognized unions?

A

Nova Scotia

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42
Q

The CLC’s formation deviated from which of the original founding principles of the AFL?

A

Political non partisanship

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43
Q

Which law was the first to slow federal government employees to bargain collectively

A

Public service staff relations act

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44
Q

Why did the public service staff relations act mark an important turning point in Canadian labour relations

A

It granted collective bargaining rights to federal government employees

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45
Q

Shared Ideology (Dunlop’s Model)

A

Set of ideas and beliefs held by each of the actors and helps to define the role and function of the actors

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46
Q

What are the contexts in Dunlops model

A

environmental contexts that may influence any of the actors:
Market and budgetary constraints
Technical characteristics of the workplace and work community
Distribution of Power in the Larger Society

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47
Q

Market and budgetary contstraints (context in dunlop model)

A

2 key issues include product and labour, this particularly affects the actor of management

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48
Q

Technical characteristics of the workplace and work community (context in dunlop model)

A

focuses on how work is structured and performed (hours of work, size of work group and the machinery used)

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49
Q

Distribution of Power in the larger society (context in dunlop model)

A

Examines the power relationship among the actors in society. The actor with the most power will have the greatest influence in an employment relationship

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50
Q

Web of Rules (Dunlops Model)

A 
Outlines the rights and responsibilities of the actors in question.
Includes:
Procedures for establishing rules
Substantive Rules
Procedural Rules
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51
Q

Procedures for establishing rules ( web of rules dunlop model)

A

the processes for making rules and who has the authority to make/administer them that govern the workplace

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52
Q

Substantive Rules (Web of rules dunlop model)

A

Pertain to the outcomes of the employment relationship (compensation, performance expectations, workers duties)

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53
Q

Procedural Rules (web of rules dunlops model)

A

Rules that determine and apply substantive rules (how wages are determined, how employees use vacation time)

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54
Q

List some criticisms of Dunlops industrial relations system

A

Descriptive
Lacks ability to predict outcomes/relationships
Underestimantes importance of power and conflict in employment relationship
Is static

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55
Q

What is Craig’s IR System Model?

A

An expansion of dunlops using a feedback loop

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56
Q

What is a feedback loop?

A

The mechanism by which outputs of the industrial relations system flow back to the external environment

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57
Q

How does Craigs IR model work?

A

Model shows how External Inputs flow to the Actors who then apply Internal Inputs to make the Conversion Mechanism create the Outputs – all of these cross flows have an affect on each other and influence one another

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58
Q

What are the external inputs in Craigs IR Model?

A 
Legal subsystem
economic subsystem
ecological subsystem
political subsystem
sociocultural subsystem
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59
Q

List the three areas of law under the legal subsystems (external input in crags ir model)

A 
common law (earliest form of employment law)
statutory law ((laws such as minimum wage)
collective bargaining law (legislation pertaining to unionized employment relationships)
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60
Q

List the economics subsystems (external inputs - crags ir model)

A

Product/Service Market (competitive position in market and availability of products or services from competitors)
Labour Market (supply and demand for labour)
Money Market (exchange rates)
Technology (New work methods and job design)

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61
Q

What does the ecological subsystem consist of? (external inputs - crags ir model)

A

Climate
Natural Resources
Physical Environment

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62
Q

What does the political subsystem consist of? (external inputs - crags hr model)

A 
Legislative action (governments pass legislation relative to employment)
Executive action ( passing emergency legislation to end a strike)
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63
Q

Sociocultural subsystems consist of: (external inputs - crags ir model)

A

Values (beliefs of the society which actors operate also influence actors - public opinion during strikes)

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64
Q

Craigs IR System model actors include:

A

Labour (employees and their associations)
Employers and their associations
Government and associated agencies
End user of the service/product

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65
Q

Internal Inputs of Crags IR System Model Include:

A

Values (Actors have values guide their actions)
Goals (Sought by actors)
Strategies (Processes developed and implemented to achieve goals by both actors)
Power (The ability to make another actor agree to your terms)

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66
Q

What are Craigs IR System Model conversion mechanisms?

A

Processes actors use to convert internal and external inputs into outputs

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67
Q

What are some of the conversion mechanism processes?

A 
Collective Bargaining (parties negotiate a collective agreement)
Greivances (employees and/or their union can submit complaint that CA been violated)
Day to Day relations communications ( Activities in organization represent conversion mechanisms)
Conflict resolution mechanisms (grievances)
3rd party interventions (mediation)
Joint committees
Strikes/Lockouts
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68
Q

What are some of Crags IR System Model outputs?

A 
Employer Outcomes ( rights and responsibilities of management)
Labour Outcomes (equity and fairness including: hours of work, wages, job rights, work rules)
Worker Perceptions (reactions to work climate employee morale, union satisfaction)
Conflict Resolution (Output of system can be conflict; strikes or conflict resolution)
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69
Q

What are the views of industrial relations?

