This document discusses collective bargaining and provides details on the topic. It describes the collective bargaining process as having five core steps: prepare, discuss, propose, bargain, and settlement. It also outlines different forms of bargaining including distributive, integrative, attitudinal restructuring, and intra-organizational. Key aspects of collective bargaining covered include its importance to employees, employers, and society, as well as different levels and potential deadlocks like strikes and lockouts.
This document discusses safety, risk, and risk assessment in engineering. It defines safety and risk, and explains how they are related but different. Safety is when risks are known and judged as acceptable, while risk is the potential for something harmful to occur. There are various types of risks, including acceptable risks, voluntary risks, job-related risks, and public risks. Properly assessing safety and risk is important for engineers. It involves understanding uncertainties, testing for safety, and analyzing how safety, risk, and costs are interrelated for different types of products and projects. The overall goal of risk assessment is to evaluate hazards and minimize risks through added control measures to create a safer environment.
Unit III GE8076 Professional Ethics in Engineering by Dr.SelvaganesanDr. SELVAGANESAN S
1. Engineering projects can be viewed as social experiments that involve uncertainty and risks to human lives, requiring engineers to act with moral responsibility as experimenters.
2. As responsible experimenters, engineers must have a conscientious commitment to moral values, a comprehensive perspective, moral autonomy in decision making, and accountability for results.
3. Research ethics involves applying fundamental ethical principles to scientific research, including aspects like human experimentation, academic integrity, and responsible conduct of research through honesty, objectivity and respect for others.
Unit-3 Professional Ethics in EngineeringNandakumar P
This document discusses safety and risk assessment in engineering. It defines safety and risk, and examines factors that influence risk perception such as voluntarism, control, and information. It also discusses techniques for assessing and reducing risk, including fault tree analysis, failure mode and effects analysis, and scenario analysis. The document concludes with case studies on the Three Mile Island and Chernobyl nuclear accidents and emphasizes the importance of disaster planning, training, and ensuring safe exits in product design.
Engineering ethics and weapons development ethics are important topics. Engineering ethics examines the moral principles and values that guide engineering work and research. Weapons development involves serious ethical discussions due to its effects. Some engineers feel conflicted about weapons work due to personal conscience, though others see benefits like defending their nation. Overall, engineers developing weapons should consider minimizing harm while protecting interests of all people.
Engineers have a shared responsibility with managers, marketers, and the public to act as responsible experimenters. To fulfill this obligation, engineers must protect safety, consider possible risks and side effects, be personally involved in projects, and accept accountability for results. As technology professionals working within large organizations, engineers can emphasize obligations to their employers over broader duties. However, conceiving of their work as social experimentation helps restore their vision as guardians of public interests through practices like forecasting impacts, defensive design, and respecting informed consent. Acting with moral autonomy, relevant information gathering, and accountability are key features of responsible engineering.
Unit-4 Professional Ethics in EngineeringNandakumar P
About an engineer's responsibility and rights he/she having nowadays. This PPT will give them a basic approach towards engineer's work towards public needs that develop the society in this updated world.
Engineers are often required to act as expert witnesses and advisors. As expert witnesses, they must provide independent and impartial evidence to help explain technical issues to courts or tribunals. They may need to prepare reports, meet with other experts, and provide testimony in trials. As advisors, engineers must study problems objectively and consider all technical, economic, environmental, and social aspects before formulating recommendations. They should serve the public interest above all others and adopt a value-guided advocacy role. Choosing experts with clear communication skills and authoritative knowledge is paramount.
This document discusses safety, risk, and risk assessment in engineering. It defines safety and risk, and explains how they are related but different. Safety is when risks are known and judged as acceptable, while risk is the potential for something harmful to occur. There are various types of risks, including acceptable risks, voluntary risks, job-related risks, and public risks. Properly assessing safety and risk is important for engineers. It involves understanding uncertainties, testing for safety, and analyzing how safety, risk, and costs are interrelated for different types of products and projects. The overall goal of risk assessment is to evaluate hazards and minimize risks through added control measures to create a safer environment.
Unit III GE8076 Professional Ethics in Engineering by Dr.SelvaganesanDr. SELVAGANESAN S
1. Engineering projects can be viewed as social experiments that involve uncertainty and risks to human lives, requiring engineers to act with moral responsibility as experimenters.
2. As responsible experimenters, engineers must have a conscientious commitment to moral values, a comprehensive perspective, moral autonomy in decision making, and accountability for results.
3. Research ethics involves applying fundamental ethical principles to scientific research, including aspects like human experimentation, academic integrity, and responsible conduct of research through honesty, objectivity and respect for others.
Unit-3 Professional Ethics in EngineeringNandakumar P
This document discusses safety and risk assessment in engineering. It defines safety and risk, and examines factors that influence risk perception such as voluntarism, control, and information. It also discusses techniques for assessing and reducing risk, including fault tree analysis, failure mode and effects analysis, and scenario analysis. The document concludes with case studies on the Three Mile Island and Chernobyl nuclear accidents and emphasizes the importance of disaster planning, training, and ensuring safe exits in product design.
Engineering ethics and weapons development ethics are important topics. Engineering ethics examines the moral principles and values that guide engineering work and research. Weapons development involves serious ethical discussions due to its effects. Some engineers feel conflicted about weapons work due to personal conscience, though others see benefits like defending their nation. Overall, engineers developing weapons should consider minimizing harm while protecting interests of all people.
Engineers have a shared responsibility with managers, marketers, and the public to act as responsible experimenters. To fulfill this obligation, engineers must protect safety, consider possible risks and side effects, be personally involved in projects, and accept accountability for results. As technology professionals working within large organizations, engineers can emphasize obligations to their employers over broader duties. However, conceiving of their work as social experimentation helps restore their vision as guardians of public interests through practices like forecasting impacts, defensive design, and respecting informed consent. Acting with moral autonomy, relevant information gathering, and accountability are key features of responsible engineering.
