Labor Contract Issues Are Challenging For Any Manager

No, I do not believe an employer is required to have a bulletin board. My company does not have a bulletin board; with the use of technology such as email and intranet websites, a traditional bulletin board is not needed.

A study of firefighters ' negotiations found that several factors predicted positive union outcomes. Which of these factors reflects multilateral bargaining?

LEWIN, D., KEEFE, J. H., & KOCHAN, T. A. (2012). THE NEW GREAT DEBATE ABOUT UNIONISM AND COLLECTIVE BARGAINING IN U.S. STATE AND LOCAL GOVERNMENTS. ILR Review, 65(4), 749-778 Retrieved from https://web-b-ebscohost-com.bethelu.idm.oclc.org/ehost/pdfviewer/pdfviewer?vid=4&sid=71a03270-ad95-41f9-a574-414b59891617%40sessionmgr103&hid=101

I feel the labor relations system as currently constituted is effective for resolving disputes as long as both parties are committed to negotiating in good faith. Although, I feel the current system is effective a further explanation of the systems strengths and weaknesses will better explain the effectiveness of resolving disputes. It is in both the companies and the labor interest to negotiate with as little third party interaction to come up with an agreement. In times when there are disputes their different course of action that start from a least costly without giving up power in the decision to the possibility of becoming more costly to either party and give up the power in the decision. As discussed in the text when an organization and labor cannot come up with an agreement a third party may be asked to come in to negotiations to resolve a dispute which includes mediation, fact-finding, and interest arbitration.

Starting in week 5, both teams formed their initial demands. From week 6 to week 10, we took part in discussing our demands, finalizing them and posting them in the Negotiation Room. Each union member participated as a Chief negotiator and performed negotiations with the Chief negotiator from the management team. I have come to realize through the weeks that negotiations are tough, no matter if they are through online or in person, for a mock negotiation project or for a real labor negotiation. There is a lot that goes into the bargaining process and many things that need planning even before the negotiations begin.

This case was prepared by Associate Professor Marc L. Lipson. It was written as a basis for class discussion rather than to illustrate effective or ineffective handling of an administrative situation. Copyright  2010 by the University of Virginia Darden School Foundation, Charlottesville, VA. All rights reserved. To order copies, send an e-mail to sales@dardenbusinesspublishing.com. No part of this publication may be reproduced, stored in a retrieval system, used in a spreadsheet, or transmitted in any form or by any means—electronic, mechanical, photocopying, recording, or otherwise—without the permission of the Darden School Foundation.

Also, if unions were more interested in advancing the goals or objectives of the organization, or if they were more interested in meeting the wants of the union members. Robert was quick to point out that he feels “seniority” is a dominant mentality in a unionized workplace, whereas job performance may be more important in a non-unionized workplace.” One key distinction between the two is that private sector unions must respect the company’s bottom line, whereas government unions do not have that same obligation. Private sector union leaders bargain for more benefits while at the same time recognizing that excesses will force the company to lay off employees or cause them to go into bankruptcy. Daniel further strengthened this premise by commenting, “While governmental agencies may not be concerned with profiteering they are often focused on cutting costs. Those budget cuts affect staffing along with equipment therefore, a project that may normally require a staff of six employees and various equipment may be altered by cuts, creating the same conundrum as the corporation attempting to profit at the expense of its employee.” In the private sector, if managers make agreements with unions that effect negatively, the long-term profitability of the company, it can be reflected in the declining value of the company. Government unions are not confined by an

There should be a clear division between politics and public administration. Administrators must have the freedom to focus solely on the well being of their constituents. However, managers are often subjected to following the political views of the officials who appoint them or suffer termination. The intended outcome is to find the perfect balance among the three approaches to

I agree with your post that the process of establishing a labor agreement with both company management and union representatives might be challenging, but it is essential. Realistically, contracts with union employees are numerous and achievable when approached with a common goal. Determining the shared goals and objectives for union based meetings creates an environment and climate that emphasizes doing what is best for other employees, customers, and the company as a whole (Payne & Landry). It is important for a company to build its culture so that its actions speak louder than its words. Supporting common interests and modeling good behaviors as leaders builds a strong ethical corporate culture and leads to better relationships with both

The California Public Employment Relations Board is responsible for governing a total of eight collective bargaining statutes relevant to public sector employees of the state of California. These employees include those individuals, who are working directly for the state, in the state’s public educational institutions (schools and colleges), for the state’s local public agencies (each county, city and district), employees and interpreters of the state trial courts, those that fall under the “In-Home

In this analysis we will review a case titled “The Dilemma at the Public Service Department.” We will be discussing different issues, amongst them are: opinions on the honesty, malfeasance, misfeasance, nonfeasance, accountability, competence, and why these particular responsibilities are identified. We will also discuss certain trade-offs made by the commissioner’s loyalty to the department as well as the governor, and public interest. We will also be discussing three barriers when it comes to deciding how the governor will be approached, along with the basic elements that are recommended in strategic management planning.

Collective bargaining is the process by which conditions of employment are negotiated between management, and the labor organization representing employees in the bargaining unit. However, “collective bargaining refers to a situation in which union members and officials meet with an intent to resolve any issues or conflicts, in an attempt to maintain relationships” (Holley, Jennings, & Wolters, 2012, p. 243). The collective bargaining process relies on four aspects: recognition of the meeting, meeting with appropriate parties, bargaining in good faith, and incorporating the reached agreement (Adam, 1997). Nevertheless, collective bargaining activities are governed by the National Labor Relations Act (NLRA). The NLRA requires bargaining

Politics/administration dichotomy- when viewing this opposition, it should be seen as politicians writing and making rules while bureaucrats implement and put in place the policies and programs for the public to utilize. Administration and politics are seen as two separate components where they should not interface with one another. Even with them being a separate field of study, they have no choice but to integrate. As Woodrow Wilson looked at how politics and administration were forming, he felt the importance of government employees conduct themselves in a professional business manner while ensuring their accountability of providing proper services to the people and not partake in political philosophies. Politics are aligned with elected officials who write and pass the policies to be implemented by government agencies which are then applied by civil servants. By achieving this responsibility, public sector employees are required to embrace the values and principles to ensure efficiency, legitimacy, and

Award based transitional instruments refers to the industrial instruments that include pre-reform federal and state awards. These only apply if one is calculating the balance of leave of an employee whose employment began prior to the beginning of 2010.

1. Assess proposals to institute pay for performance in federal agencies. What are the consequences of adopting new labor–management procedures at a time when the United States is deeply involved with homeland security and other national security concerns?