HRM 6635 - XTIAPool of Discussion Questions for the Mid Term Exam 2019 Term 3
001.What are the major components of the John Dunlop model of an industrial relationssystem?Provide at least one specific example of how each component that you cite isimplemented, characterized or embodied in the United...
Pool of Discussion Questions for the Mid Term Exam 2019 Term
3
01. What are the major components of the John Dunlop model of an industrial
relations system? Provide at least one specific example of how each component that you cite is
implemented, characterized or embodied in the United States industrial relations system that we
have studied to date. The Dunlop theory, created by sociologist John Dunlop, of industrial
relations states that the industrial system is comprised of three distinct parts: management
organizations (employers), workers (labor unions), and work rules being at the center. These
three entities cannot act completely independent of each other, but instead are intertwined, and
the power each one holds is relative to its position within the market and political environment.
Work rules can be rules that oversee compensation, such as wages. Work rules can also specify
job rights, such as the right to strike. Work rules are varied by job or classification. Some
examples include health care, television, manufacturing, or government installation.
Management organizations or employers represent the company or themselves. Their main
goals are to make the right decisions to operate the company. Managers can be CEOS, plant
managers, or even first line supervisors. It is important to effectively manage labor relations to
be competitive in the market. Members elect union representatives. Members elect the
representatives who will represent their employment interests. Union representatives can
sometimes face scrutiny as
ACTORS:
(1) A Hierarchy of managers and their representatives in supervision.
CONTEXT:
, (1) The technological character of work place and work community. (The shape,
size, location, skills, educational levels - determine the quality and quantity of labor.)
a. Fixed or variable work place.
b. Relation of work place to residence.
c. Stable or variable work force and operations.
d. Size or work group.
e. Job content.
f. Relation to machines or customers.
g. Schedule hours and shifts of the work place.
THE ESTABLISHMENT OF RULES (Web of rules):
(1) Procedures for establishing rules.
a. Unilateral.
b. Participation.
c. Joint-collective bargaining.
THE IDEOLOGY OF AN INDUSTRIAL RELATIONS SYSTEM:
An ideology is a set of ideas and beliefs commonly held by the Actors that helps
to bind or to integrate the system together as an entity.
02. What was the major legal weapon used by management against the union movement from
the beginning up through 1932? Why was the Norris-La Guardia Act necessary and what
specific remedies did it provide?
03. One of the reasons for the passage of The Clayton Act was to improve the lot of the labor
union. How did it attempt to do this? Was it successful? The Clayton Act was enacted by
Congress to strengthen the antitrust laws that were put into place by the Sherman Act. The
Clayton Act declared that unions were not unlawful under the Sherman Anti-Trust provisions.
This act also allowed unions to organize and prevented anticompetitive mergers as corporations
were forbidden from preventing the organization of labor unions. It also keeps labor strikes
from being included in antitrust lawsuits. The result of this provision is that labor unions may
organize and agree upon wages without being accused of price fixing and it gave workers some
leisure hours. However, the Clayton Act in the long run, actually hurt the growth of the union. It
hurt the growth of unions because it allowed employers to get court orders for labor injunctions
instead of having to ask for an attorney to seek the order.
, 04. The purpose of legislation in the industrial relations area is to ensure industrial democracy.
How did the Taft-Hartley Act attempt to serve this purpose? [Specifically what were the changes
(amendments) to the Wagner Act that were added by the Taft-Hartley Act?] Also referred to as
the Taft-Hartley act, establishes control of labor disputes on a new basis by enlarging the
National Labor Relations Board and providing that the union or the employer must, before
terminating a collective-bargaining agreement, serve notice on the other party and on a
government mediation service. The Labor Management Relations Act (LMRA) was also referred
to as the Taft-Hartley Act. The purpose of the act was to do away with industrial disagreements
and to equalize employer positions with the unions in labor relations. The Taft-Hartley Act made
major changes to the Wagner Act. Taft-Hartley defined six additional unfair labor practices. The
Act was edited to protect employees' rights from these unfair practices by unions.
The amendments protected employees' rights and said that unions could not cause an employer
to discriminate against an employee for exercising Section 7 rights. The closed shop was made
illegal, but employers could sign a union shop agreement under which employees could be
required to join the union on or after so many days of employment. The amendments encouraged
bargaining in good faith. They prohibited secondary boycotts; therefore, it is illegal for a union
that has a primary dispute with one employer to pressure a neutral employer to stop doing
business with the first employer. Unions were forbidden from charging unnecessary dues or
initiation fees, and from causing an employer to pay for work not performed. There is also a free
speech clause, providing that the expression of opinions or views shouldn't be evidence of an
unfair labor practice. Additionally, supervisors were barred from bargaining units, and the
Board had to give special treatment to professional employees in determining bargaining units.
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