Unit-4 Professional Ethics in EngineeringNandakumar P
About an engineer's responsibility and rights he/she having nowadays. This PPT will give them a basic approach towards engineer's work towards public needs that develop the society in this updated world.
Engineers are often required to act as expert witnesses and advisors. As expert witnesses, they must provide independent and impartial evidence to help explain technical issues to courts or tribunals. They may need to prepare reports, meet with other experts, and provide testimony in trials. As advisors, engineers must study problems objectively and consider all technical, economic, environmental, and social aspects before formulating recommendations. They should serve the public interest above all others and adopt a value-guided advocacy role. Choosing experts with clear communication skills and authoritative knowledge is paramount.
Ge6075 professional ethics in engineering unit 1Dr Geetha Mohan
Morals, values and Ethics – Integrity – Work ethic – Service learning – Civic virtue – Respect for others – Living peacefully – Caring – Sharing – Honesty – Courage – Valuing time – Cooperation – Commitment – Empathy – Self confidence – Character – Spirituality – Introduction to Yoga and meditation for professional excellence and stress management.
This document discusses various global issues related to engineering including multinational corporations, environmental ethics, computer ethics, weapons development, engineers as managers and consultants, and engineers serving as expert witnesses. It addresses the responsibilities and ethical considerations for engineers in these roles. Specifically, it examines the impacts of globalization and multinational corporations, the importance of environmental protection and sustainability, moral issues related to computer and weapons technologies, managing conflicts as an engineer-manager, and the duties of consulting engineers including ethical advertising, bidding, and prioritizing client safety.
Unit II Engineering Ethics (GE8076 Professional Ethics in Engineering)Dr. SELVAGANESAN S
This document provides an overview of Engineering Ethics. It discusses:
- The definition and scope of Engineering Ethics, which is concerned with rules and standards guiding engineers professionally.
- Variety of moral issues engineers may face, such as those related to their organization, clients, competitors, laws/regulations, and society/environment.
- Three types of inquiries in Engineering Ethics: normative inquiries identify values guiding decisions; conceptual inquiries describe meanings; and factual inquiries establish facts.
- Key concepts like morality, professionalism, and the variety of bodies that establish codes of ethics for engineers.
Senses of “Engineering Ethics” – Variety of moral issues – Types of inquiry – Moral dilemmas – Moral Autonomy – Kohlberg‟s theory – Gilligan‟s theory – Consensus and Controversy – Models of professional roles - Theories about right action – Self-interest – Customs and Religion – Uses of Ethical Theories
This document discusses several topics related to professional ethics in engineering, including global issues faced by engineers. It covers multinational corporations and their environmental and social responsibilities. It also discusses environmental ethics, noting engineers' duties to assess environmental impacts, establish pollution standards, implement countermeasures, and increase environmental awareness. Specific global environmental issues covered include plastic waste disposal, e-waste disposal, industrial waste disposal, depletion of the ozone layer, global warming, and acid rain.
The document discusses engineering ethics, which is defined as the study of moral issues and decisions confronting individuals and organizations engaged in engineering. It notes that engineering ethics examines the moral principles, values, and acceptable behaviors in engineering practice and research. The document also outlines various aspects of engineering ethics including moral values, responsibilities, dilemmas, technological development, and the scope of issues at both the micro and macro levels.
Industry standards provide guidelines for how industries operate and produce goods and services. They help ensure quality, facilitate competition, and allow industries to be competitive both domestically and globally. In India, the Bureau of Indian Standards is responsible for setting industry standards according to legal requirements and expert consultation. Standards vary by industry but generally relate to consistent production methods, sizes of materials, and other operational details. They aim to provide transparency and allow for innovation while meeting policy and safety goals.
This document outlines the topics and structure of an ethics course for engineers. It will cover frameworks for analyzing professional and ethical issues, various views on ethics, and the rights and responsibilities of professionals. The course will be 70% lectures and 30% discussion. Students will be graded based on midterm and final exams (70%) and case study assignments (30%). Key topics will include moral reasoning, codes of ethics, utilitarianism, and virtue ethics. Case studies will explore real-world examples like the Ford Pinto and Bhopal disaster. The goal is for students to develop skills for confronting ethical dilemmas in their professional careers.
This document discusses safety, risk, and ethics in engineering. It covers definitions of safety and risk, methods for assessing safety and risk, factors that influence risk acceptability, and uncertainties in product design. Safety is defined as acceptable risk, while risk is the probability and consequence of potential harm. Engineers must consider various uncertainties and test products thoroughly to minimize risk and ensure safety. Proper risk assessment and management require effective communication between experts and the public.
This document discusses a student project on weapon development ethics. It thanks the teacher and college for the opportunity. The project helped understand ethics of weapon development and factors contributing to it. It discusses why weapon development ethics is important for engineers and consequences of unethical use. It also discusses factors driving weapon development like technological advances and terrorism. It concludes that use of weapons unethically can harm lives and infrastructure while professionals should avoid unethical projects.
Unit 2-GE 6075 – PROFESSIONAL ETHICS IN ENGINEERING ...Mohanumar S
This document discusses various aspects of engineering ethics. It begins by defining engineering ethics as the study of related moral questions about people and organizations involved in technical activities. It then discusses the variety of moral issues engineers may face, including safety-related disasters. It also covers types of ethical inquiries, moral dilemmas, moral autonomy, and theories related to developing moral reasoning skills. The document outlines different perspectives on professional roles and responsibilities. Finally, it discusses some key theories for determining right action, including utilitarianism, rights ethics, and duty-based ethics.
