LABOUR RELATIONS (Canada vs International) final
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Labor relations differ between countries and Canada's system is compared to the U.S., China, and India. In Canada, labor laws are mostly regulated provincially with high rates of strikes, violence, and illegality compared to other nations. Successful labor relations in Canada are exemplified by agreements between unions and companies like Petro-Canada, while failures can result in long strikes like the 2005 college strike in Ontario. International firms have also moved manufacturing to countries with less regulated labor like China for cheaper labor costs and fewer unions.
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The document provides an overview of Dutch labour relations. It discusses the general context including the Netherlands as a country, its labour market trends, and main industrial sectors. It then covers key aspects of Dutch labour relations such as collective labour agreements, works councils, union federations, and the social partners that engage in negotiations. Trends in industrial relations are also examined such as a focus on flexibility, sustainability, and aging workforces.
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EY Labor & Employment Law Newsletter December 2015 edition
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Internationalhumanresourcemanagment 100312034418-phpapp01
Similar to LABOUR RELATIONS (Canada vs International) final
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This document discusses labor standards and the World Trade Organization. It makes the following key points:
1. While improving labor conditions in developing countries is an important goal, attaching strict labor standards to trade agreements will likely not achieve this and may make things worse for workers in poor countries by reducing employment opportunities.
2. Mandating higher labor standards that exceed a country's level of productivity will push more workers into informal sectors with even poorer conditions rather than improving wages and conditions overall.
3. A better approach is for developed countries to assist workers impacted by trade through retraining programs, and for developing countries to continue economic development efforts through organizations like the World Bank to raise living standards over the long run.
Question 2 Discuss working conditions around the world. What chal.docx
Question 2: Discuss working conditions around the world. What challenges face multinational corporations? What approaches are companies using to establish fair labor standards? Which approaches might work better than others? Please use the below lecture note to guide your response. Minimum of 2 academic references and 1 data for appendix, it could be a graph or table or piechart (2 and half pages NOT double spaced).
Working Conditions around the World
Much of this chapter has focused on the employment relationship, and the legal and ethical norms governing it, in the United States. Workplace institutions differ dramatically around the world. Laws and practices that establish fair wages, acceptable working conditions, and employee rights vary greatly from region to region. As illustrated by the opening example of this chapter that described a Nike contract factory in China, these differences pose a challenge to multinational corporations. By whose standards should these companies operate?
Recent headlines have turned the public’s attention to the problem of sweatshops, factories where employees, sometimes including children, are forced to work long hours at low wages, often under unsafe working conditions. Several well-known companies in addition to Nike, including Wal-Mart, Disney, and McDonald’s, have been criticized for tolerating abhorrent working conditions in their overseas factories or those of their contractors. In recent years, student groups have pressured companies by rallying to prevent their colleges and universities from buying school-logo athletic gear, clothing, and other products made under sweatshop conditions.
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The term labor standards refers to the conditions under which a company’s employees—or the employees of its suppliers, subcontractors, or others in its commercial chain—work. Some believe that labor standards should be universal; that is, companies should conform to common norms across all their operations worldwide. Such universal rules are sometimes called fair labor standards. For example, such standards might include a ban on all child labor, establishment of maximum work hours per week, or a commitment to pay a wage above a certain level. Others think that what is fair varies across cultures and economies, and it is often difficult to set standards that are workable in all settings. For example, in some cultures child labor is more acceptable (or economically necessary) than others. A wage that would be utterly inadequate in one economic setting might seem princely in another. In some countries, unions are legal and common; in others, they are illegal or actively discouraged.
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Voluntary corporate codes of conduct, described in detail in Chapters 6 and 7, can include labor standards that co ...
Building Bridges_Final Print
This document discusses Ontario's labour market paradox - a projected skills shortage yet pockets of high unemployment, including among postsecondary graduates with disabilities. It finds that 29% of small-medium enterprises struggle to find qualified workers, yet there is an underutilized pool of postsecondary graduates with disabilities who face higher unemployment. The document examines barriers to employing persons with disabilities from both employer and job-seeker perspectives. It considers models to help bridge the gap between small-medium enterprises and postsecondary graduates with disabilities.
