Union prevention training for operations and HR managers and supervisor. A detailed primer on recognizing union activity for what it is and how to prevent a successful organizing campaign. This is not "anti-union" but rather, pro-company in approach. The student will learn how a campaign begins, matures, and finishes and what happens after a campaign.
This document provides an overview of employee relations in India through analyzing case studies and the evolution of labor policies over successive five-year plans. It discusses the concept of industrial relations and employee relations in India. Two case studies are presented: the first on Sri Krishna Jute Mills in Eluru, Andhra Pradesh analyzing worker satisfaction levels and disputes; the second on the tea industry in Jorhat district of Assam analyzing gender disparities. Key findings from the case studies relate to socio-economic and administrative aspects impacting employee relations. The roles of trade unions, management, and government in settling disputes are also outlined.
Employee relations encompass the formal and informal relationships between managers and employees. The key goals of employee relations are to gain employee commitment to organizational goals, ensure acceptance and implementation of organizational change, and resolve conflicts. Employee relations involve players such as employers, employees, unions, and public bodies. Mechanisms for managing employee relations include consultation, participation, communication, collective bargaining, and legal regulation. Employee relations are also influenced by external factors such as the labor market and government policies.
Industrial relations involves the relationships between employees, employers, and the government within organizational settings. It covers all aspects of the employment relationship, including how employees and employers interact through collective bargaining, grievance procedures, and dispute resolution. Industrial relations aims to establish stable relationships between employers and labor unions while also promoting productivity, employment opportunities, and living standards.
Employee/employer relations describes the relationship between workers and employers and can involve collective bargaining through unions, individual bargaining, or employee participation methods. Collective bargaining occurs when a union negotiates on behalf of workers, while individual bargaining involves a single worker negotiating directly with management. If disputes arise over issues like pay or conditions, unions may engage in industrial action like strikes, and ACAS seeks to resolve disputes through arbitration.
The document provides an overview of employer-employee relations from different perspectives including management, employees, and labor unions. It discusses models of employer-employee relations ranging from total congruence of interests to polarization of interests. It also examines employer-employee relations at the micro level of individual enterprises and at the macro national level. Additionally, it outlines management rights and employee rights as well as the role of labor unions in collective bargaining.
The document discusses the topic of industrial relations, including definitions, objectives, characteristics, factors, parties involved, and approaches to industrial relations. It also provides two case studies on issues that arose between management and unions at different companies and questions to analyze the situations. The document provides an overview of important concepts in the field of industrial relations.
Ppt on employee relation (Industrial Relation)Akhtar Alam
Employee relations consists of all areas involving relationships with employees, including terms of employment and issues arising from employment. Employee relation departments handle employee grievances, recognition, and morale to maintain a healthy work environment while meeting management's expectations. Key factors that influence employee relations include institutional, economic, technological, psychological, political/legal, and global influences. Maintaining positive employee relations requires consideration of policies, organizational culture, adaptability, codes of conduct, unions, ownership structure, workforce composition, technology, and attitudes of owners and workers. Well-planned employee relations aims to avoid conflicts and satisfy both employers and employees to help organizations reach their goals.
Union prevention training for operations and HR managers and supervisor. A detailed primer on recognizing union activity for what it is and how to prevent a successful organizing campaign. This is not "anti-union" but rather, pro-company in approach. The student will learn how a campaign begins, matures, and finishes and what happens after a campaign.
This document provides an overview of employee relations in India through analyzing case studies and the evolution of labor policies over successive five-year plans. It discusses the concept of industrial relations and employee relations in India. Two case studies are presented: the first on Sri Krishna Jute Mills in Eluru, Andhra Pradesh analyzing worker satisfaction levels and disputes; the second on the tea industry in Jorhat district of Assam analyzing gender disparities. Key findings from the case studies relate to socio-economic and administrative aspects impacting employee relations. The roles of trade unions, management, and government in settling disputes are also outlined.
Employee relations encompass the formal and informal relationships between managers and employees. The key goals of employee relations are to gain employee commitment to organizational goals, ensure acceptance and implementation of organizational change, and resolve conflicts. Employee relations involve players such as employers, employees, unions, and public bodies. Mechanisms for managing employee relations include consultation, participation, communication, collective bargaining, and legal regulation. Employee relations are also influenced by external factors such as the labor market and government policies.
Industrial relations involves the relationships between employees, employers, and the government within organizational settings. It covers all aspects of the employment relationship, including how employees and employers interact through collective bargaining, grievance procedures, and dispute resolution. Industrial relations aims to establish stable relationships between employers and labor unions while also promoting productivity, employment opportunities, and living standards.
Employee/employer relations describes the relationship between workers and employers and can involve collective bargaining through unions, individual bargaining, or employee participation methods. Collective bargaining occurs when a union negotiates on behalf of workers, while individual bargaining involves a single worker negotiating directly with management. If disputes arise over issues like pay or conditions, unions may engage in industrial action like strikes, and ACAS seeks to resolve disputes through arbitration.
The document provides an overview of employer-employee relations from different perspectives including management, employees, and labor unions. It discusses models of employer-employee relations ranging from total congruence of interests to polarization of interests. It also examines employer-employee relations at the micro level of individual enterprises and at the macro national level. Additionally, it outlines management rights and employee rights as well as the role of labor unions in collective bargaining.
The document discusses the topic of industrial relations, including definitions, objectives, characteristics, factors, parties involved, and approaches to industrial relations. It also provides two case studies on issues that arose between management and unions at different companies and questions to analyze the situations. The document provides an overview of important concepts in the field of industrial relations.
Ppt on employee relation (Industrial Relation)Akhtar Alam
Employee relations consists of all areas involving relationships with employees, including terms of employment and issues arising from employment. Employee relation departments handle employee grievances, recognition, and morale to maintain a healthy work environment while meeting management's expectations. Key factors that influence employee relations include institutional, economic, technological, psychological, political/legal, and global influences. Maintaining positive employee relations requires consideration of policies, organizational culture, adaptability, codes of conduct, unions, ownership structure, workforce composition, technology, and attitudes of owners and workers. Well-planned employee relations aims to avoid conflicts and satisfy both employers and employees to help organizations reach their goals.
