Reading...
Play button
Play button
Use LEFT and RIGHT arrow keys to navigate between flashcards;
Use UP and DOWN arrow keys to flip the card;
H to show hint;
A reads text to speech;
22 Cards in this Set
- Front
- Back
|
In what ways is the world of work changing?
|
1. Increase in part-time, casual, short-term work, and work done at home, and self-employment
2. Workforce is more diverse 3. Workers less likely to work for just one employer or in one occupation for whole career |
|
|
What are the pros and cons that workers no longer spend their whole career with one employer/occupation?
|
Pros: workers less apt to become bored, maybe higher job satisfaction
Cons: fluid arrangements create insecurity, harder to generate loyalty and commitment |
|
|
What is a strike?
|
Cessation of work by employees in combination or in concert or in accordance with a common understanding. May include a slowdown designed to restrict output.
|
|
|
What is certification?
|
The process through which a union is designated the sole and exclusive bargaining agent for a given group of workers, usually by a government agency
|
|
|
What is the Taft-Hartley Act?
|
1947 amendments to National Labor Relations Act (Wagner Act) created union-free zones after allowing any state to opt out of union security provisions (specifically: prohibits trade unions from making membership or dues a condition of employment). Outlaws closed shop, allows states to outlaw union shop and agency shop. Passed by congress over Truman's veto.
|
|
|
What are right-to-work laws?
|
22 States have passed legislation banning union security provisions, mostly in southern or midwestern US, under the provisions of the Taft-Hartley Act.
|
|
|
Which states are right-to-work states?
|
Alabama, Arizona, Arkansas
Florida, Georgia, Idaho, Iowa Kansas, Louisiana, Mississippi Nebraska, Nevada, N. Carolina, N. Dakota Oklahoma, S. Carolina, S. Dakota Tennessee, Texas, Utah Virginia, Wyoming, Guam |
|
|
What is the coercive drive approach?
|
A 19th c. management approach which sought to motivate employees through fear and intimidation, to maximize productive work
|
|
|
What is a contingent workforce?
|
One with little or no job security because of employment on atemporary, part-time or contractual basis
|
|
|
What is industrial relations?
|
An interdisciplinary approach that describes all aspects of the employment relationship and seeks to balance efficiency and equity and the interests of management and of workers
|
|
|
What does Dunlop's Systems Theory say about IR?
|
That it is an analytical subsystem of industrial society governing individuals' wokrplace behavior. Equally important to econ subsystem but not part of it. System comprises actors, contexts(market/economic, technical, power/political which determine balance of power), and web of rules (substantive and procedural)
|
|
|
Contrast substantive and procedural rules. In general, what types of legislation attempts to address each?
|
Substantive: system outcomes such as pay, benefits, hours of work, safety (employment standards legislation)
Procedural: collective bargaining, grievance, promotion procedures (labour relations legislation) |
|
|
What are the benefits of Systems Theory?
|
It gives insights into the interdisciplinary nature of Ir and is a convenient way to study unfamiliar IR systems by looking at actors, contexts, and rules
|
|
|
What are the criticisms of Systems Theory?
|
It hasn't generate testable hypotheses, it minimizes the importance of other environmental inputs besides 3 contexts, it doesn't seriously address conflict
|
|
|
How did Craig attempt to improve upon Systems Theory? What criticisms remain?
|
An input-output framework and feedback loop allowed a broader range of inputs and showed their role shaping outputs through conversion processes (such as grievance, strikes) which addressed conflicts.
But: little attention to management, assumes collective bargaining processes and that conflict is contained within IR system) |
|
|
What is Kochan's Strategic Choice Theory?
|
It stresses links between firm's IR and HR policies and overal competitive strategies.
It uses three levels: macro/global, employment relationship/collective bargaining, workplace/shop-floor. It predicts effective change when all three levels and stratgies of actors are aligned. It says environmental contexts and management's values contrain range of strategic options. |
|
|
What factors affect the relevance of Kochan's Strategic Choice Theory in Canada?
|
There are less union-replacement strategies in Canada because of stricter unfair labour practice enforcement.
There is publicly-funded medical care and social programs which help unions resist calls for concessions. |
|
|
What is the neoclassical perspective on IR and what are its assumptions?
|
It is a right-wing pure economics belief in the free market.
It assumes: 1. Labour and management have different, but compatible interests; 2. Managers should have unfettered authority to run their enterprises as they see fit; 3. Workers can quit and find a new job if they don't like management; 4. There is little or no use for unions (unions create inefficiency and unemployment). |
|
|
What is the managerial perspective on IR and what are its assumptions?
|
It is linked to OB and its main concern is the motivation of workers.
It assumes: 1. Properly motivated workers will be more productive and positve incentives are most effective; 2. Unionization may demonstrate a failure on the part of management to satisfy workers; 3. Interests of workers and mgt may diverge in the short term but will converge in the long term. |
|
|
What is the institutional perspective on IR and what are its assumptions?
|
It is held by most industrial relationists.
It assumes: 1. In a competitive market, powerful workers overwhelm individual workers. 2. Unions and collective bargaining is necessary to balance an uneven playing field; 3. Government is needed to establish and administer labour relations legislation; 4. Workplace conflict can be dissipated through collective bargaining. |
|
|
What is the reformist perspective on IR and what are its assumptions?
|
It believes that collective bargaining could work but the odds are strongly in the employer's favour.
It assumes: 1. The system doesn't allow unions to offer workers real protection; 2. Major economic redistribution is necessary as is stronger employment law - both in substantive and procedural areas |
|
|
What is the radical / political economy perspective on IR and what are its assumptions?
|
It assumes: 1. Widespread inequality is an integral part of capitalist society; 2. Traditionally, Marxist: Capitalist society must be violently overthrown; 3. Modern: Employee ownership and management shifts power balance. Also, Unions must reach out to communities and operate in an international fashion to serve workers of MNCs.
|