Running head IDENTIFY1IDENTIFY.docx
Running head: IDENTIFY1
IDENTIFY
Identify the Problem
Mark S. Lasky
Professor Willie Davis
American Public University
MGMT 495
March 5, 2019
The Problem, Management of the Problem and Possible
Solution
s
The business is mostly centered on the production, marketing and sale of cutlery. The production team was comprised of artisans who crafted various quality cutlery with the aid of the machinery present in the industrial sector of the business which was located in different premises from where the offices that dealt with distribution were founded. This (the distribution offices) was where I was stationed at the time of my internship. The distribution offices were burdened with the marketing, sales and financial duties of the company. Their goals were to find suitable buyers for either wholesale or even retail distribution advertise the product to the market, handle the transactions of the sale that included sending, receiving orders, and transportation of goods in question. The finance department dealt with the overall accounting of business affairs.
At the stages of production, there is not much I could document as I was not present at the site, however, shipment came in regularly, as was evident by the roster and the entries were consistent. At the offices handling distribution, however, there was a notable disconnect amongst the various departments – to be precise between the Marketing department and the Sales department. The two departments were merged 3 years prior to my arrival to form a Sales and marketing work group as is the common-place in most enterprises. This merger was effected to boost the efficiency of the two departments. It has instead bred more conflict amongst the members of the work group.
The parties involved in the underlying conflict present in the workplace are the manager and the employees who form part of Sales and the Management work group. The problems identified in this case were communication problems, interpersonal conflicts and performance issues.
For the issue with communication problems, the vertical communication chain from manager to the employees of the departments is a common mode of communication in workplaces (Austin, 2019). The application of the same mode of communication at departmental levels as between the departmental heads and the employees were however, not a welcome idea. The issue was that communication could only be passed from the top down with little to no communication taking the alternate route (from the bottom to the top) thus the employees felt as though their needs went excommunicated.
Interpersonal and performance issues were observed in the business following the merger of departments into a singular work group owing to their previous competitive mechanism (Austin, 2019). This was mostly imposed by the managerial offices that openly praised the performing departments which often led to a competition amongst the departments and hardly appreciated any synergy betw.
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Final rev copy of comparison between industrial relations between usa and can...
This document compares labor relations between the United States and Canada. While the labor movements in the two countries have common origins and objectives, there are some key differences. In Canada, almost half of union members work in the public sector, as public sector workers have stronger collective bargaining rights than in the US. Canadian unions have also had more success in organizing unorganized workers, particularly through addressing women's issues. However, the differences in outcomes between the two countries' labor movements seem to be more a result of differing union strategies and bargaining approaches rather than inherent differences between US and Canadian workers.
Assignment 1 Create a Diversity OfficeShortly after the CNO (.docx
Assignment 1: Create a Diversity Office
Shortly after the CNO (Chief Nurse Officer) completed her annual performance appraisal and salary evaluations, as required by the Joint Commission; you are confronted by a minority female RN that claims that her wages are substantially less than her male RN counterpart who is performing the exact same job in the oncology department. She feels as if she is being discriminated against. You realize you have no procedures in place to address these issues. Although minorities continue to be underrepresented within the healthcare workforce, your healthcare systems has continued to diversify with an increased number of ethnic and racial employees. You are aware that minorities and women will continue to comprise the highest percentage of new entrants into the labor force. You also notice that this is a pattern as this is the fourth employee that has confronted you with an issue regarding diversity (i.e. specifically differences in racial, ethnic and cultural backgrounds) in the last six weeks from the oncology department.
Directions:
By Saturday, June 29, 2013, create a 15-20 slide PowerPoint Presentation to make a recommendation to the CEO to create a diversity office. The presentation should include the following:
· Explanation of the issues associated with awarding pay increases as it relates to performance appraisal to ensure consistency.
· Identification of components of compensation.
· Determination of the impact on diversity in the healthcare organization.
· Discussion of the role leadership plays in managing diversity and strategies to employ to effectively manage diversity
· Identification of major laws impacting the healthcare industry as it relates to hiring, terminating, and discriminating against employees.
Assignment 1 Grading Criteria
Maximum Points
Explained issues associated with awarding pay increases.