The document discusses industrial relations (IR), which refers to the relationship between employees and management in an industry. Key points include:
1. IR involves many variables and aims to maintain harmonious relations through collective bargaining and grievance procedures.
2. The main actors in IR are workers/unions, management/employers associations, and the government, which shapes IR policies through laws and agreements.
3. Collective bargaining is an important process that establishes work conditions, avoids disputes, and promotes stable industry-labor relations.
Industrial relations deal with the relationships between employers/workers organizations, the state, and these organizations themselves. It involves managing the relationships between three main actors: workers (represented by trade unions), employers (represented by employer associations), and the government. Key issues in industrial relations include communication, unions, wages/benefits, ideology, competitiveness, employer flexibility, the role of government/unions, ethics, and technology. Effectively managing these issues and the inherent adversarial positions between labor and management is important for productive industrial relations.
The document discusses models of labor management relations, including a one-to-one model between management and a trade union, and a transactional model involving multiple stakeholders like management, shareholders, trade unions, and regulatory bodies. It also describes the roles and objectives of labor management relations, including collective bargaining between trade unions and management, and both the merits and demerits of trade union involvement like ensuring benefits but also potential for discrimination.
Industrial Relations System And Emerging Issues In the - Copy (2)Joe Ogar
This document discusses the Nigerian industrial relations system. It defines industrial relations as concerning the sociology and politics of power in work situations and finding solutions to problems related to wages, hours, conditions of service, etc.
The industrial relations system consists of three actors: employers who provide capital, employees/workers and their organizations who supply labor in exchange for compensation, and the government which provides rules and regulations. Different perspectives on industrial relations are described, such as the unitary, pluralist, and Marxist perspectives. Elements of a sound industrial relations system and challenges facing key actors are also outlined.
Labor relations and collective bargainingAsegedech
1. The document discusses labor relations and collective bargaining, noting that workers join unions due to dissatisfaction at work, a desire for more influence, and potential benefits of unions.
2. It explains key US labor laws and outlines important issues in collective bargaining such as wages, benefits, and grievance procedures.
3. The summary provides an overview of labor relations systems, collective bargaining processes, and current challenges facing traditional models from globalization, new employment trends, and ideological shifts favoring individual contracts over collective agreements.
Chapter 1 union-management relationship in perspectiveahorton9465
The document summarizes key aspects of union-management relationships and the labor relations process. It discusses the three phases of labor relations: recognition of rights, negotiation of agreements, and administration of agreements. It also outlines the major participants in labor relations, including management, unions, employees, government, and third parties. Finally, it analyzes factors that influence work rules and constraints on the labor relations process, such as the economy, markets, technology, and public opinion.
The document discusses various aspects of industrial relations from an HR perspective. It covers topics like recruitment and selection, training and development, compensation management, performance management, and employee engagement as key HR functions that impact industrial relations. Effective management of supervisor-subordinate relations and developing IR skills in non-IR functions are also discussed. The document emphasizes that man management skills are critical for all management roles to ensure harmonious industrial relations.
Industrial relations encompasses the relationships between employers and employees within an industry. It includes processes like collective bargaining, worker participation in decision making, and dispute resolution. A sound industrial relations system creates a harmonious environment for economic efficiency through cooperation between management, employees, and the government. The key actors are employers, employees, and the government which regulates industrial relations through laws. Good industrial relations are important as they lead to uninterrupted production, reduced disputes, high employee morale, and less wastage.
Employment relations and its emerging trendsKULDEEP MATHUR
The document discusses understanding employment relations and its emerging trends. It covers several key points:
1) Employment relations is about managing relationships between employees and involves forming work teams, dealing with conflicts, and navigating various relationship stages from forming to adjourning.
2) The employment landscape is changing significantly due to factors like globalization, new industries, and technological changes. This impacts both employers and employees.
3) Government roles are shifting from controllers to facilitators and new actors like consumers and communities are emerging in employment relations. Laws and court rulings are also adapting to changes.
Industrial relations involves the relationship between management and workers in an organization, including aspects like collective bargaining, trade unionism, and government involvement. It aims to maintain harmony between these parties through rules and regulations while addressing issues around workers' participation, remuneration, and health and safety. The relationships and interactions between employers, employees, unions, and the government shape industrial relations systems and structures within an organization.
This document discusses the concept of industrial relations, including its key aspects and objectives. Industrial relations refers to the understanding between employees and management in an organization. It aims to promote cooperation and avoid conflict between labor and management. The main aspects covered include maintaining industrial peace and developing industrial democracy. The objectives are to establish sound relationships between workers and management, avoid conflicts, and improve productivity and economic conditions for workers. Challenges to industrial relations include unsatisfactory work, compensation and conditions as well as dysfunctional trade unions. Integrated systems and cooperation between labor and management are needed to build sound industrial relations.
The document provides an overview of industrial relations. It defines industrial relations as the relationships between employees and management in the workplace. It discusses how industrial relations involves a complex web of relationships between employees, unions, management, and the state. The document also examines different perspectives on industrial relations, including the pluralist view that sees both shared and conflicting interests, and the Marxist view that sees sharply antagonistic conflicts between employers and employees. It explores how industrial relations involves building knowledge through research, solving problems in the employment relationship, and addressing ethical issues like workers' rights.
Core labour legislation impacting on the employment relationshipLaken Marais
This document summarizes key aspects of South Africa's Labour Relations Act of 1995. It discusses how the Act created provisions for freedom of association, registration of trade unions, collective bargaining councils, and dispute resolution mechanisms like the CCMA, Labour Court, and Labour Appeals Court. The rights of employees and unions are also outlined. Bargaining councils, statutory councils, and their functions are defined. The roles of the CCMA, Labour Court, and Labour Appeals Court in resolving disputes are also summarized.