The document discusses the topic of spirituality. It provides several definitions and descriptions of spirituality, including that it is an inner path to discover one's essence, can involve connecting to larger realities through practices like meditation and prayer, and is often a source of inspiration or orientation in life. It also notes that spirituality includes creativity, communication, respect for others, and motivation. The document goes on to discuss how spirituality can be promoted in the workplace by respecting individuals, knowing your coworkers' goals, stating your own ethics clearly, and doing good unto others. It concludes by listing several spiritual traits that can be developed for excellence in corporate activities, such as self-awareness, vision, compassion, and creative thinking.
This document outlines the syllabus for a course on professional ethics in engineering. It covers 5 units: human values, engineering ethics, engineering as social experimentation, safety responsibilities and rights, and global issues. Unit 1 discusses human values like integrity, work ethic, service learning, and caring. It also introduces concepts like morals, values, and ethics.
Digital signature certificates (DSC) provide a digital equivalent of a physical signature and can verify identity online. There are two main types of DSC in India - Class 2 for individuals and Class 3 for organizations requiring higher assurance. The government assures five companies can provide DSCs across India, like TCS and ACE Technology in Rajasthan. DSCs allow vendors, bidders, and others to electronically sign and submit documents from anywhere, reducing paperwork. The goal is to make government services more accessible online through programs like MCA21.
This document discusses moral autonomy and the relationship between consensus and controversy. It defines moral autonomy as the ability to think critically and independently about moral issues. It notes that while exercising moral autonomy, individuals may arrive at different conclusions on moral issues, leading to controversy. However, some consensus is still needed. Consensus provides a framework for learning and tolerance. The document gives examples of moral dilemmas where principles conflict and no clear consensus or solution exists. It argues that authority and autonomy can be compatible if there is consensus on the role of authority.
This document discusses engineering ethics and provides background information. It covers several key points:
1. Engineering ethics examines engineers' obligations to the public, clients, employers, and the profession. Codes of ethics vary by discipline and jurisdiction.
2. In the US, licensed Professional Engineers are governed by statute and generally consistent codes, while industry engineers rely more on business ethics.
3. A primary principle of engineering ethics codes is to hold paramount public safety, health and welfare. Whistleblowing is also discussed as an important ethical issue.
4. Other common ethical issues include relationships with clients/others, ensuring legal compliance, conflicts of interest, and confidentiality. Business ethics also informs engineering ethics
This document discusses various topics related to engineering ethics including:
- Types of inquiry in engineering ethics such as normative, conceptual, and factual inquiries.
- Moral dilemmas and the skills needed to address them such as identifying relevant moral factors and considering alternative courses of action.
- Theories of moral development including Kohlberg's stages of moral reasoning and Gilligan's model which focuses on an ethic of care.
- Characteristics of professions and professionalism as well as models of the professional engineer's role in society.
- Virtue ethics and the virtues that define professional responsibility such as self-direction, public spirit, teamwork, and proficiency.
Safety and Risk – Assessment of Safety and Risk – Risk Benefit Analysis and Reducing Risk - Respect for Authority – Collective Bargaining – Confidentiality – Conflicts of Interest – Occupational Crime – Professional Rights – Employee Rights – Intellectual Property Rights (IPR) – Discrimination
Professional ethics outlines standards of behavior expected of professionals. For engineers, this includes honesty, impartiality, and prioritizing public health and safety. Engineering managers must lead teams to accomplish goals while inspiring and empowering others. Successful engineering managers have strong technical knowledge complemented by management qualifications. They are skilled in project management, communication, decision-making, and delegation.
GE 6075 PROFESSIONALETHICS IN ENGINEERING UNIT HUMAN VALUESPALANIVEL SUBBIAH
PPTs describe Unit of Professional Ethics in Engineering which include Morals, values and Ethics – Integrity – Work ethic – Service learning – Civic virtue – Respect for others – Living peacefully – Caring – Sharing – Honesty – Courage – Valuing time – Cooperation – Commitment – Empathy – Self confidence – Character – Spirituality – Introduction to Yoga and meditation for professional excellence and stress management.
This document contains a summary of 6 articles related to foreign institutional investment (FII) in India. The articles discuss trends in FII flows into Indian equities and bonds from 2012 to present day and the impact of FII movements on the Indian stock market, specifically the BSE Sensex index. Several key findings are presented, including that Indian equities received the most FII inflows in Asia in 2012 and that FII flows show a generally positive correlation with movements in the Sensex, though not always immediately. The impact of FII on other economic variables like the rupee is also examined.
Ge6075 professional ethics in engineering unit 1Dr Geetha Mohan
Morals, values and Ethics – Integrity – Work ethic – Service learning – Civic virtue – Respect for others – Living peacefully – Caring – Sharing – Honesty – Courage – Valuing time – Cooperation – Commitment – Empathy – Self confidence – Character – Spirituality – Introduction to Yoga and meditation for professional excellence and stress management.
This document discusses various global issues related to engineering including multinational corporations, environmental ethics, computer ethics, weapons development, engineers as managers and consultants, and engineers serving as expert witnesses. It addresses the responsibilities and ethical considerations for engineers in these roles. Specifically, it examines the impacts of globalization and multinational corporations, the importance of environmental protection and sustainability, moral issues related to computer and weapons technologies, managing conflicts as an engineer-manager, and the duties of consulting engineers including ethical advertising, bidding, and prioritizing client safety.
Unit II Engineering Ethics (GE8076 Professional Ethics in Engineering)Dr. SELVAGANESAN S
This document provides an overview of Engineering Ethics. It discusses:
- The definition and scope of Engineering Ethics, which is concerned with rules and standards guiding engineers professionally.
- Variety of moral issues engineers may face, such as those related to their organization, clients, competitors, laws/regulations, and society/environment.
