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N478 > Week 8 : motivating climate; collective bargaining > Flashcards

Week 8 : motivating climate; collective bargaining Flashcards

1
Q

What is the the force within the individual that influences or directs behavior?

A

motivation

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2
Q

What are 2 characteristics of motivation?

A
  1. Comes from within the individual !

2. Employees as individuals matter!

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3
Q

What is what you’re capable of doing?

A

ability

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4
Q

What determines what you do?

A

motivation

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5
Q

What determines how well you do it?

A

attitude

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6
Q

What is internal drive to do or be something. Aspiration

A

Intrinsic

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7
Q

What is motivation enhanced by the job environment or external rewards?

A

extrinsic

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8
Q

What are the 3 types of employees?

A
  1. engaged
  2. not-engaged
  3. actively disengaged
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9
Q

What 2 qualities do engaged employees have?

A
  1. passion

2. connection to their company

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10
Q

What quality does an employee that is not engaged have?

A

checked out

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11
Q

What quality does an actively disengaged employee have?

A

acting out their unhappiness

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12
Q

What did Maslow come up with?

A

hierarchy of needs

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13
Q

What did the theorist Skinner propose?

A

people can be conditioned by reward and punishment

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14
Q

What did the theorist Hezberg propose?

A

assumptions about workers on the intrinsic motivation

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15
Q

What did the theorist Vroom propose?

A

expectancy theory

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16
Q

What did the theorist McClelland propose?

A

Basic needs: achievement, affiliation, & power

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17
Q

What did the theorist Gellerman propose?

A

“Stretching” going beyond the norm to achieve goals

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18
Q

What did the theorist McGregor propose?

A

theory x and theory y

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19
Q

What is characteristic of theory x?

A

dislike work, require close supervision, need threats to be motivated

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20
Q

What is characteristic of theory y?

A

like and enjoy work, need general supervision, seek responsibility

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21
Q

What are the 6 AACN standards for healthy work environments?

A
  1. Skilled Communication
  2. True Collaboration
  3. Effective Decision Making
  4. Appropriate Staffing
  5. Meaningful Recognition
  6. Authentic Leadership
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22
Q

What are strategies to create a motivating environment?

A
  • Clear expectations for workers
  • Be fair and consistent with employees
  • Encourage teamwork
  • Know the uniqueness of each employee
  • Stretch the employees intermittently
  • Reward desired behavior
  • Positive attitude with high energy and enthusiasm
  • Allow employees to be involved in decision making
  • Allow as much control as possible
  • Use incentives
  • Recognize employees/ Good work
  • Make the work and environment: Enjoyable, Meaningful, Personally satisfying
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23
Q

What do organizations need to be aware of?

A

the need to offer incentives where employees value them.

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24
Q

How can nurse managers enhance the work of their staff?

A

by providing them with opportunities to experience challenges that make their jobs exciting.

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25
Q

What a powerful motivation tool?

A

recognization

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26
Q

What must positive reinforcement be?

A

specific or relevant to a particular performance

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27
Q

Positive reinforcement must occur as close to what?

A

as close to the event as possible

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28
Q

Reinforcement of new behaviors should be what?

A

continuous

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29
Q

What is the definition of collective bargaining according to the department of labor?

A

an industrial relations mechanism or tool and is an aspect of negotiation applicable to the employment relationship.

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30
Q

According to the department of labor, a union in collective bargaining always has a what? since the negotiations are for the what?

A

a. collective interest

b. benefit of several employees

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31
Q

What is the definition of collective bargaining according to the Cornell law school?

A

refers to the negotiation process between anemployerand a union comprised of workers to create an agreement that will govern the terms and conditions of the workers’ employment.

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32
Q

What is the definition of collective bargaining according to the Jobs with Justice?

A

the formal process of negotiation between an employer and a group of employees—often with their union representative—that sets the terms and conditions of work.

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33
Q

What does collective bargaining result in according to the Jobs with Justice?

A

collective bargaining agreement; a legally binding agreement that lays out policies agreed to by management and labor.

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34
Q

What are the 4 parts of the collective bargaining process?

A
  1. preparation
  2. discussion
  3. proposal
  4. bargaining
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35
Q

What is choosing a negotiation team and representatives of both the union and employer?

A

preparation

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36
Q

What should both parties be skilled in-in preparation? and examine?