Introduction To Industrial Relation.2pptsatyam mishra
The document provides an introduction to the topic of industrial relations, which it defines as the interactions between employers, employees, and the government that are mediated through institutions and associations. It discusses typical topics in industrial relations like trade unions, collective bargaining, and strikes. It outlines the main actors in industrial relations as governments, capital/employers, and labor/trade unions. It also differentiates industrial relations from human resource management in terms of individual vs collective perspectives and unitarist vs critical perspectives.
This document provides an overview of labor-management relations in the Philippines. It defines labor relations and discusses the governing rules and principles, including labor standards law and the Labor Code. It then describes labor relations as a personnel management function, involving administering collective bargaining contracts and solving day-to-day labor issues. The document also examines sources of labor problems like dissatisfaction, the human needs related to work, and annoyances in labor relations from the perspectives of both workers and employers. Finally, it discusses labor unions and their role in representing workers, as well as types of unions, union security, and the International Labor Organization.
Groups of workers join together in labor unions to negotiate with employers over work conditions like pay, hours, benefits, and safety. In Indonesia, labor unions engage in collective bargaining with management and sometimes utilize tactics like strikes, boycotts, and picketing during negotiations over contract issues. Methods for resolving conflicts between unions and employers include mediation, arbitration, and addressing complaints through Indonesia's labor laws and regulations.
1. The document discusses improving industrial relations between management and unions through developing constructive attitudes, clear policies and procedures, trust between parties, and encouraging the right union leadership.
2. It notes that poor industrial relations can negatively impact productivity and costs through increased absenteeism, turnover, and resistance to change.
3. The effects of conflicts between management and unions are multiplied across the entire economy and society through increased human frustration and social tensions.
BUSA is the unified organization representing South African business interests nationally and internationally. It was formed through the merger of two previous business organizations in 2003. BUSA's objectives include acting as the principal representative of business in South Africa, promoting black economic empowerment, and enabling business to play a role in South Africa's development. Trade unions represent workers' interests through collective bargaining and challenging unfair management decisions. They are classified as occupational, industrial, or general depending on their membership criteria. Workers join trade unions to have more power to address workplace issues, fulfill political beliefs, and satisfy needs related to employment conditions and status.
This document compares and contrasts human resource management (HRM) and industrial relations (IR). It notes that HRM focuses on the employee-employer relationship while IR involves four parties: employees, employers, trade unions, and the government. Additionally, it states that HRM formulates objectives, policies and programs for human resources, while IR implementation of HRM policies results in industrial relations. IR contributes to organizational goals while unsound IR can lead to industrial conflicts.
This document summarizes a chapter about union/management relations. It discusses the nature of unions and why employees join them. It describes the decline in union membership in the US and reasons for this. Key acts that make up the US labor code are outlined, as are the typical processes of unionization and collective bargaining. Grievance procedures and their importance to employers are also discussed at a high level.
The document discusses the history of labor unions in the Gilded Age. It details some of the earliest attempts at unions including the National Labor Union formed in 1866 and the Knights of Labor in the 1870s. Both of these organizations struggled and eventually collapsed. In the 1890s, the most prominent unions were the American Federation of Labor, Industrial Workers of the World, and American Railway Union. The American Railway Union led a major strike in 1894 that resulted in the creation of Labor Day.
The document discusses industrial relations (IR), which refers to the relationship between employees and management in an industry. Key points include:
1. IR involves many variables and aims to maintain harmonious relations through collective bargaining and grievance procedures.
2. The main actors in IR are workers/unions, management/employers associations, and the government, which shapes IR policies through laws and agreements.
3. Collective bargaining is an important process that establishes work conditions, avoids disputes, and promotes stable industry-labor relations.
Industrial relations deal with the relationships between employers/workers organizations, the state, and these organizations themselves. It involves managing the relationships between three main actors: workers (represented by trade unions), employers (represented by employer associations), and the government. Key issues in industrial relations include communication, unions, wages/benefits, ideology, competitiveness, employer flexibility, the role of government/unions, ethics, and technology. Effectively managing these issues and the inherent adversarial positions between labor and management is important for productive industrial relations.
The document discusses models of labor management relations, including a one-to-one model between management and a trade union, and a transactional model involving multiple stakeholders like management, shareholders, trade unions, and regulatory bodies. It also describes the roles and objectives of labor management relations, including collective bargaining between trade unions and management, and both the merits and demerits of trade union involvement like ensuring benefits but also potential for discrimination.
Industrial Relations System And Emerging Issues In the - Copy (2)Joe Ogar
This document discusses the Nigerian industrial relations system. It defines industrial relations as concerning the sociology and politics of power in work situations and finding solutions to problems related to wages, hours, conditions of service, etc.
The industrial relations system consists of three actors: employers who provide capital, employees/workers and their organizations who supply labor in exchange for compensation, and the government which provides rules and regulations. Different perspectives on industrial relations are described, such as the unitary, pluralist, and Marxist perspectives. Elements of a sound industrial relations system and challenges facing key actors are also outlined.
Labor relations and collective bargainingAsegedech
1. The document discusses labor relations and collective bargaining, noting that workers join unions due to dissatisfaction at work, a desire for more influence, and potential benefits of unions.
2. It explains key US labor laws and outlines important issues in collective bargaining such as wages, benefits, and grievance procedures.
3. The summary provides an overview of labor relations systems, collective bargaining processes, and current challenges facing traditional models from globalization, new employment trends, and ideological shifts favoring individual contracts over collective agreements.
Chapter 1 union-management relationship in perspectiveahorton9465
The document summarizes key aspects of union-management relationships and the labor relations process. It discusses the three phases of labor relations: recognition of rights, negotiation of agreements, and administration of agreements. It also outlines the major participants in labor relations, including management, unions, employees, government, and third parties. Finally, it analyzes factors that influence work rules and constraints on the labor relations process, such as the economy, markets, technology, and public opinion.
