Dictionary of Human Resources Page 1 of 23 Contributed by: Salman Hafeez Dictionary of Human Resources Chapter 1: The Strategic Role of Human Resource Management Key Terms Management Process The five basic functions of management are: organizing‚ staffing‚ leading‚ and controlling. planning‚ Human Resource Management The staffing functions of the management process. Or‚ the policies and practices needed to carry out the "people" or human resource aspects of a management
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power in manufacturing giving unions more leverage to exact demands from employers. Secondly‚ jobs in service industries are generally of a shorter duration‚ so workers leave their jobs frequently so unionization is not a high priority. The cost of labor is also higher in service jobs‚ so unions have less power. So simply put‚ there will be a much more anti-union response in the manufacturing industry simply because manufacturing unions have much more power and leverage compared to workers in service
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Labor-Management relationships Case # 1: Management campaigns and Union organizing at KCOM-KOCH Medical‚ Inc. Question 1(a) The strategy that KCOM-KOHC utilized in dealing with labor’s attempt to unionize was closely associated with the union substitution model. Communications strategy: to improve communication between top management‚ middle management and employees. Wage survey strategy: undertook a wage survey study to improve the company’s compensation plan. Retained a Labor relations
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resources wage differentials differences in wage between various workers‚ groups of workers‚ or workers within a career field labor market all of the potential employees located within a geographic area from which the organization might be able to hire cost of living allowances clauses in union contacts that automatically increase wages base on the U.S. Bureau of Labor Statistics’ cost of living index market pricing uses external sources of information about
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Assessment https://mycourses.mdc.edu/Section/Assessment/Delivery/AssessmentAll... 1. Unions usually support: A) conduct-based pay. B) achievement-based pay. C) performance-based pay. D) seniority-based pay. E) merit-based pay. 2. The National Labor Relations Act is also known as the: A) Landrum-Griffin Act. B) Walsh-Healey Act. C) Taft-Hartley Act. D) Davis-Bacon Act. E) Wagner Act. 3. What can supervisors do to stay union-free? A) They can report any direct or indirect signs of union activity to
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intent toward labor‚ exacerbated the problem by strengthening the application of the Sherman Act against labor. A yellow-dog contract is a stipulation mandated by the employer that the employee will not join a union‚ as a condition of continued employment. Yellow-dog contracts were upheld by the courts in strict opposition to the legal principle of noninterference with contractual business relations. Yellow-dog contracts were in effect until the passage of the Railway Labor Act of 1926 and
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Collective Bargaining Collective bargaining is always mutual acceptance by labor and management of a collective bargaining agreement or contract. This paper will discuss the effect of right to work laws on union membership‚ the role of the National Labor Relations Board‚ the major provisions of the Taft-Hartley Act‚ the role Human Resources plays in collective bargaining initiatives‚ and discuss some of the key characteristics of collective bargaining industries. Union Membership Any
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and central social relationships between union‚ employers and state. In respects to labor law it encompasses significant aspects of law of contract‚ the law of torts‚ and constitutional law. (1) The implementation of the National Labor Relations Act (NLRA) that was passed in 1935 encourages the standard for policing the relationships between employees‚ and employers by elected official and employees’. (2). Labor laws are extended to any person who works in the service of another person under
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Collective Bargaining in Labor Relations 1. Define the term “collective bargaining” and list and describe four issues that are mandatory components of a collective bargaining agreement. The term “collective bargaining” is a carefully thought out and written contract‚ between the management of a company and its employees. This legal contract is represented by an independent trade union and is legally enforceable for a period of about a year. The ultimate goal for both management
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Labor Laws and Unions HRM/531 Labor Laws and Unions Unions employ labor laws to protect their members from organizations that operate in violation of the National Labor Relations Board. It is imperative that organizations such as Lewis & Lambert have a clear understanding of their union contract and the laws set forth by the NLRB. Lewis & Lambert Lewis & Lambert is Sheet Metal Contracting entity located in Fort Worth‚ Texas established in 1965 that prides itself
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