- Three types of inquiries in Engineering Ethics: normative inquiries identify values guiding decisions; conceptual inquiries describe meanings; and factual inquiries establish facts.
- Key concepts like morality, professionalism, and the variety of bodies that establish codes of ethics for engineers.
Senses of “Engineering Ethics” – Variety of moral issues – Types of inquiry – Moral dilemmas – Moral Autonomy – Kohlberg‟s theory – Gilligan‟s theory – Consensus and Controversy – Models of professional roles - Theories about right action – Self-interest – Customs and Religion – Uses of Ethical Theories
This document discusses several topics related to professional ethics in engineering, including global issues faced by engineers. It covers multinational corporations and their environmental and social responsibilities. It also discusses environmental ethics, noting engineers' duties to assess environmental impacts, establish pollution standards, implement countermeasures, and increase environmental awareness. Specific global environmental issues covered include plastic waste disposal, e-waste disposal, industrial waste disposal, depletion of the ozone layer, global warming, and acid rain.
The document discusses engineering ethics, which is defined as the study of moral issues and decisions confronting individuals and organizations engaged in engineering. It notes that engineering ethics examines the moral principles, values, and acceptable behaviors in engineering practice and research. The document also outlines various aspects of engineering ethics including moral values, responsibilities, dilemmas, technological development, and the scope of issues at both the micro and macro levels.
Industry standards provide guidelines for how industries operate and produce goods and services. They help ensure quality, facilitate competition, and allow industries to be competitive both domestically and globally. In India, the Bureau of Indian Standards is responsible for setting industry standards according to legal requirements and expert consultation. Standards vary by industry but generally relate to consistent production methods, sizes of materials, and other operational details. They aim to provide transparency and allow for innovation while meeting policy and safety goals.
This document outlines the topics and structure of an ethics course for engineers. It will cover frameworks for analyzing professional and ethical issues, various views on ethics, and the rights and responsibilities of professionals. The course will be 70% lectures and 30% discussion. Students will be graded based on midterm and final exams (70%) and case study assignments (30%). Key topics will include moral reasoning, codes of ethics, utilitarianism, and virtue ethics. Case studies will explore real-world examples like the Ford Pinto and Bhopal disaster. The goal is for students to develop skills for confronting ethical dilemmas in their professional careers.
This document discusses safety, risk, and ethics in engineering. It covers definitions of safety and risk, methods for assessing safety and risk, factors that influence risk acceptability, and uncertainties in product design. Safety is defined as acceptable risk, while risk is the probability and consequence of potential harm. Engineers must consider various uncertainties and test products thoroughly to minimize risk and ensure safety. Proper risk assessment and management require effective communication between experts and the public.
This document discusses a student project on weapon development ethics. It thanks the teacher and college for the opportunity. The project helped understand ethics of weapon development and factors contributing to it. It discusses why weapon development ethics is important for engineers and consequences of unethical use. It also discusses factors driving weapon development like technological advances and terrorism. It concludes that use of weapons unethically can harm lives and infrastructure while professionals should avoid unethical projects.
Unit 2-GE 6075 – PROFESSIONAL ETHICS IN ENGINEERING ...Mohanumar S
This document discusses various aspects of engineering ethics. It begins by defining engineering ethics as the study of related moral questions about people and organizations involved in technical activities. It then discusses the variety of moral issues engineers may face, including safety-related disasters. It also covers types of ethical inquiries, moral dilemmas, moral autonomy, and theories related to developing moral reasoning skills. The document outlines different perspectives on professional roles and responsibilities. Finally, it discusses some key theories for determining right action, including utilitarianism, rights ethics, and duty-based ethics.
The document discusses the topic of spirituality. It provides several definitions and descriptions of spirituality, including that it is an inner path to discover one's essence, can involve connecting to larger realities through practices like meditation and prayer, and is often a source of inspiration or orientation in life. It also notes that spirituality includes creativity, communication, respect for others, and motivation. The document goes on to discuss how spirituality can be promoted in the workplace by respecting individuals, knowing your coworkers' goals, stating your own ethics clearly, and doing good unto others. It concludes by listing several spiritual traits that can be developed for excellence in corporate activities, such as self-awareness, vision, compassion, and creative thinking.
This document outlines the syllabus for a course on professional ethics in engineering. It covers 5 units: human values, engineering ethics, engineering as social experimentation, safety responsibilities and rights, and global issues. Unit 1 discusses human values like integrity, work ethic, service learning, and caring. It also introduces concepts like morals, values, and ethics.
Digital signature certificates (DSC) provide a digital equivalent of a physical signature and can verify identity online. There are two main types of DSC in India - Class 2 for individuals and Class 3 for organizations requiring higher assurance. The government assures five companies can provide DSCs across India, like TCS and ACE Technology in Rajasthan. DSCs allow vendors, bidders, and others to electronically sign and submit documents from anywhere, reducing paperwork. The goal is to make government services more accessible online through programs like MCA21.
This document discusses moral autonomy and the relationship between consensus and controversy. It defines moral autonomy as the ability to think critically and independently about moral issues. It notes that while exercising moral autonomy, individuals may arrive at different conclusions on moral issues, leading to controversy. However, some consensus is still needed. Consensus provides a framework for learning and tolerance. The document gives examples of moral dilemmas where principles conflict and no clear consensus or solution exists. It argues that authority and autonomy can be compatible if there is consensus on the role of authority.
This document discusses engineering ethics and provides background information. It covers several key points:
1. Engineering ethics examines engineers' obligations to the public, clients, employers, and the profession. Codes of ethics vary by discipline and jurisdiction.
2. In the US, licensed Professional Engineers are governed by statute and generally consistent codes, while industry engineers rely more on business ethics.