The document discusses various aspects of industrial relations from an HR perspective. It covers topics like recruitment and selection, training and development, compensation management, performance management, and employee engagement as key HR functions that impact industrial relations. Effective management of supervisor-subordinate relations and developing IR skills in non-IR functions are also discussed. The document emphasizes that man management skills are critical for all management roles to ensure harmonious industrial relations.
Industrial relations encompasses the relationships between employers and employees within an industry. It includes processes like collective bargaining, worker participation in decision making, and dispute resolution. A sound industrial relations system creates a harmonious environment for economic efficiency through cooperation between management, employees, and the government. The key actors are employers, employees, and the government which regulates industrial relations through laws. Good industrial relations are important as they lead to uninterrupted production, reduced disputes, high employee morale, and less wastage.
Employment relations and its emerging trendsKULDEEP MATHUR
The document discusses understanding employment relations and its emerging trends. It covers several key points:
1) Employment relations is about managing relationships between employees and involves forming work teams, dealing with conflicts, and navigating various relationship stages from forming to adjourning.
2) The employment landscape is changing significantly due to factors like globalization, new industries, and technological changes. This impacts both employers and employees.
3) Government roles are shifting from controllers to facilitators and new actors like consumers and communities are emerging in employment relations. Laws and court rulings are also adapting to changes.
Industrial relations involves the relationship between management and workers in an organization, including aspects like collective bargaining, trade unionism, and government involvement. It aims to maintain harmony between these parties through rules and regulations while addressing issues around workers' participation, remuneration, and health and safety. The relationships and interactions between employers, employees, unions, and the government shape industrial relations systems and structures within an organization.
This document discusses the concept of industrial relations, including its key aspects and objectives. Industrial relations refers to the understanding between employees and management in an organization. It aims to promote cooperation and avoid conflict between labor and management. The main aspects covered include maintaining industrial peace and developing industrial democracy. The objectives are to establish sound relationships between workers and management, avoid conflicts, and improve productivity and economic conditions for workers. Challenges to industrial relations include unsatisfactory work, compensation and conditions as well as dysfunctional trade unions. Integrated systems and cooperation between labor and management are needed to build sound industrial relations.
The document provides an overview of industrial relations. It defines industrial relations as the relationships between employees and management in the workplace. It discusses how industrial relations involves a complex web of relationships between employees, unions, management, and the state. The document also examines different perspectives on industrial relations, including the pluralist view that sees both shared and conflicting interests, and the Marxist view that sees sharply antagonistic conflicts between employers and employees. It explores how industrial relations involves building knowledge through research, solving problems in the employment relationship, and addressing ethical issues like workers' rights.
Core labour legislation impacting on the employment relationshipLaken Marais
This document summarizes key aspects of South Africa's Labour Relations Act of 1995. It discusses how the Act created provisions for freedom of association, registration of trade unions, collective bargaining councils, and dispute resolution mechanisms like the CCMA, Labour Court, and Labour Appeals Court. The rights of employees and unions are also outlined. Bargaining councils, statutory councils, and their functions are defined. The roles of the CCMA, Labour Court, and Labour Appeals Court in resolving disputes are also summarized.
Introduction To Industrial Relation.2pptsatyam mishra
The document provides an introduction to the topic of industrial relations, which it defines as the interactions between employers, employees, and the government that are mediated through institutions and associations. It discusses typical topics in industrial relations like trade unions, collective bargaining, and strikes. It outlines the main actors in industrial relations as governments, capital/employers, and labor/trade unions. It also differentiates industrial relations from human resource management in terms of individual vs collective perspectives and unitarist vs critical perspectives.
This document provides an overview of labor-management relations in the Philippines. It defines labor relations and discusses the governing rules and principles, including labor standards law and the Labor Code. It then describes labor relations as a personnel management function, involving administering collective bargaining contracts and solving day-to-day labor issues. The document also examines sources of labor problems like dissatisfaction, the human needs related to work, and annoyances in labor relations from the perspectives of both workers and employers. Finally, it discusses labor unions and their role in representing workers, as well as types of unions, union security, and the International Labor Organization.
Groups of workers join together in labor unions to negotiate with employers over work conditions like pay, hours, benefits, and safety. In Indonesia, labor unions engage in collective bargaining with management and sometimes utilize tactics like strikes, boycotts, and picketing during negotiations over contract issues. Methods for resolving conflicts between unions and employers include mediation, arbitration, and addressing complaints through Indonesia's labor laws and regulations.
1. The document discusses improving industrial relations between management and unions through developing constructive attitudes, clear policies and procedures, trust between parties, and encouraging the right union leadership.
2. It notes that poor industrial relations can negatively impact productivity and costs through increased absenteeism, turnover, and resistance to change.
3. The effects of conflicts between management and unions are multiplied across the entire economy and society through increased human frustration and social tensions.
BUSA is the unified organization representing South African business interests nationally and internationally. It was formed through the merger of two previous business organizations in 2003. BUSA's objectives include acting as the principal representative of business in South Africa, promoting black economic empowerment, and enabling business to play a role in South Africa's development. Trade unions represent workers' interests through collective bargaining and challenging unfair management decisions. They are classified as occupational, industrial, or general depending on their membership criteria. Workers join trade unions to have more power to address workplace issues, fulfill political beliefs, and satisfy needs related to employment conditions and status.
This document compares and contrasts human resource management (HRM) and industrial relations (IR). It notes that HRM focuses on the employee-employer relationship while IR involves four parties: employees, employers, trade unions, and the government. Additionally, it states that HRM formulates objectives, policies and programs for human resources, while IR implementation of HRM policies results in industrial relations. IR contributes to organizational goals while unsound IR can lead to industrial conflicts.
This document summarizes a chapter about union/management relations. It discusses the nature of unions and why employees join them. It describes the decline in union membership in the US and reasons for this. Key acts that make up the US labor code are outlined, as are the typical processes of unionization and collective bargaining. Grievance procedures and their importance to employers are also discussed at a high level.