44
Identified components of compensation.
44
Determine the impact on diversity in the organization.
36
Discuss role of leadership in managing diversity.
40
Recognize strategies to effectively manage diversity.
36
Identify major laws impacting healthcare industry.
36
Style (8 points): Tone, audience, and word choice
Organization (16 points): Introduction, transitions, and conclusion
Usage and Mechanics (16 points): Grammar, spelling, and sentence structure
APA Elements (24 points): In text citations and references, paraphrasing, and appropriate use of quotations and other elements of style
64
Total:
300
West University is a large college located in Phoenix, Arizona. Since its inception, the university experienced tremendous growth. The campus is located on 1,200 acres with more than 20,000 students providing on-campus housing to more than 11,000 students. Residential Life, a department within Housing Services, provides support for all aspects of the student's experience in the residence halls. There were 30 residence halls supervised by area directors (ADs), 23 resident directors ...
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USA - Developing High-Performing Teams in a Dispersed Workforce
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This document summarizes key aspects of developing high-performing teams in dispersed workforces. It discusses the rise of dispersed workforces globally and challenges in attracting and retaining talent for these teams. It provides a roadmap for building high-performing dispersed teams, including establishing trust, knowing team members early on, clarifying roles, facilitating social relationships, developing communication capabilities, and establishing metrics to guide strategies. The summary highlights the importance of trust-building and social relationships for productivity and satisfaction in dispersed teams.Corporate Social Responsibility and International Framework Agreement
This is the short slides I made for my presentation at school.
This is the short slides I made for my presentation at school.
This is the first time that I've uploaded my slides on the internet...it seems that some format error appear in the slides.
i'll correct them and upload them again another day.
Anthropology 130 Extra Credit - Web Articles on Race
20 poi.docx
Anthropology 130 Extra Credit - Web Articles on Race
20 points maximum
With the recent news stories showing differences in experience by members of different
races in the United States, new attempts to start the conversation on race and culture
have been published online. This assignment involves carefully exploration of one of the
recent media pieces on the topic and summarizing its main points.
Part One
Choose one of the following links for this assignment.
• Flam, F. (2016, October 3). Concept of race stands as science’s biggest blunder [Web
article]. The Kansas City Star. Retrieved from http://www.kansascity.com/opinion/opn-
columns-blogs/syndicated-columnists/article105647021.html
• Fuentes, A. (2015, June 22). Ignorance about race is killing us [Web article].
Psychology Today. Retrieved from https://www.psychologytoday.com/blog/busting-
myths-about-human-nature/201506/ignorance-about-race-is-killing-us
• Yodel, M., Roberts, D., DeSalle, R. & Tishkoff, S. (2016, February 5). Taking race out
of human genetics. Science. 351(6273), 564-565. Retrieved from http://
science.sciencemag.org/content/351/6273/564.full
Part Two
Answer both parts of the prompt:
a. What is the main point that the writer conveyed?
� of �1 2
http://www.kansascity.com/opinion/opn-columns-blogs/syndicated-columnists/article105647021.html
http://www.kansascity.com/opinion/opn-columns-blogs/syndicated-columnists/article105647021.html
http://www.kansascity.com/opinion/opn-columns-blogs/syndicated-columnists/article105647021.html
https://www.psychologytoday.com/blog/busting-myths-about-human-nature/201506/ignorance-about-race-is-killing-us
https://www.psychologytoday.com/blog/busting-myths-about-human-nature/201506/ignorance-about-race-is-killing-us
https://www.psychologytoday.com/blog/busting-myths-about-human-nature/201506/ignorance-about-race-is-killing-us
http://science.sciencemag.org/content/351/6273/564.full
http://science.sciencemag.org/content/351/6273/564.full
b. What are two quotes from the article that especially caught your attention? Why
were these passages effective in making their points?
Your reflection should be at least 300 words, and written as an organized paragraph.
Turn in your completed assignment on Canvas or in class by the due date.