3. A primary principle of engineering ethics codes is to hold paramount public safety, health and welfare. Whistleblowing is also discussed as an important ethical issue.
4. Other common ethical issues include relationships with clients/others, ensuring legal compliance, conflicts of interest, and confidentiality. Business ethics also informs engineering ethics
This document discusses various topics related to engineering ethics including:
- Types of inquiry in engineering ethics such as normative, conceptual, and factual inquiries.
- Moral dilemmas and the skills needed to address them such as identifying relevant moral factors and considering alternative courses of action.
- Theories of moral development including Kohlberg's stages of moral reasoning and Gilligan's model which focuses on an ethic of care.
- Characteristics of professions and professionalism as well as models of the professional engineer's role in society.
- Virtue ethics and the virtues that define professional responsibility such as self-direction, public spirit, teamwork, and proficiency.
Safety and Risk – Assessment of Safety and Risk – Risk Benefit Analysis and Reducing Risk - Respect for Authority – Collective Bargaining – Confidentiality – Conflicts of Interest – Occupational Crime – Professional Rights – Employee Rights – Intellectual Property Rights (IPR) – Discrimination
Professional ethics outlines standards of behavior expected of professionals. For engineers, this includes honesty, impartiality, and prioritizing public health and safety. Engineering managers must lead teams to accomplish goals while inspiring and empowering others. Successful engineering managers have strong technical knowledge complemented by management qualifications. They are skilled in project management, communication, decision-making, and delegation.
GE 6075 PROFESSIONALETHICS IN ENGINEERING UNIT HUMAN VALUESPALANIVEL SUBBIAH
PPTs describe Unit of Professional Ethics in Engineering which include Morals, values and Ethics – Integrity – Work ethic – Service learning – Civic virtue – Respect for others – Living peacefully – Caring – Sharing – Honesty – Courage – Valuing time – Cooperation – Commitment – Empathy – Self confidence – Character – Spirituality – Introduction to Yoga and meditation for professional excellence and stress management.
This document contains a summary of 6 articles related to foreign institutional investment (FII) in India. The articles discuss trends in FII flows into Indian equities and bonds from 2012 to present day and the impact of FII movements on the Indian stock market, specifically the BSE Sensex index. Several key findings are presented, including that Indian equities received the most FII inflows in Asia in 2012 and that FII flows show a generally positive correlation with movements in the Sensex, though not always immediately. The impact of FII on other economic variables like the rupee is also examined.
La Unión Europea ha acordado un embargo petrolero contra Rusia en respuesta a la invasión de Ucrania. El embargo prohibirá las importaciones marítimas de petróleo ruso a la UE y pondrá fin a las entregas a través de oleoductos dentro de seis meses. Esta medida forma parte de un sexto paquete de sanciones de la UE destinadas a aumentar la presión económica sobre Moscú y privar al Kremlin de fondos para financiar su guerra.
La Unión Europea ha anunciado nuevas sanciones contra Rusia por su invasión de Ucrania. Las sanciones incluyen prohibiciones de viaje y congelamiento de activos para más funcionarios rusos, así como restricciones a las importaciones de productos rusos de acero y tecnología. Los líderes de la UE esperan que estas medidas adicionales aumenten la presión económica sobre Rusia y la disuadan de continuar su guerra contra Ucrania.
perspektif pendidikan dalam islam antara teori dan praktikhendyx
1. Pendidikan Islam dapat dipahami dari perspektif teori dan praktik berdasarkan istilah-istilah seperti tarbiyah, ta'lim, dan ta'dib.
2. Secara praktis, seorang pegawai negeri menanamkan konsep "taman surga" di sekolah dengan mengubah pola pemikiran guru dan memfokuskan kegiatan pada kecerdasan intelektual, emosi, dan spiritual siswa.
3. Pendekatan ini berhasil membuat proses bel
Collective bargaining is a process of negotiation between employer and employee representatives regarding terms of employment. It aims to reach mutually agreeable conditions through discussion and involves joint decision making between firms and workers. Collective bargaining operates at national, sectoral, and company levels and has importance for employees, employers, and society by promoting industrial peace and harmonious labor relations.
This document provides an overview of collective bargaining. It defines collective bargaining as a type of negotiation used by employees to work with their employers. During collective bargaining, workers' representatives negotiate with the employer to reach a contract covering issues like hours, wages, benefits, and workplace rules. The final agreed-upon contract is called a collective bargaining agreement. The document then discusses the collective bargaining process, levels of collective bargaining (e.g. enterprise, sectoral), problems that can occur, and the importance of collective bargaining to employers, employees and society.
Collective bargaining is a process where employers and employee representatives negotiate terms of employment, such as pay, benefits, hours, and health and safety standards. The goal is to reach a collective agreement that sets these standards. The process typically involves representatives from labor unions and employers exchanging proposals and counterproposals until a compromise is reached. Some key aspects of collective bargaining include establishing negotiation teams, determining negotiation procedures and ground rules, exchanging initial proposals, bargaining to find agreement, and formalizing the final agreed upon terms in a binding contract.
Collective bargaining is a process where employee representatives negotiate with management to determine terms of employment, such as wages, hours, benefits and working conditions. It aims to maintain good relations between employers and employees and resolve disputes amicably. The process typically involves preparation, identifying issues, negotiation, reaching an initial agreement, ratification, and implementing the ratified agreement. Effective collective bargaining relies on trust and cooperation between parties to find mutually agreeable solutions.
This document discusses collective bargaining. It begins by defining collective bargaining as negotiations between an employer and employees to determine employment conditions and resolve labor disputes. It then outlines six learning outcomes related to understanding collective bargaining. The document proceeds to discuss key aspects of collective bargaining like its characteristics, forms, process, importance, and levels. It notes that collective bargaining is a group process that establishes rules restricting management's freedom through formalized negotiations. The importance is that it helps resolve issues, promotes job security, and facilitates industrial peace. Collective bargaining can operate at the national, sector, and company levels.
