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Mg Ind Exam 3

73 flashcardsby Lexie
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1
Any activity between management and unions or employees concerning the negotiation or implementation of a collective bargaining agreement
labor relations
2
a strike not santioned or supported by the union
wildcat
3
attempting to understand the needs and objectives of both parties and search for mutually agreeable options
integrative bargaining
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group of ee represented by the union in collective bargaining
barigain unit
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it is important to for communication to flow
laterally, upward, downward
6
process of using increasingly more severe steps to correct a problem such as poor performance
progressive discipline
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include providing notification, conducting a fair investigation, and enforcing a reasonable rule
just cause
8
protection from discrimination, safe working conditions, and right to form union are all --- rights
statuatory
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A written and signed document between an employer entity and a labor organization specifying the terms and conditions of employment for a specified period of time
collective bargaining agreement
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Established right to organize▰ National Labor Relations Board (NLRB)▻ To administer certification election▻ To prevent and remedy unlawful acts▰ Issues Cease and Desist Order▰ Identified Five Illegal Practices1. Interfering with, restraining, or coercing employees2. Dominating or interfering with formation3. Discriminating against an employee4. Discharging an employee5. Refusing to bargain collectively
national labor relations act or wagner act
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The particular group of employees represented by the union in collective bargaining
bargaining unit
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this law is the cornerstone of orgnizatioed labor and established an ee right to organize
national labor relations act
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any employee, committee or other organization of any kind in which employees deal with employers concerning grievances, labor disputes, wages, hours, or working conditions
labor organization
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reasons ee join union
Dissatisfaction▰ Lack of involvement/influence▰ Pay & benefits▰ Working conditions▰ Job security
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 Unions have to have certain structure
o Landrum Griffin Act
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 Unions can form
 NLRBoard
 5 Illegal practices
wagner act
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 Try to take back some power NLRA gave
taft hartly act
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five illegal practices that mgt cant impose on unions
Interfering with, restraining, or coercing employees2. Dominating or interfering with formation3. Discriminating against an employee4. Discharging an employee5. Refusing to bargain collectively
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mandatory bargaining topics
wage, hr, conditions
20
Remedies for six unfair union practices:1. Restraining or coercing employees2. Causing or attempting to cause an employer todiscriminate3. Refusing to bargain in good faith4. Asking or requiring members to boycott products5. Charging employees excessive union dues6. Causing an employer to pay for services notperformed
taft hartly act
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Key provisions for unions:1. Must have a bill of rights2. Must adopt a constitution3. Must report financial activities4. Union elections are regulated by thegovernment5. Union leaders have a fiduciary responsibility
landrum griffin act
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union avoidance strategies
suppression and substitution
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bargaining types and what they mean
o Distributive- win lose
o Integrative- both successful
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over wages, working conditions
 File 10 day notice
 Members have to vote 50% yes
 Don’t have to give job back, replaceable
economic strike
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individuals organize a walk out w/o union knowing
 Illegal
 Will probably lose job
wildcat strike
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employer shuts down
lockout
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How many fatal work injuries are recorded in the US every 2 weeks
5,109
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ohsa's job
To provide a safe and healthy work environment▰ To comply with specific occupational safety andhealth standards▰ To keep records of occupational injuries andillnesses
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what does ohsa stand for
OCCUPATIONAL SAFETY & HEALTH ACT
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what type of companies are exempt from ohsa
Self employed, family run farms, state & local government
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ohsa general duty clause
Employers must furnish employees a place of employment which arefree harm likely to cause death or serious physical injury
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Three ohsa organizations and their job
 Admin
 OSHRC- make sure fair
 NIOSH- research probs to eliminate
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how many ee can a company have when they must keep ohsa records
11
34
what must be ohsa recorded
Medical treatment (beyond first aid)▻ Loss of consciousness▻ Restrictions of work▻ Job transfer▻ Severe injuries, death, multiple employees involved = immediatereport to local OSHA
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preventing and resolving problems involving individuals which arise out of or affect work situations, and ▻ creating strong relationships between the employer and employees. ▻ Advice is provided to supervisors on how to correct poor performance and employee misconduct.
employee relations
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good ee relations involved
fair and consistent treatement, prevent and resolve problems, competitive edge, Focus on issues affecting employees, Consider employees as stakeholders
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benefits to the company of good employee relations
Strong employee relationships▰ Union Free Status▰ Empowered employees▰ Satisfied customers▰ And likely higher profits!