A

Neoclassical economics view
Pluralist and Institutional View
Human Resources/Strategic Choice
Political Economy

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70
Q

What is the Neo-classical economic view?

A

a view of industrial relations grounded in economics that seems unions as an artificial barrier to the free market

71
Q

What is the pluralist and institutional view?

A

Traditionally has been the predominant view of the industrial relations in Canada. Direct contrast to the neoclassical economics view

72
Q

What is the Human Resources/Strategic Choice?

A

Perspective pays little attention to role of unions. In fact moves away from unionization.

73
Q

What is the Political economy?

A

A view of industrial relations grounded in socialism and Marxism that stresses the role of inherent conflict between labour and managemnt

74
Q

Common law definition

A

the legal regime for nonunion employment

75
Q

What was new model unionism

A

The movement to trade or craft unions. All performed same trade or specialty (pre -1900)

76
Q

apprenticeship definition

A

a process in which trainees learn a trade under the supervision of a senior tradesperson

77
Q

What was the nine hour movement

A

sparked by a group of 1500 Hamilton workers looking for a shorter work day

78
Q

What is the Trade Union Act of 1872?

A

Influenced by the nine hour movement, Sir Jon A Mcdonald permitted employees to join unions and amended the criminal code that this was no longer a crime.

79
Q

What was the American Federation of Labour?

A

Founded by Samuel Goobers in 1886 based on three principles

80
Q

What were the 3 principles of AFL?

A

Exclusive Jurisdiction
Business Unionism
Political Nonpartisanship

81
Q

Business unionism definitions

A

focuses on improving wages and working conditions for members

82
Q

Exclusive Jurisdiction definition

A

when a single union represents all workers of a trade or work group

83
Q

Political nonpartisanship definition

A

a belief that unions should not be aligned with any political party

84
Q

What was the Knights of Labour?

A

Formed in 1969, sought one big union for skilled and non skilled workers, opposed to strikes and existed for a short period of time.

85
Q

How did the Knights of Labour not follow the founding principles of AFL?

A

Single union for skilled and non skilled workers rather than just skilled in AFL
Opposed to Strikes
Sought to establish cooperative business

86
Q

What did Canadian Unionism (CLU) consist of?

A

Open Jurisdiction
Social Unionism
Agitated for Legislative Change

87
Q

What is Open Jurisdiction?

A

Unions for skilled and unskilled labourers

88
Q

What is Social Unionism?

A

Priorities went beyond economic welfare and promoted social change (EG, end of child labour)

89
Q

What happened between 1900 - 1920

A

One of the most accelerated times of development in Canadian History
14 large violent strikes which the military was called in for 11 of them

90
Q

What was the Berlin Convention in 1902

A

Consistend with AFL, split in labour movement

91
Q

When did the World War 1 happen?

A

1914 - 1918

92
Q

Industrial Disputes Investigation Act (IDIA) 1907, what was it?

A

3rd party conciliation which became cornerstone of Canadian law. Employers and employees would seek a third party before striking

93
Q

When was the Winnipeg General strike

A

1919

94
Q

Describe the Great Depression

A

1930’s and 1940s -significant economic downturn due to 1929 stock market crash. 32% of workers unemployed and20% of Canadian receiving social assistance

95
Q

What was the Wagner Act of 1935

A

Also know as Labour Relations Act, encouraged collective bargaining rather than mediating disputes.

96
Q

What was P.C. 1003 (1944)

A

After the outbreak of the war, government had to take over labour relations, followed the Wagner act but also included ways to handle disputes during the term of the collective agreement and conciliation procedures prior to strike

97
Q

What is the Rand Formula

A

1945, workers not required to join a union but all workers within a union would pay dues to the union. Dues check off

98
Q

What happened between 1970’s and 1980’s

A

Restrictions on labours ability to seek wage increases
NAFTA (North American Free Trade Agreement)
CAW(Canadian Auto Workers) Split from US union
Early 1980’s spike in inflation rate by 12%

99
Q

What happened in 1990’s and beyond

A

Economic restructuring and global markets
Government restructuring
Back to work legislation

100
Q

What are the three trends for the future of labour movement?

A

Movement towards larger unions
Social Unionism
Global labour movement

101
Q

What is deregulation

A

a policy designed to create more competition in an industry by allowing prices to be determined by market forces.

102
Q

What are the four conditions that affect wage elasticity?

A

product market
substitution effect
labour intensity
market for substitutes

103
Q

What does the product market have to do with labour power

A

unions will have more power when there is less competition in the firms product market

104
Q

what does the substitution effect have to do with labour power?