The document discusses the history of labor unions in the Gilded Age. It details some of the earliest attempts at unions including the National Labor Union formed in 1866 and the Knights of Labor in the 1870s. Both of these organizations struggled and eventually collapsed. In the 1890s, the most prominent unions were the American Federation of Labor, Industrial Workers of the World, and American Railway Union. The American Railway Union led a major strike in 1894 that resulted in the creation of Labor Day.
Labor unions in the late 19th century fought for workers' rights and better conditions through key organizations like the Knights of Labor, American Federation of Labor, and American Railway Union. These groups advocated for tactics like collective bargaining, arbitration, and strikes to achieve goals such as an 8-hour workday and equal pay. However, some strikes turned violent, such as the Haymarket Square and Pullman strikes, which led to deaths and increased public distrust of unions. Unions were ultimately able to make some gains for workers through limiting work hours, regulating conditions, and preserving collective bargaining rights.
Workers organized labor unions in the late 1800s to advocate for better working conditions, wages, and benefits. They used tactics like strikes and boycotts to push for change against low pay, long hours, and dangerous work. Several important unions formed, including the Knights of Labor which welcomed all workers, and the American Federation of Labor which focused on skilled trades. However, business owners opposed unions, using lockouts and hiring replacements to break strikes, while the government often sided with owners over workers through interventions like sending troops. This led to violent clashes between labor and management.
Unit 1 powerpoint #7 (the gilded age the rise of unions)Jason Lowe
The document discusses the early history of labor unions in the United States. It describes how industrialization led to the development of organized labor by creating low-wage jobs. It also outlines several important events that shaped the labor movement, such as the Great Railroad Strike of 1877 which led to the formation of the Knights of Labor, the first nationwide industrial union. Finally, it mentions Samuel Gompers and the American Federation of Labor, which became the largest trade union in the nation.
The document summarizes different models of labor management relations, including a one-to-one model between management and trade unions, a transactional model involving multiple stakeholders, and an environmental model accounting for various external factors. It also discusses the roles and objectives of trade unions in the Capital Development Authority of Pakistan, including collective bargaining, resolving worker issues, and both benefits and demerits of trade union involvement. Proper implementation of labor management models is recommended to facilitate good relations between workers and management.
The document discusses Pakistan Telecommunication Company Limited (PTCL), including its group members, vision, mission, products and services, competitors, SWOT analysis, marketing mix, processes, relationship management, and suggestions for improvement. PTCL is Pakistan's largest telecom company providing landline, broadband, and other telecom services, with over 4 million customers. The document outlines PTCL's strengths as well as weaknesses it could improve like customer focus.
The workers resisted the factory's sale for the following key reasons:
- They felt insecure about losing their jobs and livelihoods under the new ownership given Videocon's financial troubles. Selling the factory threatened their employment.
- They had built long careers and commitments at Philips and did not want to start over under a new company.
- Wages were already low and they feared further cuts or delays in payments from Videocon.
The company could have avoided this resistance by:
- Involving the unions more in discussions and addressing their concerns about job security, wages, etc. upfront.
- Finding ways to retain more workers under the new ownership through negotiations.
- Providing
Chapter 2 evolution of labor-management relationshipsahorton9465
The document summarizes the evolution of labor-management relationships from 1869 to the present. It discusses the rise of early unions like the Knights of Labor in response to poor working conditions during the Industrial Revolution. It also covers important events that shaped labor movements, such as the Haymarket Riot, the formation of the American Federation of Labor and Congress of Industrial Organizations, and landmark labor laws. The document traces the development of unions and strategies on both sides of labor-management relationships over time.
This study examines the effect of free trade on employment in the US manufacturing sector using data from 1964-2005. The results of the regression analysis show that higher levels of free trade, as measured by imports as a percentage of GDP, have a statistically significant positive effect on employment. This finding contradicts economic theory but is consistent with some prior studies. The study concludes that fears about free trade reducing manufacturing jobs in developed countries are unfounded, as employment in the US has remained steady since the implementation of free trade agreements.
A Case Study of German Labor In the Age of New Social MovementsJorgette Theophilis
This summary provides an overview of a case study on the Central Works Council (CWC) of a large German corporation. The CWC is leading an effort to unify over 350,000 workers across 30+ countries through an international network of unions. Its goals are to establish an International Works Council and increase worker participation globally. The CWC plays several roles, including advocating for workers, overseeing management, lobbying politicians, and developing this international network. The case study analyzes the CWC using theories of "new social movements" to determine if it can be considered an "old" social movement, finding that the CWC exhibits traits of both old and new types of movements.
This class action lawsuit alleged that the defendant employer failed to pay employees for all hours worked by paying them a fixed salary instead. With no official timekeeping records, the plaintiffs relied on the lack of records to support their $23 million claim. The litigation consulting firm DOAR helped the defense by organizing electronic documents, developing a case strategy through jury research, creating visuals to summarize key records and business processes, and managing trial technology, resulting in a defense verdict after brief jury deliberations.
7 Secrets to Union & Management Success with Teams, MLMA 2014Deb Nystrom
Presented at the Partnerships in Progress Michigan Labor and Management Association Conference, 2014, East Lansing, Michigan http://mlma.org/
7 Secrets to Union-Management Success with Teams
Once what I want differs from what you want, we are in conflict. Conflict will naturally increase when shifting from a supervisor-to-employee model to a team model. This presentation describes a whole system, top to bottom and side to side process to implement teams in a union environment. The "from me to we" shift is continuous process that requires a different type of renewal annually. With commitment to this approach, everyone from top management and union officials down to frontline supervisors and employees can mutually benefit.
Deb Nystrom, REVELN Consulting and Ron Koller, Fenwick Koller Associates
PTCL is Pakistan's primary telecommunications company with a history dating back to 1947. It has grown significantly over the years and now has the largest telecommunications network in Pakistan. The report provides an overview of PTCL's organizational structure, technical network, services offered, financial performance, competitors and subsidiaries. It highlights PTCL's continued efforts to improve and expand its network through investments in new technologies and infrastructure to meet growing demand.
