Studied by 1 personConciliation
________: use of a third party in industrial disputes to encourage both employer and union to discuss an acceptable compromise solution.
Misinformation
________- false beliefs about the need for change.
Arbitration
________: resolving an industrial dispute by using an independent third party to judge and recommend an appropriate solution.
Employee representatives
________- trade unions.
Interpretation of circumstances
________- fear of the unknown.
Industrial action measures
________ taken by the workforce or trade union to put pressure on management to settle an industrial dispute in favor of employees.
Employee representatives
trade unions
Trade union (labour union)
organization of working people with the objective of improving the pay and working conditions of its members and providing them with support and legal services
Trade union recognition
when an employer formally agrees to conduct negotiations on pay and working conditions with a trade union rather than bargaining individually with each worker
Collective bargaining
negotiations between employees representatives (trade unions) and employers and their representatives on issues of common interest such as pay and conditions of work
Single-union agreement
employer recognizes just one union for purposes of collective bargaining
No-strike agreement
unions sign an agreement with employers not to strike in exchange for greater involvement in decisions that affect the workforce
Conciliation
use of a third party in industrial disputes to encourage both employer and union to discuss an acceptable compromise solution
Arbitration
resolving an industrial dispute by using an independent third party to judge and recommend an appropriate solution
Interpretation of circumstances
fear of the unknown
Self-interest
losing something of value
Misinformation
false beliefs about the need for change
Change management
planning, implementing, controlling and reviewing the movement of an organization from its current state to a new one
Project champion
person assigned to support and drive a project forward and who explains the benefits of change and assists and supports the team putting change into practice
Trade union (labour union)
Organization of working people with the objective of improving the pay and working conditions of its members and providing them with support and legal services
Industrial action
Industrial action measures taken by the workforce or trade union to put pressure on management to settle an industrial dispute in favor of employees
Trade union recognition
When an employer formally agrees to conduct negotiations on pay and working conditions with a trade union rather than bargaining individually with each worker
Collective bargaining
Negotiations between employees' representatives (trade unions) and employers and their representatives on issues of common interest such as pay and conditions of work
Poor communication, difference in personalities, different values and competition
4 sources of conflict in the workplace
Single-union agreement
Employer recognizes just one union for purposes of collective bargaining
No-strike agreement
Unions sign an agreement with employers not to strike in exchange for greater involvement in decisions that affect the workforce
Conciliation
Use of a third party in industrial disputes to encourage both employer and union to discuss an acceptable compromise solution
Arbitration
Resolving an industrial dispute by using an independent third party to judge and recommend an appropriate solution
Change management
Planning, implementing, controlling and reviewing the movement of an organization from its current state to a new one
Project champion
Person assigned to support and drive a project forward and who explains the benefits of change and assists and supports the team putting change into practice
Negotiations
Methods by which people settle differences. It's a process by which compromise/agreement is reached while avoiding argument and dispute. In any disagreement, individuals understandably aim to achieve the best possible outcome for their position (or perhaps an organization they represent)
Go slow
Form of industrial action in which workers keep working, but at the minimum pace as demanded by their contract of employment
Work to rule
Form of industrial action in which employees refuse to do any work outside the precise terms of the employment contract. Overtime will not be worked all non-contractual cooperation will be withdrawn
Overtime bans
Industrial action in which workers refuse to work more than the contracted number of hours each week. During busy times of the year, this could lead to much lost output for the employer
Strike action
The most extreme form of industrial action in which employees totally withdraw their labor for period of time. This may lead to production stopping completely. Strike action can lead to the business shutting down during the industrial action
Public relations
Using the media to try to gain public support for the employer's position in the dispute
Threats of redundancies
These threats would put pressure on unions to agree to a settlement of the dispute, but they might inflame opinions on the employees' side and could be looked upon as "bullying" and lead to poor publicity for the employer
Changes of contract
If employees are taking advantage of their employment contracts to work to rule/ban overtime, then new contracts could, when the old ones are due for renewal, be issued that insist on higher work rates or overtime working
Closure of the business or the factory/office
Closure of the business or the factory/office where the industrial dispute takes place would lead to redundancy for all the workers and no output and profit for the business owners
Lock-outs
Short-term closure of the business/factory to prevent employees from working and being paid
Note
Flashcard