Grading
A full score will be given to a reflection that addresses all of the required points. The
breakdown of the assigned score are:
• Accurately gives main point of the paper (6 points)
• Presents two quotes and explains why each is effective (8 points)
• College level writing: organized and free from spelling and grammatical problems (3
points)
• Low use of direct text from the article (except for the two quotes) (3 points)
� of �2 2
Business Ethics and
Social Responsibility
http://www.wileybusinessupdates.com
Chapter
2
1
Explain the concern for ethical and societal issues.
Describe the contemporary ethical environment.
Discuss how organizations shape ethical condu.
3._TRANSFORMATION_IN_LAST_TWO_DECADES_EMPLOYMWENT_RELATIONS.docx
The document discusses changes in employment relations systems over the past 20-30 years in Australia and Spain from an industrial relations model to a contemporary employment relations model. In Australia, the pluralist approach that empowered unions has given way to a growing unitarist approach that has increased employer power over the past 2-3 decades. Employers have gained influence through enterprise bargaining laws and associations that have weakened unions. In Spain, reforms to increase competitiveness including allowing temporary contracts have reduced union influence, though high unemployment remained an issue. Overall the passage argues employers have become more powerful actors under the contemporary employment relations systems in both countries.
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The document discusses recruitment, including its definition, purpose, and aims. Recruitment involves searching for and obtaining potential job candidates in order to select the most appropriate people to fill job needs. The aims of recruitment are to obtain suitable candidates, ensure a fair process, and conduct activities efficiently. Factors like the size, growth, and conditions of the organization impact recruitment. The economic, social, technological, political, and legal environments also affect recruitment.
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LABOUR RELATIONS (Canada vs International) final
- 1. LABOUR RELATIONS (Canada vs. International) SMILY PATHAK N01146215 LIDIA KOKOREVA N01148025 ALI HAMZA ABBAS N01139292 RAZAL NAZAR N01148419 YASH BHATT N01147661 JASEEM KOORITHODY N01149813
- 2. What Is Labor Relations? “All aspects of the union-management relationship, incl. the establishment of union bargaining rights, the negotiation process, and the administration of a collective agreement” What Does The Topic Mean? Labour relations vary from country to country. *Suffield, L. (2008). Labour relations (2nd ed.). Toronto: Pearson/Prentice Hall.
- 3. Canada vs. other countries Labor relations comparison in Canada and the USA Labor relations comparison in Canada and China Labor relations comparison in Canada and India Why these countries for comparison?
- 4. Canada Facts about Labor Relations in Canada • High incidence of Strikes, Violence and Illegality as compared to other countries • Nine out of ten labor laws are provincially regulated • 90% employees are covered under provincial labor laws; remainder under federal law • Alberta has strongest labor standards in Canada Stuart M. Jamieson, Times of Trouble (2014) and Industrial Relations in Canada (2014) retrieved from. http://www.canadianlabourrelations.com/canadian-labour- laws.html
- 5. Factors Affecting labor Relations in Canada • Inadequate and lack of training among unions • Poor attitude • Poor handling of dispute settlement process • Undemocratic styles of leadership Audra Bianca, Muhia & Fredrick (James 2009) Retreived from: http://yourbusiness.azcentral.com/factors-affecting-industrial-relations-1407.html
- 6. Canada Canada vs. U.S. of America USA • decentralised system of labour relations laws for both public and private • 90% workforce regulated by provincial government (10% by federal government) • Need justification to terminate a employee • Accommodate disabled employee to the point of undue hardship • centralised system of private sector labour relations laws • No national labor relations board to regulate unionized workforce • Employee terminated “at will” by employer • Prohibition on employing disabled employee unless it meets BFOR Thomas Reuters, Published on (April 20, 2009) , Canadian HR reporter The national journal of human resource management, Journal 7, pg 12; retrieved from www.hrreporetr.com
- 7. Canada vs. China Success of labor relations development in Canada? ”Improvements have become luxuries that organizations can no longer afford to provide” A country with cheaper workforce *Secord, H., & Mackintosh, S. (2014). Canadian labour reporter special report: Out of the mist : Understanding canadian labour relations strategy. Toronto, Ontario: Carswell.