Collective bargaining is a process where workers' representatives negotiate with employers to determine terms of employment such as wages, hours, benefits, and working conditions. During negotiations, both sides discuss issues and proposals in an attempt to reach an agreement that is acceptable to both labor and management. The final agreed upon terms are documented in a collective bargaining agreement that remains in effect for a set time period, usually three years. Collective bargaining promotes workers' rights and industrial peace by establishing fair employment standards and resolving disputes through negotiation rather than conflict.
Collective bargaining is a process between employers and employees where they negotiate terms of employment such as pay, hours, and safety procedures. It aims to reach a collective agreement that regulates these conditions for a set time period. The objectives of collective bargaining include allowing workers to voice issues, facilitating mutually agreeable solutions to disputes, and developing stable labor relations. It is a formalized process typically involving negotiations between unions representing employees and employers or employer associations. Key aspects of collective bargaining include establishing ground rules, clarifying positions, bargaining and problem solving to reach agreements, and implementing finalized contracts.
This document defines key terms related to labor relations such as labor relations, employer, and employee. It then discusses collective bargaining as a process where union representatives negotiate with management to determine wages, benefits, and work rules. The document outlines the collective bargaining process, which includes preparing, discussing issues, proposing options, bargaining, and reaching a settlement. It also discusses types of bargaining and issues typically addressed, such as wages, benefits, and administrative policies. Finally, it describes the functions of collective bargaining in facilitating social change and maintaining peace between labor and management.
This document discusses collective bargaining, which is a process where employees negotiate with employers over working conditions and terms of employment. It defines collective bargaining, lists its objectives and characteristics, and describes the structure, types, issues involved, and process. The key aspects covered are that collective bargaining aims to reach agreements on pay, hours, and other rights through a formal negotiation process between worker and employer representatives, with the goal of improving relations and avoiding conflicts.
Collective bargaining is a process of negotiation between employers and employee representatives, such as labor unions, regarding terms of employment. It allows both parties to resolve disputes in a peaceful manner and establish fair wages and working conditions. Key aspects of collective bargaining include preparing for negotiations, discussing proposals and counterproposals, bargaining to reach an agreement, and settling on a final collective bargaining agreement that is put in writing. The goal is to maintain stable labor relations and industrial peace.
Collective bargaining is a process of negotiation between employers and employee representatives, such as labor unions, regarding terms of employment. It allows both parties to resolve disputes in a peaceful manner and establish fair wages and working conditions. Key aspects of collective bargaining include preparing for negotiations, discussing proposals and counterproposals, bargaining to reach an agreement, and settling on a final collective bargaining agreement that is put in writing. The goal is to maintain stable labor relations and industrial peace.
Collective bargaining is a process between employers and employees or their representatives to negotiate terms of employment. It aims to provide stable labor relations and resolve disputes in a mutually agreeable way. Key issues discussed include pay, hours, training and health/safety. The process involves preparation, discussion of proposals, bargaining, and final settlement agreement. Benefits include participation in decisions and standardized practices, while disadvantages include reduced individuality and mandatory dues. Negotiations can fail due to unwillingness of parties and changing positions.
Collective bargaining is a process between employers and employees or their representatives to negotiate terms of employment. It aims to provide stable labor relations and resolve disputes in a mutually agreeable manner. Key issues discussed include pay, hours, training, health and safety. The process involves preparation, discussion of proposals, bargaining, and final settlement agreement. Benefits include participation in decisions and established standards, while disadvantages include reduced individuality and mandatory dues. Negotiations can fail due to unwillingness of parties and changing positions.
Collective bargaining is a process of negotiation between employers and employee representatives, usually unions. It determines conditions of employment through discussion and compromise. The goal is to reach an agreement that benefits both parties. Key aspects of collective bargaining include establishing terms of employment, maintaining cooperative employer-employee relations, and resolving disputes through continuous good-faith negotiation.
The document provides information about collective bargaining in India. It defines collective bargaining as an agreement between employers and labor unions that regulates employment terms and conditions. It discusses the objectives, characteristics, types, levels, importance and process of collective bargaining. The document also covers related topics like labor laws in India, employees unions and associations.
Collective bargaining is a process where employee representatives negotiate with employers to determine wages and other terms of employment. It aims to resolve conflicts, protect worker interests through group action, and arrive at agreements through compromise. Some of the major issues addressed through collective bargaining include wages, working conditions, benefits, grievance procedures, and union recognition.
The concept of collective bargaining was introduced very late in India as trade unions were found only in 20th century. The concept of collective bargaining attained significance only after 1962. The phrase collective bargaining is said to be coined by Sydney and Beatrice Webb and Great Britain. It is made up from two words collective which means “group” and bargaining which means “proposals and counter proposals”. So it is a process in which the representatives of a labour organization & the representatives of business organization meet and attempt to negotiate a contract or agreement, which specifies the nature of employee-employer union relationship.
Collective bargaining is a process used by unions and management to negotiate terms of employment through representatives. It aims to find compromise between conflicting interests through joint discussions. The key characteristics include it being a two-way and continuous process, involving group action and flexibility to find compromise. Some objectives are to improve labor relations, ease minor disputes, and ensure management does not make unilateral decisions impacting workers.
Industrial disputes harm all stakeholders like employers, employees, and society. They lead to loss of production and profits for management and loss of wages and jobs for employees. Collective bargaining is a process where union representatives and business representatives negotiate agreements on employment terms and conditions. It helps resolve differences, protect worker interests, maintain employer-employee relationships, and arrive at agreements through compromise. The key issues in collective bargaining are wages, working conditions, job security, and grievance procedures. Collective bargaining is important as it develops employee responsibility and bargaining power, increases productivity and morale, and promotes industrial peace in society.
