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HRM 200 (Sociology Management) EXAM LATEST UPFDATED STUDY GUIDE WESTERN GOVENORS UNIVERSITY.
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HRM 200 (Sociology Management) EXAM LATEST UPFDATED STUDY GUIDE WESTERN GOVENORS UNIVERSITY.
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HRM 200 (Sociology Management)EXAM LATEST UPFDATED STUDY GUIDE
WESTERN GOVENORS UNIVERSITY.
Top Retention Drivers
✔✔1. Excellent career advancement opportunities
2. Satisfaction with the organization's people decisions
3. Ability to balance work/personal life
4. Fairly compensated compared to others doing similar work within the
organization
5. Understand potential career track within organization
Top Engagement Drivers
✔✔1. Senior management sincerely interested in employee well-being
2. Organization's reputation for social responsibility
3. Input into decision making in department
4. Opportunity to improve skills and capabilities over the last year
5. Understand potential career track within the organization
Suggestion programs
✔✔employee participates in program, leads to systematic problem
recognition
Employee Opinion Surveys
✔✔a communication device that uses questionnaire to ask for employees'
opinions about the company, management, and work life
,- conduct regularly for maximum benefits and results provided to
participants
Labor Union
✔✔An officially recognized association of employees practising a similar
trade or employed in the same company or industry who have joined
together to present a united front and collective voice in dealing with
management
Labour management relations
✔✔ongoing interactions between labour unions and management in
organizations
Collective Bargaining Agreement
✔✔formal agreement between employer and union representing a group
of employees re: terms and conditions of employments
Strategies for Dealing with Unions
✔✔1. Union Acceptance Strategy
- view the union as legitimate representative of the firm's employees
- relationship can lead to innovative initiatives with win-win outcomes
2. Union avoidance strategy
- when managers believe it is preferable to operate in a non-unionized
environment
,Primary goal of labour unions in Canada today:
✔✔- obtain economic benefits and improved treatment for others
Business Unionism
✔✔the activities of labour unions focusing on economic and welfare
issues, including pay and benefits, job security, and working conditions
Social (reform) unionism
✔✔activities of unions directed at furthering the interests of their members
by influencing the social and economic policies of governments at all
levels
Union Classification Characteristics
✔✔1. Type of worker eligible for membership
2. Geographical scope
- international
- national
- local
3. Labour Congress Affiliation
- Affiliation with one or another central labour organization:
-- Canadian Labour Congress
-- Quebec counterpart of CLC
-- American Federation of Labour and Congress of Industrial Organizations
(AFL-CIO)
, Membership Trends
✔✔Membership has been declining, likely due to:
- increase in service sector and white-collar jobs
- Decrease in employment opportunities in industries that have been
highly unionized (manufacturing)
- More effective HR practices in non-unionized firms
Canadian unions have moved away from traditional focus to better align
with workforce realities
Major impacts on union membership trends:
✔✔1. Global Competition
- employers have to become more militant; unions struggle to maintain
bargaining influence
2. Demographics
- focus must align with workplace demographics
- E.g., aging of the workforce
- retention concerns may make employers more willing to offer job
security in exchange for promises of productivity and flexibility of unions
3. Unionization of White-Collar Employees
- Increased interest in this area comes from difficulties in resolving
grievances and lack of job security
The Labour Relations Process
✔✔1. Employees express desire for collective representation
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