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verbal and Published Commitment2. Elimination of Irritants3. Structured Communications4. Policy Review, Updates and Compliance5. Right of Employee Review Procedure6. Competitive Wages and Benefits7. Management Training8. Structured Employee Recognition9. Responsible and Effective Social Programming10.Annual Audits
are all important
ee relations practices
39
employee rights
statuatory rights (legal), contractual, others (ethical, free speech, privacy)
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1. Determine if discipline is necessary▻ Consistent response to rule violations2. Outline clear goals3. Ensure two-way communication4. Establish a follow-up plan5. End on a positive note
is an effective
discipline session
41
the actions of people
behavior
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the study of the actions of people at work 1. Individual 2. Group3. Organization
organizational behavior
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performance measure of both work efficiency and effectiveness
ee productivity
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the failure to show up for work
absenteeism
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the voluntary and involuntary permanent withdrawal from an organization
turnover
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discretionary behavior that’s not part of an employee’s formal job requirements, but which promotes the effective functioning of the organization
Organization Citizenship Behavior (OCB)
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an employee’s general attitude toward his or her job
job satisfaction
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any intentional employee behavior that is potentially harmful to the organization or individuals within the organization
workplace misbehavior
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Six important employee behaviors
o Productivity
o Absenteeism
o Turnover
o Citizenship behavior
o Job satisfaction
o Misbehavior
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Evaluative judgments, either favorable orunfavorable, concerning objects, people, orevents
attitudes
51
components of an attitude and what they entail
1. Cognitive (Beliefs) – established perceptions of attitude object
2. Affective (Feelings) – calculation of good or bad based on beliefs about the attitude object
3. Behavioral (Intentions)– calculated motivation to act in response to the attitude object
52
job related attittude that is an employee’s general attitude toward his/her job
satisfaction
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job related attitude that is the degree to which an employee identifies with his/her job
job involvment
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job related attitude that represents an employee’s loyalty to, identification with, and involvement in their organization
Organizational commitment
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When employees are connected to, satisfied with, and enthusiastic about their jobs
ee engagement
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any incompatibility between attitudes, or between behaviors and attitudes
Cognitive Dissonance
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A unique combination of emotional, thought,and behavioral patterns that affect how a personreacts to situations and interacts with others
personality
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types of personality test that
instrument designed to measure the elements of Jungian personality theory, particularly preferences regarding perceiving and judging information • Four dimensions of personality • 16 different personality types
myers briggs
59
myers briggs components
Extroversion (E) vs Introversion (I) – orientation towards external world (E) or inner world (I)
Sensing (S) vs Intuition (N) – preference for standard routine based on factual data (S) or big picture and making connections among the facts (N)
Thinking (T) vs Feeling (F) – preference for logic and analytics (T) or values and beliefs (F) Judging
(J) vs Perceiving (P) – planned and orderly (J) or flexible and spontaneous (P)
60
personality test that measures
Openness to experience – imaginative, artistically sensitive, and intellectual
Conscientiousness – responsible, dependable, persistent, and achievement oriented
Extraversion – sociable, talkative, and assertive
Agreeableness – good‐natured, cooperative, and trusting
Neuroticism ‐ tense, nervous, depressed, and insecure
big 5
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personality test that measures
The ability to notice and manage emotional cues1. Self‐awareness2. Self‐management 3. Self‐motivation 4. Empathy 5. Social Skills
emotional intellegence
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the degree to which people believe they control their own fate
locus of control
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an individual's degree of like or dislike for him/herself
self-esteem
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the ability to adjust behavior to external situational factors
self monitoring
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personality predicts
locus of control, self esteem, self mgt, risk taking
66
A process by which we give meaning to ourenvironment by organizing and interpretingsensory impressions
perception
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theory stating
Distinctiveness different across situations
Consensus everyone else is behaving the same way
Consistency same over time
attrirubution theory
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the tendency to underestimate the influence of external factors and overestimate the influence of internal factors when making causal judgments about the behaviors of others
Fundamental attribution error
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the tendency for individuals to attribute their success to internal factors while putting the blame for failures on external factors
self serving bias
70
only absorbing parts of what you observe, allowing you to “speed read” other parts
selective perception
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observers perception of others is influenced more by the observer’s own characteristics than by those of the person observed
assumed similarity
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when we judge someone on the basis of our perception of a group to which that person belongs
stereotyping
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when we form a general impression of a person on the basis of a single characteristic
halo affect
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