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1. Department of Electrical & Electronic Engineering
Assignment on
Collective Bargaining
Course Code: ART-2213
Course Title: Professional Ethics
Submission Date: 28.11.2012
Presented By
Md. Atiqur Rahman
Department of Electrical & Electronic Engineering
Leading University
2. 2
ACKNOWLEDGEMENT
All praises to Almighty Allah, the most Gracious, the most Beneficent and the
most Merciful, who enabled us to complete this assignment.
We feel great pleasure in expressing our since gratitude to our teacher, for his
guidance and support for providing us an opportunity to complete a productive
research study of our topic.
3. 3
Contents
Collective Bargaining.....................................................................................................................................4
The collective bargaining process comprises of five core steps:..................................................................4
Prepare......................................................................................................................................................4
Discuss.......................................................................................................................................................4
Propose.....................................................................................................................................................5
Bargain ......................................................................................................................................................5
Settlement ................................................................................................................................................5
Bargaining Form and Tactics.........................................................................................................................5
Distributive bargaining..............................................................................................................................5
Integrative bargaining...............................................................................................................................5
Attitudinal restructuring...........................................................................................................................6
Intra-organizational bargaining ................................................................................................................6
Characteristics of Collective Bargaining........................................................................................................6
Importance of Collective Bargaining.............................................................................................................7
Importance to employees.........................................................................................................................7
Importance to employers .........................................................................................................................8
Importance to society...............................................................................................................................8
Levels of Collective Bargaining......................................................................................................................8
National level ............................................................................................................................................9
Sector or industry level.............................................................................................................................9
Company/enterprise level ........................................................................................................................9
Bargaining Dead Locks ..................................................................................................................................9
Strikes:.......................................................................................................................................................9
Lockouts....................................................................................................................................................9
Third party involvement .........................................................................................................................10
CONCLUSION...............................................................................................................................................10
Reference....................................................................................................................................................11
4. 4
Collective Bargaining
Collective bargaining generally includes negotiations between the two parties
(employees’ representatives & employer’s representatives). Collective bargaining
consists of negotiations between an employer and a group of employees that
determine the conditions of employment. Often employees are represented in the
bargaining by a union or other labor organization. The result of collective bargaining
procedure is called the Collective Bargaining Agreement (CBA). Collective agreements
may be in the form of procedural agreements or substantive agreements. Procedural
agreements deal with the relationship between workers and management and
the procedures to be adopted for resolving individual or group disputes. This will
normally include procedures in respect of individual grievances, disputes and
discipline. Frequently, procedural agreements are put into the company rule
book which provides information on the overall terms and conditions of employment
and codes of behavior. A substantive agreement deals with specific issues, such as
basic pay, overtime premiums, bonus arrangements, holiday entitlements, hours of work,
etc. In many companies, agreements have a fixed time scale and a collective bargaining
process will review the procedural agreement when negotiations take place on
pay and conditions of employment.
The collective bargaining process comprises of five core steps:
Prepare
This phase involves composition of a negotiation team. The negotiation team should
consist of representatives of both the parties with adequate knowledge and skills
for negotiation. In this phase both the employer’s representatives and the union examine
their own situation in order to develop the issues that they believe will be most important.
The first thing to be done is to determine whether there is actually any reason to
negotiate at all. A correct understanding of the main issues to be covered and
intimate knowledge of operations, working conditions, production norms and other
relevant conditions is required.
Discuss
Here, the parties decide the ground rules that will guide the negotiations. A process well
begun is half done and this is no less true in case of collective bargaining. An
environment of mutual trust and understanding is also created so that the collective
bargaining agreement would be reached.
5. 5
Propose
This phase involves the initial opening statements and the possible options that exist to
resolve them. In a word, this phase could be described as ‘brainstorming’. The exchange
of messages takes place and opinion of both the parties is sought.
Bargain
Negotiations are easy if a problem solving attitude is adopted. This stage comprises
the time when ‘what ifs’ and ‘supposals’ are set forth and the drafting of
agreements take place.
Settlement
Once the parties are through with the bargaining process, a consensual agreement is
reached upon wherein both the parties agree to a common decision regarding the problem
or the issue. This stage is described as consisting of effective joint implementation of the
agreement through shared visions, strategic planning and negotiated change.
Bargaining Form and Tactics
A collective bargaining process generally consists of four types of activities
Distributive bargaining
Integrative bargaining
Attitudinal restructuring
Intra-organizational bargaining
Distributive bargaining
It involves haggling over the distribution of surplus. Under it, the economic issues like
wages, salaries and bonus are discussed. In distributive bargaining, one party’s gain is
another party’s loss. This is most commonly explained in terms of a pie. Disputants can
work together to make the pie bigger, so there is enough for both of them to have as
much as they want, or they can focus on cutting the pie up, trying to get as much as they
can for themselves. In general, distributive bargaining tends to be more competitive. This
type of bargaining is also known as conjunctive bargaining.
Integrative bargaining
This involves negotiation of an issue on which both the parties may gain, or at least
neither party loses. For example, representatives of employer and employee sides may
bargain over the better training programmed or a better job evaluation method. Here, both
the parties are trying to make more of something. In general, it tends to be more
6. 6
cooperative than distributive bargaining. This type of bargaining is also known as
cooperative bargaining.
Attitudinal restructuring
This involves shaping and reshaping some attitudes like trust or distrust, friendliness or
hostility between labor and management. When there is backlog of bitterness
between both the parties, attitudinal restructuring is required to maintain smooth
and harmonious industrial relations. It develops bargaining environment and creates trust
and cooperation among the parties
Intra-organizational bargaining
It generally aims at resolving internal conflicts. This is a type of maneuvering to
achieve consensus with the workers and management. Even within the union,
there may be differences between groups. For example, skilled workers may feel that
they are neglected or women workers may feel that their interests are not
looked after properly. Within the management also, there may be differences.