A

the easier it is to sub capital for labour, the less power labour will have to increase wages

105
Q

what is labour intensity?

A

the degree to which labour costs account for production costs

106
Q

What is does market for substitutes mean referring to labour power?

A

The more competitive the market for substitute factors of production the greater the bargain power for firms.

107
Q

when is demand more inelastic and unions have more power?

A

When product markets are less competitive
When labour costs are a small proportion of total costs
When the market for substitutes is less competitive
When it is harder to substitute labour for capital

108
Q

Unions join with non-economic sources other than labour markets, like their local communities, to:

A 
Assist in organizing new members
Strengthen positions in bargaining
Support political lobbying campaigns
Oppose plant closures
Support strikes and other industrial actions
109
Q

What are work-leisure decisions?

A

Leisure may increase as income increases because you can purchase more goods and services per hour of work. Or If income increases, leisure may decrease because you will want to work more hours at a higher pay rate.

110
Q

What is a non competitive factor that impacts on the supply of labour

A

Monopsony

And the fact that labour is mobile

111
Q

What are some institutional factors that affect the supply of labour?

A

Institutional barriers to supply

Unions And Labour Supply

112
Q

What is hiring hall?

A

a union run centre that refers union labour to job sites as requested by firms

113
Q

Are demographic factors important determinants of supply of labour?

A

Yes.

114
Q

What are some factors that may have contributed to the decline of unions?

A

Globalization and pressures to be competitive
More individual protection under employment laws
Changes in the nature of work
Improved HR practices

115
Q

What are some trends in income distribution and poverty?

A

A widening of the income gap between the rich and the poor

Child Poverty in Canada

116
Q

What is disposable income?

A

income after taxes and benefits from social programs ( unemployment insurance payments)

117
Q

What are common workforce changes?

A

Demographics

118
Q

What is a consequence of the aging population?

A

An increase in poverty for persons over the age of 55

119
Q

What are some recommendations to employers given the aging of the general workforce?

A

Elimination of age discrimination; adoption of proactive measures
Safer workplaces, healthier environments, holistic approach to wellness
Flexible work arrangements, job redesign
Appropriate training opportunities
Flexible retirement options

120
Q

What is the impact of more women in unions?

A

Reflects the significant growth in service sectors and the corresponding decline in manufacturing

121
Q

What is the impact of occupational shifts on unions?

A

Gained many women, youth, and public admin workers in childcare and home support sectors, but also lost members in manufacturing and technical health fields like medical, dental , veterinary, therapeutic

122
Q

What is the impact of contingent workers on unions?

A

Unions have had less success organizing contingent workers

123
Q

What are some labour and employment relations challenges

A

Work-Life Balance
Economic
Social
Demographic

124
Q

What is work-life balance

A

the desire on the part of both employees and employers to achieve a balance between workplace obligations and personal responsibilities

125
Q

What are some issues that directly compete with your work life balance?

A

Economic (labour shortages, contingent workers, outsourcing)
Social (daycare needs, increased workloads, flexibility, multitasking)
Demographic ( dual earner & single parent families, aging workforce)

126
Q

What have been the three important social and historical experiences that have caused Canada to reject US opposition to collective bargaining?

A

The 1982 Canadian Charter protected individual rights but facilitated collective bargaining.
Even with similar legislation in the US, American firms in Canada are more restricted in anti-union activities
Canada has rejected the US right to work approach that prevents unions from forcing nonmembers to join or pay dues despite enjoying the benefits of unionization

127
Q

What is the snider case

A

a landmark court case in 1925 that determined that labour matters fell under the purview of the provinces under the British North America Act

128
Q

PC 1003

A

the Canadian government imported the Wagner Act model in 1944; under the War Measures Act, it was introduced by the Privy Council as PC 1003

129
Q

What was the union recognition under the Wagner Act Model?

A
  1. Recognition strikes and lockouts were declared illegal.
  2. As a substitute for industrial conflict over union recognition, labour boards were established to provide a process where employees could obtain union recognition by a free expression of support.
  3. The union that obtained recognition was granted exclusive jurisdiction to represent all employees in a given bargaining unit.
130
Q

What is the exclusivity principle?

A

The idea that a union is granted the sole right to represent all employees in the defined bargaining unit

131
Q

What is tripartite?

A

A tripartite board has three stakeholders: management, labour, and government

132
Q

What are several cases labour boards may hear?

A
  1. certification and decertification
  2. unfair labour practices
  3. declarations of illegal strikes or lockouts
133
Q

What is certification?

A

recognition of a union by a labour board after completion of the procedures under the labour act

134
Q

What is the bargaining unit?

A

the group of employees in an organization that are eligible to be represented by a union

135
Q

What is unfair labour practice?

A

an alleged violation of the labour relation act

136
Q

What is the criteria for employees eligibility to be included in the bargaining unit?

