Beruflich Dokumente
Kultur Dokumente
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Hussain Alsadeg
Labor Relations Practice in Business and Employee Involvement
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which were core sources of power for unions. Another aspect of the TaftHartley Act is diminished labor movement power, as it changed how unions can
be formed; this slowed the process for labor to organize and eventually
enabled union-busting activities (Noah, 2010).
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(Lawler, 1999)
The State of the American Workplace Report of 2013 performed by Gallup
showcases employee involvements impact on several key performance indicators
in the following graph:
(Gallup)
Employee involvement has many definitions across different organizations.
There is current discussion trying to contrast between employee involvement
and employee engagement; while both terms seem synonymous, involvement is
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accomplish the principles of employee involvement the organization must
empower employees to address both the strategic issues that drive the
organization and the operational tasks and processes they work on. Most
organization only empower employees to resolve operational issues, this
is only a partial method to involvement. When employees are empowered
to address both strategic and operational issues, the organization is
able to reduce the many layers of bureaucracy that slow down decision
making. Also, organizations are able to stand at a competitive
advantage when employees and management cooperatively address problems
and drive solutions.
Rewards: while pushing rewards down the organization are not believed
to increase firm performance, bundling the employee involvement
elements does (Guerrero & Barraud-Didier, 2004). Compensation based on
organizational performance is a best practice and has proven to
increase the success of both employees and the organization.
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employee involvement. Training and development of the organization will
ensure long-term success, as employees are better able to address and
successfully resolve problem issues and drive improvement efforts.
Scope of work: Defines the work activities the union must deliver on.
Wages: usually a table or a listing of wages for the different jobs and
shifts available.
Hours of work: states working hours, the start time for working days,
working days, and breaks.
Shifts: specifies the number of shifts available, the shift times, pay
during each shift, and how work is allocated for shifts.
Discipline: specifies how the employer and the union handle cases of
work rules violations
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(Dudovskiy, 2013). Also, management need to be well informed and able
to implement the new Human Resources and business concepts that support
an open, friendly, cooperative, and sharing environment. This
stakeholder group is very difficult to change, as the majority have
been accustomed to theory X style of management and drive business in
an authoritarian style. This is evident in organizations that focus on
seniority as the key factor for rewards and upward movement in
organizations. These organizations that lack the leadership required
will struggle behind and face challenges in following business best
practices.
Employment Security
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o
Selective Hiring
Extensive Training
Government: the laws that govern business and labor relations determine
the legitimacy of business practices. Laws such as the National Labor
Relations Act sought to strike a balance between wealthy capitalists
and the common worker. Government has a large role in the success of
business, as its laws affect and permeate throughout all organizations.
Government is often seen as a guiding hand, as its departments and
functions provide reports and studies that shape pubic thought.
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Works Cited
Allen, R. E., & Norman, K. L. (1996). Employee Involvement Programs: The
Noninvolvement of Unions Revisited. Journal of Labor Research , 479496.
Bullok, R. (n.d.). What is employee involvement. Retrieved 11 5, 2013, from
Scontrino-Powell:
http://www.washington.edu/admin/hr/pod/leaders/orgdev/alliance/articles
/EmployeeInvolvement-ScontrinoPowell.pdf
Commission on the Future of Worker-Management Relations. (n.d.). II. Employee
Involvement. Retrieved Dec 5, 2013, from United States Department of
Labor: http://www.dol.gov/_sec/media/reports/dunlop/section2.htm
Drake, B. (2013, Sep 2). Opinion of unions is up, membership down. Retrieved
Dec 5, 2013, from Pew Research Center: http://www.pewresearch.org/facttank/2013/09/02/opinion-of-unions-is-up-membership-down/
Dudovskiy, J. (2013, March 21). Theory X and Theory Y. Retrieved Dec 5, 2013,
from Research Methodology: http://research-methodology.net/theory-xand-theory-y/
Engagement - definition. (n.d.). Retrieved 11 5, 2013, from Meriam Webster
Online Dictionary: http://www.merriam-webster.com/dictionary/engagement
Gallup. (n.d.). State of the american workplace. Retrieved Dec 5, 2013, from
Gallup: http://www.gallup.com/strategicconsulting/163007/stateamerican-workplace.aspx
Guerrero, S., & Barraud-Didier, V. (2004). High-involvement practices and
performance of french firms. International journal of human resources
management , 1408-1423.
Involvement - Definition. (n.d.). Retrieved 11 5, 2013, from Meriam Webster
Online Dictionary: http://www.merriamwebster.com/dictionary/involvement
Lawler, E. E. (1999). Employee involvement makes a difference . The Journal
for Quality and Participation , 18-20.
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