A guide in understanding the concepts of IO

1. PRESENTED BY:
MARY ANNE A. PORTUGUEZ, MP, RP M
LEGAL ISSUES

2. Labor-Management Relations
 Labor relations, relationships between employee on
one hand and management on the other.
 Nowadays, the term is used to cover the
relationships between management and labor
unions.

3. Labor Relations as Personnel Management
Function
 The efficient use of the material resources as any
organization depends on how well it is utilized by
its personnel and manpower.
 A code of ways of organization and treating
individual at work so that they will each get the
greatest possible realization of their intrinsic
abilities.

4. Sources of Labor Problems
 Irritation
 Complaints
 Grievances
 Misunderstanding

5. What is labor problem?
 It is a difficulty caused by impairment of the
harmonious relations between employees and
management.
 The existence of such problem affects the morale of
employees and in serious cases impairs the efficient
operations of the company.

6. Satisfaction of Human Needs
 BASIC PHYSIOLOGICAL NEEDS:
Hunger, rest and sleep, protection, reproduction
 SOCIAL NEEDS:
Companionship, approval of others, assertion of
oneself, self-approval

7. Satisfaction of Personal Needs
 Wage or Salary
 Company personnel policy
 Working conditions
 Job security and stability
 Opportunity for advancement and self-improvement
 Supervisors who are understanding, fair, and tactful
in dealing with workers
 Sympathetic assistance

8. GRIEVANCES AND
COMPLAINTS

9. Complaint
 It is a spoken or written dissatisfaction that disturbs
the worker enough to cause a negative reaction to be
brought to the attention of supervisor/management.
 It is a feeling of dissatisfaction, expressed or
suppresed, valid or not, concerning a matter or
situation relating to work.

10. Grievance
 Any dissatisfaction, complaint, irritation, or
misunderstanding.
 It arises from his job or his relationship with his
employer, any violation of the CBA or Labor Code
that he thinks or feels he is wronged or treated
unfairly.

11. Settling Disputes
 Mediation is a process of negotiation in which the
disputing parties come together to discuss their
differences under the supervision of a mediator. The
mediator may be court-appointed or chosen jointly by
the parties.
 Conciliation is similar to mediation but is more
commonly used by government agencies or tribunals.
For example, industrial disputes involving employers
and employees may often be referred to conciliation.
 Arbitration is quite similar to a court hearing. The
disputing parties are present, commonly accompanied
by their lawyers, and the dispute is determined by an
impartial arbitrator who may be court-appointed. The
benefit of using arbitration is that it is cheaper and the
rules of arbitration are not as rigid as the rules of court.

12. DISCRIMINATION
 ADVERSE IMPACT, it is based on the 80% or 4/5ths
rule.
 UNFAIRNESS, it occurs when minorities and non
minorities score differently on the predictor test yet
perform similarly on the criterion. Ex. MCAT
 DIFFERENTIAL VALIDITY,occurs when there are
significantly different criterion-related validity for
different group on the same test. Put more simply,
differential validity means that the test is more valid
for predicting the performance of one group than it
is for predicting the performance of another. Ex.Male
vs. females

13. DISCRIMINATION VS. PREJUDICE
 Prejudice is an unjustified or incorrect attitude
(usually negative) towards an individual based
solely on the individual’s membership of a social
group.
 Discrimination is the behavior or actions, usually
negative, towards an individual or group of people,
especially on the basis of sex/race/social class, etc.