Trade unions maneuver to achieve consensus among the conflicting groups.
Characteristics of Collective Bargaining
It is a group process, wherein one group, representing the employers, and the
other, representing the employees, sit together to negotiate terms of employment.
Negotiations form an important aspect of the process of collective bargaining i.e.,
there is considerable scope for discussion, compromise or mutual give and take in
collective bargaining.
Collective bargaining is a formalized process by which employers and
independent trade unions negotiate terms and conditions of employment and the
ways in which certain employment-related issues are to be regulated at national,
organizational and workplace levels.
Collective bargaining is a process in the sense that it consists of a number of steps.
It begins with the presentation of the charter of demands and ends with reaching
an agreement, which would serve as the basic law governing labor management
relations over a period of time in an enterprise. Moreover, it is flexible process and
not fixed or static. Mutual trust and understanding serve as the byproducts
of harmonious relations between the two parties.
7. 7
It a bipartite process. This means there are always two parties involved
in the process of collective bargaining. The negotiations generally take place
between the employees and the management. It is a form of participation.
Collective bargaining is a complementary process i.e. each party needs something
that the other party has; labor can increase productivity and management can pay
better for their efforts.
Collective bargaining tends to improve the relations between workers
and the union on the one hand and the employer on the other.
Collective Bargaining is continuous process. It enables industrial democracy to be
effective. It uses cooperation and consensus for settling disputes rather than
conflict and confrontation.
Collective bargaining takes into account day to day changes, policies,
potentialities, capacities and interests.
It is a political activity frequently undertaken by professional negotiators.
Importance of Collective Bargaining
Collective bargaining includes not only negotiations between the employers and unions
but also includes the process of resolving labor-management conflicts. Thus, collective
bargaining is, essentially, a recognized way of creating a system of industrial
jurisprudence. It acts as a method of introducing civil rights in the industry, that is, the
management should be conducted by rules rather than arbitrary decision making. It
establishes rules which define and restrict the traditional authority exercised by the
management.
Importance to employees
Collective bargaining develops a sense of self respect and responsibility among
the employees.
It increases the strength of the workforce, thereby, increasing their bargaining
capacity as a group.
Collective bargaining increases the morale and productivity of employees.
It restricts management’s freedom for arbitrary action against the employees.
Moreover, unilateral actions by the employer are also discouraged.
8. 8
Effective collective bargaining machinery strengthens the trade unions movement.
The workers feel motivated as they can approach the management on various
matters and bargain for higher benefits.
It helps in securing a prompt and fair settlement of grievances. It provides a
flexible means for the adjustment of wages an employment conditions to
economic and technological changes in the industry, as a result of which the
chances for conflicts are reduced.
Importance to employers
It becomes easier for the management to resolve issues at the bargaining level
rather than taking up complaints of individual workers.
Collective bargaining tends to promote a sense of job security among employees
and thereby tends to reduce the cost of labor turnover to management.
Collective bargaining opens up the channel of communication between the
workers and the management and increases worker participation indecision
making.
Collective bargaining plays a vital role in settling and preventing industrial
disputes.
Importance to society
Collective bargaining leads to industrial peace in the country.
It results in establishment of a harmonious industrial climate which supports
which helps the pace of a nation’s efforts towards economic and social
development since the obstacles to such a development can be reduced
considerably.
The discrimination and exploitation of workers is constantly being checked.
It provides a method or the regulation of the conditions of employment of those
who are directly concerned about them.
Levels of Collective Bargaining
Collective bargaining operates at three levels:
National level
Sector or industry level
Company/enterprise level
9. 9
National level
Economy-wide (national) bargaining is a bipartite or tripartite form of negotiation
between union confederations, central employer associations and government agencies. It
aims at providing a floor for lower-level bargaining on the terms of employment, often
taking into account macroeconomic goals
Sector or industry level
Sector oral bargaining, which aims at the standardization of the terms of employment in
one industry, includes a range of bargaining patterns. Bargaining may be either broadly
or narrowly defined in terms of the industrial activities covered and may be either split up
according to territorial subunits or conducted nationally.
Company/enterprise level
The third bargaining level involves the company and/or establishment. As a
supplementary type of bargaining, it emphasizes the point that bargaining levels need not
be mutually exclusive.
Bargaining Dead Locks
Strikes
There is a chance of strike after labour negotiation if bargaining demands of
employee are not met by the management.
The right of employees to strike in support of their bargaining demands is
protected by the Landrum-Griffin Act.
A lawful labour dispute may result work stoppage by employees, which may not
violation of an existing agreement between management and the union.
Lockouts
After expiry of collective bargaining agreement, when employers desires to hold
economic pressure on union to settle a contract on terms favorable to the
employers, by law, employer can lock out its employees.
It also is a legal for a company to replace the locked outworker’s with temporary
replacement in order to continue operations during the lockout. However, the use
of permanent replacement is not permissible
.
10. 10
Third party involvement
A bargaining dead locks produce when the parties fail to reach at the stage of settlement.
Litigation/third party involved to resolve the issue.
CONCLUSION
From the above details we can see that how collective bargaining is formed and done. It
is legal tool for the labor to fight their rights. Management realizes that the positive role
of trade union has helped in implementation of their policies. It considers the workers as
valuable assets of the corporation and union activities as their genuine right. The labor
union feels that good industrial relations are key to the success of any organization.
Workers have the responsibility to put their best efforts and management has to reward
them by giving them fair share in the profits and meeting their legitimate and law full
demands.