A

in negotiation and labor laws, and both examine available information to determine whether they have a strong standing for negotiation.

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37
Q

What is when both parties meet to set ground rules for the collective bargaining negotiation process?

A

discussion

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38
Q

What is when both representatives make opening statements, outlining options and possible solutions to the issue at hand?

A

proposal

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39
Q

Following proposals, what happens in the five core steps in collective bargaining?

A

bargaining

40
Q

Why does bargaining occur?

A

to create an agreement that is acceptable to both parties.

41
Q

What does bargaining become?

A

a “draft” agreement, which is not legally binding. - a stepping stone to final agreement

42
Q

What is when once an agreement is made between the parties, it must be put in writing, signed by the parties, and put into effect?

A

final agreement

43
Q

What did the 1974 health care amendments provide?

A

collective bargaining rights to employees of non-profit hospitals.

44
Q

What are hospital services deemed in the 1974 health care amendments?

A

essential services

45
Q

What are nurses deemed in the 1974 health care amendments?

A

essential workers

46
Q

What must the union provide in the 1974 health care amendments?

A

MUST provide a 10-day notice of “intent to strike” before being able to strike (unlike most industries where you can call a strike and leave the day of)

47
Q

What did passage of the 1974 health care amendments cause?

A

an increase of RNs unionizing in some states in in US.

48
Q

What did the National Labor Relations Act (NLRA) amend?

A

amended to extend coverage and protection to employees of non-profit hospitals.

49
Q

When the new legislation (1974 health care amendments) was considered by the Senate committee on Labor and Public welfare, it was recognized that….

A

that labor relations in the health care industry required special considerations.

50
Q

What did the senate labor committee seek to fashion with the 1974 health care amendments?

A

fashion a mechanism which would ensure that the needs of the patient would be met during contingencies arising out of labor disputes.

51
Q

What did the new 1974 health care amendments represent?

A

a sound and equitable reconciliation of these competing interests.

52
Q

What are the 2 types of bargaining

A
  1. conjunctive/distributive bargaining

2. cooperative/integration bargaining

53
Q

What is the most common type of bargaining and involved a zero-sum negotiations?

A

Conjunctive/Distributive Bargaining

54
Q

What happens with conjunctive bargaining with the parties?

A

One side wins and the other loses. Both parties try to maximize their gains

55
Q

What is an example of conjunctive bargaining?

A

wages and benefits – union interested in increasing wages and management wants more work for as little pay as possible

56
Q

What is cooperative bargaining similar to?

A

problem solving sessions in which both sides try to reach a mutually beneficial alternative

57
Q

So what happens to parties in cooperative bargaining?

A

both sides try to reach a mutually beneficial alternative; win-win

58
Q

What do both parties share in cooperative bargaining?

A

share info about interests and concerns

59
Q

What are 6 factors influencing nurses joining unions and nurse manager influence?

A
  1. Elimination of discrimination and favoritism
  2. Increase the power of the individual
  3. Increase nurses’ input into organizational decision making
  4. Nurses social situation - need to be accepted
  5. Employers would be required to accept employee’s as equal
  6. Nurses believe it will improve patient outcomes & quality of care
60
Q

What are 2 violations of the NLRA by a nurse manager? (threaten)

A
  1. Threatening employees with loss of jobs or benefits if they join or vote for a union or engage in protected concerted activity.
  2. Threatening to close the plant if employees select a union to represent them.
61
Q

What is 1 violation of the NLRA by a nurse manager? (Questioning)

A

Questioning employees about their union sympathies or activities in circumstances that tend to interfere with, restrain or coerce employees in the exercise of their rights under the Act.

62
Q

What is 1 violation of the NLRA by a nurse manager? (Promising)

A

Promising benefits to employees to discourage their union support.

63
Q

What is 1 violation of the NLRA by a nurse manager? (Transferring)

A

Transferring, laying off, terminating, assigning employees more difficult work tasks, or otherwise punishing employees because they:

  1. Engaged in union or protected concerted activity.
  2. Filed unfair labor practice charges or participated in an investigation conducted by National Labor Relations Board (NLRB).
64
Q

What is 1 labor union conduct that violates the National Labor relationships act? (Threatens)

A

Threatens to employees that they will lose their jobs unless they support the union.

