Mgt 3500 Exam 2

Front 1

associated with union avoidance. Achieves economies of scale. has highly FORMALIZED procedures in its large bureaucratic firms/ no variation and standardizaed because there is more personnel, redeuced conflict and complaints. variations can spur unionization. highly detailed. large non-union corporations expanded post WWII.

Back 1

the bureaucratic pattern

Front 2

refers to staff with responsibility for handling union organizing attempts, negotiations, contract administration and litigation with regard to union activity. usually consists of labor attornies. (Rather than HR staff who looks after wages, EEOC, hiring/firing, etc.)

Back 2

labor relations staff

Front 3

the day to day implementation and application of the labor contract. the processing of grievances is a central activity here. there needs to be a contract prohibiting ULPs.

Back 3

contract administration

Front 4

things that the firm does well that is hard for other firms to copy. should meet the following:
1. it provides the customer benefits
2. it is hard for competitors to imitate
3. it can be leveraged widely to many products and markets

Back 4

core competency

Front 5

the ability that unionization provides to empower its employees to have their complaints heard and acted on by management.

Back 5

voice power

Front 6

the seniority in a bargaining unit entitling an employee to a certain level of benefits, usually dating from date of hire (adjusted by layoffs or leaves).

Back 6

benefit status seniority

Front 7

the seniority levels of employees that entitle them to hold certain jobs, bid on certain jobs, bump, or avoid layoffs. it is usually calculated from the date of promotion into a given job or job group.

Back 7

competitive status seniority

Front 8

an employer provided benefit added to unemployment benefits to bring an employees payments during unemployment closer to pay for work.

Back 8

supplementary unemployment benefit plan

Front 9

guarantees wages despite shorter hours or wages can be lowered and still be kept on payroll. not a specific amount, just a guarantee that you'll remain on payroll.

Back 9

guaranteed annual wage plan

Front 10

the techniques and processes aimed at changing a party's position toward bargaining issues in negotiations.

Back 10

attitudinal structuring

Front 11

the activities that occur within a bargaining team that lead to agreements on positions and concessions in negotiations.

Back 11

intraorganizational bargaining

Front 12

bargaining over issues in which both parties may achieve a better position that the one held previously

Back 12

integrative bargaining

Front 13

one party's gain is another party's loss

Back 13

distributive bargaining

Front 14

a vote by union members to reject or approve the settlement of a negotiated contract.

Back 14

contract ratification

Front 15

bargaining over issues in which one party's gain is the other party's loss

Back 15

distributive bargaining

Front 16

bargaining over issues in which both parties may achieve a better position than the one held previously.

Back 16

integrative bargaining

Front 17

the techniques and processes aimed at changing a party's position toward bargaining issues in negotiations.

Back 17

attitudinal structuring

Front 18

bargaining opposite a representative who lacks the authority necessary to make commitments that will stick within the organization.

Back 18

surface bargaining