1 / 10

Chapter 23 Trade Unions

Chapter 23 Trade Unions. Recap of Previous Lecture Nature of IR Need for good relationship between management and workers Approaches to Industrial Relations Stakes of parties Proactive strategy to IR Role of HR department. Role of HR department. Lecture Overview Nature of Trade Unions

patch
Download Presentation

Chapter 23 Trade Unions

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Chapter 23 Trade Unions

  2. Recap of Previous Lecture • Nature of IR • Need for good relationship between management and workers • Approaches to Industrial Relations • Stakes of parties • Proactive strategy to IR • Role of HR department • Role of HR department

  3. Lecture Overview • Nature of Trade Unions • Why employees join unions • Factors leading to unionization • Union tactics • Tactics to remain union free • Role of HR department

  4. Trade Unions “Unions are volunteer organizations of workers or employers formed to promote and protect the interests through collective actions” (p, 549) Definition of Unions include • Combination of workers or employers • Could be permanent or temporary • Regulate relationships among workers, workers and employers or among employers • Strategic Choices before managers • Allow unions or remain union free • If want to remain union free then what to do? • If allow unions what type of relationships want? • Tactics to negotiate with unions

  5. Why Employees Join Unions • To protect against exploitation • Dissatisfaction (psychological contract) • Lack of power • Union Instrumentality

  6. Factors Leading to Unionization Personality, interests, and preferences Expectations that work will fulfill personality, interests, and preferences i) employment contract ii) psychological contract Influence of management Satisfaction Work situation Attempt to resolve situation independently Dissatisfaction with work situations Union instrumentality Unionization Adopted from: Aswathappa. Human Resource Management, Text and Cases, 2008, p. 552

  7. Strategic Choices for Unions • Bread and Butter vs Political objectives • Adversarial vs Cooperative Role • Traditional issues vs New Services • Union Tactics • Organizing drive • Strike • Political patronage • Blackmail

  8. Tactics to Remain Union Free Effective first line supervisors Open communication Effective personnel research Effective personnel planning and selection Union free Healthy and safe work environment Effective training and development Effective employer and employee relationship Effective remuneration Adopted from: Aswathappa. Human Resource Management, Text and Cases, 2008, p. 561

  9. HR practices and Unions • HR practices negate the existence of unions because of following reasons • HR seeks employee relationships on individual basis (Pay and performance) • HR attempts for socialization of workforce means harmony amongst workers and between management and workers, emphasize authority of management • Training programs attempts to bring loyalty and pro management attitude • Team based work environment • Merit based selection and promotion

  10. Summary • Nature of Trade Unions • Why employees join unions • Factors leading to unionization • Union tactics • Tactics to remain union free • Role of HR department

More Related