65
Q

What is 1 labor union conduct that violates the National Labor relationships act? (seeking)

A

Seeking the suspension, discharge or other punishment of an employee for not being a union member even if the employee has paid or offered to pay a lawful initiation fee and periodic fees thereafter.

66
Q

What is 1 labor union conduct that violates the National Labor relationships act? (refusing)

A

Refusing to process a grievance because an employee has criticized union officials or because an employee is not a member of the union in states where union security clauses are not permitted.

67
Q

What is 1 labor union conduct that violates the National Labor relationships act? (fining)

A

Fining employees who have validly resigned from the union for engaging in protected concerted activities following their resignation or for crossing an unlawful picket line.

68
Q

What is 1 labor union conduct that violates the National Labor relationships act? (engaging)

A

Engaging in picket line misconduct, such as threatening, assaulting, or barring non-strikers from the employer’s premises.

69
Q

What is 1 labor union conduct that violates the National Labor relationships act? (striking)

A

Striking over issues unrelated to employment terms and conditions or coercively enmeshing neutrals into a labor dispute.

70
Q

What is the first step in organizing a bargaining unit?

A

Quietly talk to a few of your co-workers who you think may be interested in organizing.

71
Q

Once you quietly talk to co-workers what are identified? established?

A

Leaders are identified and an organizing committeerepresenting all major departmentsandall shifts andreflecting the racial, ethnic and gender diversityin the workforce is established

72
Q

What must be gathered once leaders are identified?

A

Information about the workplace must be gathered

73
Q

What 3 things must be gathered in terms of information about the workplace?

A
  1. workplace structure:departments, work areas, jobs, shifts
  2. employee information:name, address, phone, shift, job title, and department for each worker (employee list)
  3. employer information:other locations, parent company, product(s), customers, union history
74
Q

Once information about the workplace is gathered, what needs to be adopted?

A

Adopt an issues program

75
Q

Once an issues program is adopted, what needs to happen?

A

Sign-up majority on union cards

76
Q

What percent do you need at least for union cards?

A

30%

77
Q

How much must you have to win the union election?

A

must have 50% + 1 to win

78
Q

What must it be to win the union election?

A

must be an appropriate bargaining unit

79
Q

Once the union election is won, what needs to happen?

A

negotiate a contract

80
Q

If it takes longer than a year to negotiate a contract, what happens?

A

the election is void

81
Q

What often happens with employers when they are negotiating a contract?

A

employers employ delay tactics

82
Q

What is an agreement between employers and unions about how much autonomy the employer has in running day-to-day business operations?

A

management rights clause

83
Q

Before a workforce is unionized, the company’s management has the right to do what?

A

to make decisions that affect that workplace, subject to state and federal laws.

84
Q

When a workforce is unionized, the company still has the right to do what?

A

make decisions but management must abide by the “clause” agreed upon.

85
Q

What is the union recognition clause as important as?

A

make decisions but management must abide by the “clause” agreed upon.

86
Q

In order to arrive at an agreement there is usually what with a union recognition clause?

A

compromise in these two areas

87
Q

What does a right to work law guarantee?

A

guarantees that no person can be compelled, as a condition of employment, to join or not to join, nor to pay dues to a labor union

88
Q

What does a right to work law affirm?

A

affirms the right of states to enact Right to Work laws.

89
Q

Is Arizona a right-to-work state?

A

yes; since statehood

90
Q

What state became the 25th right-to-work state recently?

A

Wisconsin

91
Q

What happened about 20 years ago with the ANA and SNA?

A

ANA ended the organizations’ “collective bargaining” status which this led to fragmentation on the ANA-SNA network and SNAs with collective bargaining found “homes” with other labor unions.

92
Q

true or false: Few managerial nurses are members of an SNA that engages in collective bargaining

A

true

93
Q

What is provision 2 of the ANA code of ethics for nursing?

A

The nurse’s primary commitment is to the patient, whether an individual, family, group, community, or population

94
Q

What is provision 6 of the ANA code of ethics for nursing?

A

The nurse, through individual and collective effort, established, maintains, and improves the ethical environment of the work setting and conditions of employment that are conducive to safe, quality health care

95
Q

What do nurses undertake?

A

undertake actions based on social justice and patient care

96
Q

When were patient safety and staff ratios first negotiated?

A

negotiated beginning in the early 1990’s

97
Q

What do we need to do as nurses?

A

We all need to work together, as the profession

N478 (15 decks)

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