- 8. What are the companies that moved their manufacture to China? Reduced job security Low wages Lack of opportunities Prioritization of profitability Leaner & meaner factory regime Aggressive cost-cutting measures International companies: Historical development Lack of labor unions Era of labor activism *Zhang, L. (2015). Inside china's automobile factories: The politics of labor and worker resistance. New York, NY: Cambridge University Press.
- 9. Q and A 1. What kinds of situations does the Concept describe? Is this a broad or narrow group of observable phenomena? 2. How can the Concept be used to predict something that has not yet been observed. If it cannot be used that way, why not? 3. Can the Concept fail? If it can, what might be an example of such a failure, if it cannot, why not?
- 10. Success of the Concept: a case incident of Petro- Canada • The communications, Energy and paper workers union represents more than 90 percent of its unionized employees. • 1984;Established a formal labor union policy. • 1994;company and union signed a relationship objectives agreement. • Both parties used mutual gains bargaining and worked together to develop policies outside of the collective agreement. • Together with the union, the company has adopted innovative policies including pay for knowledge and work teams. This helped the company to meet the market fluctuations and competition from rivals.
- 11. Failure of the concept: a case incident of college strike in Ontario • In 2005 ,negotiations held between OPSEU and college managements to renew the workload agreement, which is a part of College Collective Bargaining Act. • The staff union called for strike as the negotiations were unsuccessful. • The last attempt to reach an agreement in March 6,2006 was failed and put 150000 full time and 170000 part time students out of classes. • Students expressed concerns over losing an academic year. • The managements stated that they would teach classes if necessary. • On, March 22 the union proposed that the parties agree to submit their dispute to arbitration. • Employees were awarded a 15.3 wage increase yet the issue of workload referred to a task force for study and resolution on a later date.
- 12. References Katz, H. C., Kochan, T. A., & Colvin, A. J. (2015). Labor relations in a globalizing world. Ithaca: ILR Press, an imprint of Cornell University Press. Secord, H., & Mackintosh, S. (2014). Canadian labour reporter special report: Out of the mist : Understanding canadian labour relations strategy. Toronto, Ontario: Carswell. Stuart M. Jamieson, Times of Trouble (2014) and Industrial Relations in Canada (2014) retrieved from. http://www.canadianlabourrelations.com/canadian-labour-laws.html Thomas Reuters, Published on (April 20, 2009) , Canadian HR reporter “The national journal of human resource management”, Journal 7, pg 12; retrieved from www.hrreporetr.com * Suffield, L. (2008). Labour relations (2nd ed.). Toronto: Pearson/Prentice Hall.
- 13. Zhang, L. (2015). Inside china's automobile factories: The politics of labor and worker resistance. New York, NY: Cambridge University Press. Audra Bianca, Muhia & Fredrick (James 2009) Retrieved from: http://yourbusiness.azcentral.com/factors-affecting- industrial-relations-1407.html Wilkes, J. (Photographer). (2011). Striking Air Canada Workers Picket Outside Terminal 1 At Pearson International Airport On June 14, 2011. [Photograph]. Retrieved from http://www.thestar.com/news/city_hall/2011/06/14/ottawa_gives_air_canada_two_days_to_hammer _out_a_deal _with_union.html Apple. [Photograph]. (n.d.). Retrieved from http://www.perfectlyintune.com/page34/page35/page35.html Volkswagen. [Photograph]. (n.d.). Retrieved from http://pinthiscars.com/image-post/923-volkswagen-logo-das- auto-wallpaper-5.jpg.html#gal_post_923_volkswagen-logo-das-auto-wallpaper-5.jpg Chrysler. [Photograph]. (n.d.). Retrieved from http://www.caranddriver.com/news/chrysler-revives-old-logo-car- news
- 14. Peugeot. [Photograph]. (n.d.). Retrieved from http://www.symbols.com/symbol/1911 Meeting. [Photograph]. (n.d.). Retrievedd from http://www.workrightspress.com/lrusch.html Labour relations[Photograph] .Retreived from http://www.jhg.co.za/hr-services/labour-relations Canada Labour Code (logo) Retrieved from http://www.adminlawbc.ca/tribunals/employment-labour/canada-industrial-relations-board Labour Law Canada &USA [Photograph] .2014 .Retrieved from http://www.fraserinstitute.ca