The document discusses employer-employee relations, including communication between representatives, areas of discussion like pay and work conditions, and tests used to determine an employer-employee relationship. It also covers the history of public sector unionism in the Philippines and rights gained after the end of martial law, allowing government employees to form unions. Specific unions for Department of Environment and Natural Resources employees are also mentioned.
Pakistan telecommunication company limited assignmentAli Shah
PTCL is Pakistan's primary telecommunication company established in 1947. It was privatized in the 1990s and transformed into Pakistan Telecommunication Corporation in 1990 and then Pakistan Telecommunication Company Limited in 1996. In 2005, ETISALAT, a UAE telecom company, acquired a 26% stake in PTCL, making it the largest shareholder. PTCL's HR department aims to meet the company and employee needs through recruitment, training, compensation and benefits programs. Key functions include job analysis, descriptions and specifications, internal and external hiring processes, and on- and off-the-job training programs. Outsourcing is also used for some departments and employees.
Interpersonal conflict and conflict management.Urooj Fatima
The document discusses interpersonal conflict and conflict management. It defines interpersonal conflict as occurring when one person's goals cannot be achieved if another's goals are achieved. It notes common myths about conflict, such as that it should always be avoided or damages relationships. The document also outlines various causes of conflict including intimacy issues, power struggles, personal flaws, distrust, and social or cultural differences. It presents principles of conflict management, including that conflict is inevitable but can have positive or negative aspects depending on how the content and relationship are handled, as well as different conflict styles and cultural influences.
Chapter 14 Labor Relations and Collective BargainingWisnu Dewobroto
This document summarizes key topics in labor relations and collective bargaining. It discusses the history of labor unions and legislation in the United States, including the Wagner Act, Taft-Hartley Act, and National Labor Relations Board. It also covers the unionization process, collective bargaining process, and critical issues currently facing unions such as declining membership.
The Supreme Court of India struck down Section 66A of the Information Technology Act in 2015. Section 66A criminalized sending offensive or annoying messages through a computer or any other communication device. The judgment arose from the arrests of two women in Mumbai under Section 66A for Facebook posts expressing displeasure about a political event. The Court found Section 66A to be unconstitutional as it violated freedom of speech and was overly broad, vague and ambiguous. The Court held that Section 66A punished legal and innocent speech and could have a chilling effect on free expression.
The document discusses trade unions under Indian law. It defines a trade union as any combination of workers formed primarily to regulate relations between employers and employees. A trade union must be registered and have a minimum number of members engaged in a particular industry. Registration provides legal status and benefits like the ability to own property and sue others. The rules of a trade union must address matters like membership, leadership, finances, and dissolution. Advantages of trade unions are outlined for workers, employers and society as a whole, such as better wages and working conditions for workers and industrial peace for employers. Challenges faced by Indian trade unions include political divisions and a lack of democratic practices in some unions.
Labour law, or employment law, governs the relationship between employers, employees, and trade unions. It deals with issues like wages, working conditions, hiring/firing practices, and workers' rights to unionize. The goal of labour laws in India is to reduce conflicts between employers and employees and promote industrial growth and national development. Labour is a shared responsibility between the central and state governments in India. Some key labour laws cover issues like industrial relations, wages, working conditions, social security, and equality in the workplace. The laws aim to protect workers' interests while maintaining harmonious relations between workers and employers.
This document summarizes key aspects of labour laws and industrial relations in India. It outlines the various labour laws in India related to areas like industrial relations, wages, working conditions, and social security. These laws are enacted by both central and state governments. The document also describes the industrial disputes resolution process in India, which involves preventive and settlement machinery like works committees, conciliation, arbitration, and labour courts/tribunals. Recent amendments to labour laws aim to increase coverage of workers, enhance dispute resolution mechanisms, and streamline the establishment of employment regulations.
The document discusses trade unions, their objectives, functions, and importance. It provides definitions of trade unions and discusses some key points:
1. Trade unions are voluntary organizations formed by workers to collectively protect their interests related to wages, working conditions, and dealing with exploitation.
2. The major objectives of trade unions are better wages and working conditions, protection from exploitation, representation of worker interests, and negotiation through collective bargaining.
3. Trade unions are important for promoting industrial peace, effective communication between workers and management, and aiding economic development. However, they also face problems like small sizes, lack of funds, and political influences.
Trade unions are organizations that protect the rights of workers through negotiation with employers on their behalf. The first trade unions started in the 1880s among British workers, with the first black trade union forming in 1917. Trade unions ensure equal treatment of workers, give employees a voice in workplace decisions, and promote workers' social, economic, and political interests and rights. They have the right to recruit members, hold after-hours meetings on business premises, and conduct elections. Governments pass laws like the Basic Conditions of Employment Act and Labour Relations Act to regulate the relationship between employers and employees and protect individuals' rights. Industrial action can be unorganized and informal through means like absenteeism or organized through official actions backed by unions like strikes.
The trade unions act 1926.ppt final presentation.uesSunit Kapoor
A trade union is an association of workers formed to protect and improve the socio-economic status of its members through collective action. Key features include being a democratic institution ultimately controlled by members. A registered trade union receives legal status and protections for acts done in contemplation of a trade dispute. There are also restrictions on how union funds can be spent and requirements for financial disclosures, office bearer qualifications, and membership rights. While registration is not required, it provides benefits like immunity and stronger recognition for collective bargaining.
The document discusses industrial relations and trade unions. It defines industrial relations as the relationship between employers and employees, and the role of different parties in maintaining this relationship. Trade unions are defined as voluntary organizations formed by workers or employers to promote their collective interests. The objectives and requirements of a successful industrial relations program are outlined. The key principles, objectives, and functions of trade unions are explained, including their militant, fraternal, political and social roles. The document also covers grievance management procedures.
