Labor-Management Relations

Labor-Management Relations

• Labor relations are the relationships between an employee and management.
• The term now commonly refers to relationships between management and labor unions.

Labor Relations as Personnel Management

• Efficient use of material resources relies on how well personnel and manpower are utilized.
• Organizations should promote individual growth so all employees achieve their intrinsic abilities at work.

Sources and Definition of Labor Problems

• Labor problems stem from irritation, complaints, grievances, and misunderstanding.
• A labor problem impairs harmonious relations between employees and management.
• Labor problems affect employee morale and can impair the company's efficient operations.

Satisfaction of Human Needs

• Basic physiological needs include hunger, rest, sleep, protection, and reproduction.
• Social needs include companionship, approval of others, self-assertion, and self-approval.

Satisfaction of Personal Needs

• Key factors include wage or salary, company personnel policy and working conditions.
• Personal needs that lead to satisfaction also involve job security, stability, and opportunity for advancement.
• Understanding, fair, and tactful supervisors, along with sympathetic assistance are crucial to ensure satisfaction.

Complaints Explained

• A complaint is a spoken or written dissatisfaction that disturbs the worker.
• It causes a negative reaction brought to the attention of supervisor/management.
• Complaints involve a feeling of dissatisfaction, expressed or suppressed, valid or not, relating to work.

Grievance Explained

• A grievance involves any dissatisfaction, complaint, irritation, or misunderstanding.
• Grievances arise from a job or relationship with an employer.
• Actions that violate the CBA or Labor Code that they feel is unfair can be a source of grievances

Settling Disputes: Mediation

• A process of negotiation happens in which disputing parties discuss their differences under a mediator.
• A mediator can be court-appointed, or chosen jointly by the parties.

Settling Disputes: Conciliation

• Conciliation is similar to mediation but is commonly used by government agencies or tribunals.
• Industrial disputes involving employers and employees may go to conciliation.

Settling Disputes: Arbitration

• Arbitration is similar to a court hearing; lawyers may accompany disputing parties.
• The dispute is determined by a court-appointed, impartial arbitrator.
• Arbitration is cheaper, with less rigid rules than court.

Discrimination vs. Prejudice

• Prejudice is an unjustified or incorrect attitude (usually negative) toward an individual based on social group membership.
• Discrimination is the behavior or actions, usually negative, toward an individual or group.
• Discrimination is often based on sex, race, or social class.

Forms of Discrimination: Adverse Impact

• Adverse impact is based on the 80% or 4/5ths rule.

Forms of Discrimination: Unfairness

• Unfairness occurs when minorities and non-minorities score differently on a predictor test.
• Despite the differences, they perform similarly on the criterion, such as the MCAT example.

Forms of Discrimination: Differential Validity

• Differential validity occurs when criterion-related validity differs significantly between groups on the same test.
• Differential validity is more valid for predicting the performance of one group than another, like males vs. females.