A

Management Employees
Community of interests
wishes of employees
employer structure

137
Q

What are the rationales for excluding managers from a bargaining unit?

A
  1. access to confidential labour relations information might compromise managements position in bargaining
  2. the union would be in a conflict of interest if a union member was disciplined by another union member
138
Q

What is the duty of fair representation?

A

A legal obligation on the unions part to represent all employees equally and in a non-discriminatory manner

139
Q

What is good faith bargaining?

A

An obligation on union and management to make a serious attempt to reach a settlement.

140
Q

What are the three union purposes/perspectives of why unions exist?

A
  1. economic
  2. political
  3. human rights
141
Q

What are the two elements that are essential to Canadian unions?

A
  1. the purpose of collective bargaining with the firm

2. unions must be independent from the employer.

142
Q

What is a company union?

A

A union that a company helped create

143
Q

Non-collective bargaining activities of unions vary according to what factors?

A

The unions history
Industry
The aims of the found members

144
Q

What were the three great waves of unionization in Canada?

A

Craft (1890’s to 1920’s)
Industrial (1930’s and 1940’s)
Public Sector (1960’s)

145
Q

What is craft or occupational unionism?

A

Unions that typically allow into membership only trades or occupations that are in the same family of skills.

146
Q

What is industrial or multi-skill unionism?

A

A type of inclusive unionism that represents a broad range of skills and occupations

147
Q

What is public sector or social justice unionism?

A

Unions of public sector employees at all three levels of government (local, provincial, federal). Typically advocates a philosophy of social justice.

148
Q

What is a union affiliation

A

Some unions have joined together in affiliations in order to increase their ability to advance a broad social agenda designed to improve the lives of all workers

149
Q

Why is union democracy important?

A

So union members can help make decisions, and have their options expressed through a voting process

150
Q

What are some of the perspectives that have influenced managerial thinking?

A

The master servant relationship
Scientific management
Human relations
Human resources management

151
Q

What is the master servant relationship?

A

Labour is a commodity that can be bought and sold at will. Significant power imbalance between management and employees. The essence of the common-law employment relationship pertaining to nonunion workplaces

152
Q

What is Scientific management?

A

Specialization of tasks, workers perform simple tasks and management is responsible for decision making

153
Q

What is Human relations?

A

Managers and employees having conflicting views and values. So effective management practices can minimize the conflict between managers and employees

154
Q

What is human resource management?

A

Equity and fairness is important. Distributive, procedural, and interactional justice.

155
Q

What is organizational justice?

A

Employees perception of fair treatment at work

156
Q

What is distributive justice?

A

Employees perception of fairness in the outcomes of workplace decisions

157
Q

Procedural justice?

A

employees perception of fairness in workplace procedures.

158
Q

What is the strategic choice framework?

A

a view that emphasizes the role of management and strategies in the industrial relations system.

159
Q

What were Kochan, Katz and McKersie’s noted trends from 1960’s to 1980’s in the US

A

A rapid decline in the number of unionized workers
A large number of employers opening new location in largely nonunion areas or states
A large number of plant and business closures in the more heavily unionized states
Decreased capital expenditures in non unionized versus unionized plants
A shift of products from union to nonunion plants
A movement towards “union-free” workplaces

160
Q

An industry is said to be labour intensive if labour costs are a low proportion of total costs. True or false?

A

False

161
Q

In theory and in practice, labour markets are always competitive. True or false

A

False

162
Q

According to the Gallup organization, there i little evidence that demand for unionization in North America is declining. True or false

A

T

163
Q

What was the Wagner act intended to do

A

Protect the union right to organize and strike

164
Q

Scientific management and mass production resulted in which phenomenon

A

A rise of industrial unionism

165
Q

Why was the snider decision important

A

It determined that labour matters fell under provincial jurisdiction

166
Q

Why was pic 1003 introduced in canada nine years after the Wagner act

A

World war 2 delayed its implementation

167
Q

Some argue that the term employee relations is anti union yet some unions use the term for internal staff positions. T or f

A

T

168
Q

Technology is not included in the economics subsystem of the it systems framework of the textbook to or f

A

F

169
Q

Employee morale is a conversion mechanism in the ir system t or f

A

F

170
Q

Strikes can be both outputs and conversion mechanisms in the ir systems framework t or f

A

T

171
Q

The text suggests that there is a trend towards which management strategy in Canada?

A

Union resistance

172
Q

What is a comprehensive human resource strategy designed to improve the effectiveness of the organization

A

High performance work practices

173
Q

National labour bodies are particularly important in Canada because most labour legislation is federal. T or f

A

F

174
Q

Canadian patterns of unionization are very similar to those in the United States but on a smaller scale. T or f

A

F

Industrial Relations (2 decks)

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