This document provides an overview of labour law in India, specifically regarding trade unions and collective bargaining. It discusses the history and development of trade unionism in India since the 1920s. It defines what constitutes a trade union and trade dispute according to Indian law. It outlines the process for registering a trade union, including the roles and responsibilities of the Registrar of Trade Unions. Key aspects covered include the legal status and rights of registered trade unions, requirements for applications, and grounds for cancellation or dissolution. The document also distinguishes between the general and political funds of registered trade unions and permissible uses of general funds.
Collective bargaining is a process of negotiations between employers and employee representatives, usually unions, to determine working conditions and terms of employment. It aims to reach binding agreements on wages, hours, benefits, grievance procedures, and other aspects of work. The document discusses the history and objectives of collective bargaining, how it works, advantages and disadvantages, and its role in the nursing profession specifically. It provides definitions of key terms, the differences between professional associations and unions, and factors that influence successful negotiations.
Trade unions and employers' associations serve to collectively represent the interests of workers and employers, respectively. Trade unions seek to protect workers' interests through collective bargaining on issues like wages, working conditions, and dispute resolution. Employers' associations represent the interests of employers in matters related to labor policy, collective bargaining, and maintaining good labor-employer relations. However, trade unions face several challenges like outside leadership, internal rivalry, financial difficulties, and declining membership in recent times due to factors like globalization and job losses. Strengthening union leadership and finances as well as promoting harmonious industrial relations can help bolster the trade union movement in India.
Managing industrail relations & contemprory issuesPiyushHirwani
Industrial relations comprise the relationship between employers and employees (and their unions) within a workplace or industry. It involves collective bargaining between unions and management over issues like wages, working conditions, hiring/firing practices, and dispute resolution. The goal of industrial relations is to promote harmony between employers and workers through establishing processes like works committees, collective bargaining, and grievance procedures. It aims to protect the socioeconomic interests of both parties and avoid industrial conflicts.
Labor Law_ Workers' Rights by Slidesgo.pptxSoujasSaha
This document provides an overview of labor laws and worker rights in India. It introduces key labor laws such as the Minimum Wages Act of 1948, Equal Remuneration Act of 1976, Bonus Act of 1965, and Payment of Gratuity Act of 1972. These laws aim to regulate relationships between employers and employees and address issues like minimum wages, gender pay equality, bonuses, and severance pay. Labor law developed from workers' struggles to improve their conditions and defend their rights. While India's laws resemble those of other industrial nations, only a small portion of workers are actually covered or able to benefit.
This document discusses trade unions, their objectives, functions, and importance in industrial relations. It defines a trade union and explains that their primary purposes are to regulate relations between workers and employers, negotiate wages and conditions, and provide member services. The key functions of trade unions are militant functions like achieving higher pay and better work conditions, and fraternal functions like welfare measures and promoting growth. Finally, it provides examples of collective bargaining processes between trade unions and hotel management to resolve issues around reducing employee holidays and layoffs.
This document summarizes a case study about a trade union forming at the Lanka Fashion Leather Products Company. Around six months prior, the 150 employees established a trade union. There were issues between management and the union, such as management not giving the union opportunities to discuss matters. The union submitted demands to management, but some were not granted or management acted contrary to law. This led to the union organizing a strike after providing notice. However, management did not respect the legal process and arbitration outcome, sending letters vacating employees' posts. As a result, the commissioner instituted legal action against company directors for offenses under the Industrial Dispute Act. With more flexibility and legal compliance, management could have avoided this situation by properly addressing the
NCV 3 Management Practice Hands-On Support Slide Show - Module 2Future Managers
The document discusses South African labor legislation and the Labour Relations Act. It provides details on:
- The six main pieces of labor legislation and what they regulate.
- The functions of the Labour Relations Act, including protecting freedom of association and organizational rights.
- The role of workplace forums in promoting worker interests and consulting with employers on major decisions.
- The functions of the CCMA in resolving disputes through conciliation or arbitration.
How to solve grievances with union contracts Cristina Novelo
Unions negotiate contracts with employers to represent workers and secure improvements in wages and working conditions. A union contract outlines the employment terms and a grievance process for resolving disputes. The typical grievance process involves an employee first bringing an issue to their supervisor, then a union representative if unresolved, and finally an arbitrator if the union and management cannot agree. The contract establishes binding rules for all workers to prevent favoritism and ensure fair treatment.
How to solve grievances with union contractsPamela Beltran
Unions negotiate contracts with employers to represent workers and secure improvements in wages and working conditions. A union contract outlines the employment terms and a grievance process for resolving disputes. The typical grievance process involves an employee first bringing an issue to their supervisor, then a union representative if unresolved, and finally an arbitrator if the union and management cannot agree. The contract establishes binding rules for all workers to prevent favoritism and unjust treatment.
Trade Union Freedom Fact Sheet Cnv InternationaalCNV Vakcentrale
The right to organise in trade unions is a fundamental labour and human right. Yet, in many countries, workers attempt many barriers to organizing. Although the right to organise in trade unions is a fundamental labour and human right. This is usually referred to as: The right to free association in trade unions. Additionally, every individual has the right to collective bargaining over employment conditions. These rights are laid down in national and international legislation and regulations. Such as the International Labour Organization (ILO) conventions, or OECD Guidelines for Multinational Enterprises.
Engaging in a meaningful dialogue
Why is trade union freedom so important? First, to improve labour conditions it is crucial to engage in a meaningful dialogue on factory, sectoral, and even national level. On behalf of their members. Independent trade unions negotiate with employers or their representatives on collective employment conditions, which subsequently are laid down in collective labour agreements. Such working conditions may refer to salary, remuneration, working hours and rest periods. Usually, individuals are not able to reach such agreements, where trade unions are successful.
This fact sheet has been developed for the WellMade project, a project designed to provide both people working in European fashion brands as well as procurement officers within companies and organisations with an understanding of the most important labour issues in the supply chain.
