Transcript Document
HN347: Unit 8 Workplace Problems & Safety Unit 8 Key Terms Turnover – “the permanent separation of employees from the organization, because of resignation, retirement, layoff, or discharge” (Buford & Lindner, 2002, currently p. 468) Employee assistance program (EAP) – program designed to help identify and resolve problems with workers caused by various issues, such as drug abuse, mental illness, and marital problems Collective bargaining – “an approach to labor relations in which the employer has a compulsory duty to bargain with the recognized employee union under established procedures” (Buford & Lindner, 2002, currently p. 462) Symptoms of workplace dysfunction Poor work relationships Substance abuse Workplace violence Employee revenge Employee dishonesty Turnover Absenteeism Workplace Problems Workforce Demographics ◦ Homogeneous vs. heterogeneous Employee Values ◦ Different generations have different value systems Employee Stress ◦ Peer relationships, Office environment, Economic issues Organizational Factors ◦ Task demands, work relationships, organizational policies Individual Factors ◦ Family conflicts, Personality characteristics Resolving Problems Supervisory counseling Referrals Employee assistance programs (EAP) Workplace approaches ◦ Organizational Communication – sharing information that informs, motivates and encourages employees ◦ Diversity management – research and training to help resolve issues of difference ◦ Work restructuring – reformatting jobs to fit personality styles or changing people to fit jobs ◦ Work/life initiatives – providing services employees may need to help them lessen the stress in their lives (day care, counseling services, exercise centers) Labor Relation Approaches Meet and confer: ◦ The employer consents to a discussion with representatives of an employee organization regarding terms and conditions of employment. Collective bargaining: a process that identifies and resolves conflicts between labor and management ◦ ◦ ◦ ◦ ◦ ◦ ◦ Right to form unions Recognition of union winning majority support Employer’s compulsory duty to bargain with unions Management rights clause Impasse resolution procedures Union security provisions Codes of unfair labor practices Unionization & Collective Bargaining Organizing and determining the bargaining unit Election and certification Contract negotiations ◦ Mandatory issues: wages, hours ◦ Prohibited issues: organizational mission ◦ Permissive issues: other general issues Conducting negotiations Dealing with impasse resolution ◦ Mediation: a neutral 3rd party helps facilitate process ◦ Fact finding: structured form of mediation ◦ Interest Arbitration: judicial proceeding Strikes by government employees Administering the contract Processing grievances ◦ Supervisory level ◦ Union intervention ◦ Binding arbitration Contact Information If you have any questions please contact me: Melanie Beath [email protected] or call 515-480-9034.