The partners would like to acknowledge the generous support of the European Union in making WellMade possible. This website reflects the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
More information:
http://www.wellmade.org
https://www.cnvinternationaal.nl/
This document provides an overview of India's labor laws and industrial relations system. It discusses key topics including:
- The main labor laws that govern industrial relations, wages, working conditions, and social security.
- The roles of trade unions, employer organizations, and the government in industrial relations.
- The mechanisms used to prevent and resolve industrial disputes, including conciliation, arbitration, and labor courts.
- Recent amendments made to various labor laws regarding issues like wages, bonuses, and maternity benefits.
- The objectives and roles of industrial relations in promoting harmonious relations between management and workers.
So in summary, it outlines the main components of India's labor law framework and industrial relations
This document discusses labour laws in India. It defines labour law as laws addressing legal rights and restrictions of workers and unions. Labour laws aim to reduce differences between employers and employees to promote industrial and economic growth. Key labour laws cover industrial relations, wages, working conditions, social security, and equality. Both central and state governments can enact labour legislation according to the Indian constitution. Company secretaries play an important role in ensuring compliance with India's extensive labour law framework to facilitate good governance and satisfy stakeholders.
Similar to Union Management, labor union conflicts (20)
Nike was founded in 1964 and is headquartered in Oregon. It started as Blue Ribbon Sports and changed its name to Nike in 1978. In the 1970s, Nike's growth was aided by the rising popularity of running and new shoe technologies. However, in the 1980s Nike faced declining sales as competitors entered the market and Nike's styles became outdated. To recover, Nike focused on innovation, targeted different customer segments, and strengthened its global production and marketing. Today Nike has a large market share worldwide.
The document discusses Triple-Em, a Pakistani company that produces high quality potato chips and other snack foods. It outlines Triple-Em's mission to meet international quality standards while catering to local tastes. The company uses advanced facilities and strict quality control to process and package its products hygienically. Popular Triple-Em brands include Super Crisp potato chips and a range of extruded snacks targeted toward children.
The document discusses the Holy Quran and its teachings. It states that the Quran was gifted by Allah to Prophet Muhammad and contains a complete code of life. The Quran can be divided into six parts covering topics like faith, teachings of God, stories of prophets, the end of times, and benefits of reciting the Quran. It also discusses the relationship between the Quran and science and miracles of the Quran.
The document discusses business meetings and provides guidance on how to effectively plan and conduct meetings. It lists the members of a business meeting group, defines what a business meeting is, and describes the purpose and types of meetings. It provides tips for meeting preparation, developing an agenda, creating working papers, starting the meeting, and taking minutes. Guidelines are given for roles like the timekeeper, examples of meeting participants are listed, and dos and don'ts are outlined for active participation and proper meeting etiquette.
1) PresentationToys is a start-up company founded by six people to produce educational and cultural toys for children.
2) They will produce three types of toys: cultural, letter, and phonic toys to teach children about culture, improve vocabulary and teach phonics.
3) Their goals are to create a profitable company, develop innovative educational toys, and improve children's learning through cultural toys.
9. HISTORY OF TRADE UNIONS emergence of the trade unions. first union become the main body. Organization may have as many unions. first union who registers becomes CBA Collective Bargaining Agent.
10. History of Trade Unions Second union that registers has certain conditions. requires one third of the membership Is less in authority then the first union. Power is less then the CBA.
11. History of Trade Unions For the third union: Has more conditions then the formal. Should acquire two fifth of the membership. After that CBA conducts a secret ballet or a referendum. negotiates with the management for the employees.
12. History of Trade Unions IRO ( Industrial Relation Ordinance ) Regulates the trade unions Labor dependent requirements. legal requirements for the union. How it registers When it registers How many members Other legal requirements
13. History of Trade Unions Currently CBA has been in power again. Last two years it was facing problems. It is performing since last 2 months. Recent referendum took place on 27th Jan, 2010.
14. TRADE UNION ACTIVITIES Work in contact with the employees Negotiate with the management Know about employees personal problems. Help them in improving their work problems. Issues related working environment. Difficulty working with certain subordinates.
15. TRADE UNION ACTIVITIES Unions misinterpret their powers. Misuse means to fulfill tasks. violate rules and regulations. Involvement of politics. Personal interests.
16. TRADE UNION RIGHTS AND RESPONSIBILITIES: Politics and personal favors have changed the concepts of unions. Provided all legal rights to the employees. The concept of Child wishes from parents. Give rights by bargaining or negotiating with the management. Correct conduct of any dispute between firm and employee
17. TRADE UNION RIGHTS AND RESPONSIBILITIES: Make sure grievance procedures are in correct position. If any dispute take it accordingly. Any problem report it correctly. Hence not to deviate from the real concept of trade union.
18. MANAGEMENT RESPONSIBILITIES FOR TRADE UNION: Management would love to support the trade unions. Proper grievance and proper administering. Provides code of conduct, rules or laws. Certain legal orders Acknowledge negative tasks. Take action against any illegal activities.
19. MANAGEMENT RESPONSIBILITIES FOR TRADE UNION: Employees not liking unions are provided right environment. Keep them away from unions. In contact with individuals. Keep the employees promoted and motivated. Spends millions on retention of employees.
20. News 50,000 Telecom workers join countrywide strike Hudreds of arrested still unheard
21. MANAGEMENT-UNION DISPUTES: Last year on Aug 19, 2009. Ended on Sep 9th, 2009. Many employees on strike during referendum. Political influence. Riots and problems. Right parameters by management but union refused to accept.
22. LEVELS OR CATEGORIES OF THE EMPLOYEES: 3 categories: Regular Employees. Contractual Employees. NCPG ( National Compensation Pay Grade)
23. DISPUTES AND RESOLUTION TECHNIQUES USED BY MANAGEMENT: Keeping the employees retained. Who don’t join unions are kept away. Awareness campaigns are taken into existance. Making sure everything runs smoothly.
24. FUTURE ACTIVITIES OF THE MANAGEMENT: Unions now need 15% membership This how only 3 or 4 can emerge. Making of modules Awareness campaigns Training of management. Training of employees.