MHR 522 Lecture Notes - Lecture 8: Allocative Efficiency, Complement System, Comparative Advantage

• School: Ryerson University
• Department: Human Resources
• Course: MHR 522
• Professor: Tim Bartkiw

Document Summary

Includes the right to organize, form/join a union and engage in collective bargaining practices: formally prohibits employer interference, restraint, or coercion of employees pursuing rights to unionize/bargain. Social partnerships: corporatism the organization of a society by large interest groups (corporate groups) businesses, ethics, labour, government, social bargaining depends on the consensus on broad framework for economic and social policy. Is beyond centralized collective bargaining which is the scope of issues addressed are broader. Is a(cid:374) i(cid:374)stitutio(cid:374)alized (cid:396)ep(cid:396)ese(cid:374)tatio(cid:374) of (cid:862)o(cid:396)ga(cid:374)ized la(cid:271)ou(cid:396)(cid:863) at a high le(cid:448)el a(cid:374)d o(cid:374) a (cid:271)(cid:396)oad s(cid:272)ale that e(cid:374)ha(cid:374)(cid:272)es o(cid:396)ga(cid:374)ized la(cid:271)ou(cid:396)"s po(cid:449)e(cid:396), (cid:396)ele(cid:448)a(cid:374)(cid:272)e a(cid:374)d effe(cid:272)t. Includes centralized policy may conflict with firm-level diversity, differentiated needs, and demands for flexibility. Increases bargaining power from strength in numbers: reduces employer resistance to parti(cid:272)ipate a(cid:374)d (cid:862)sit at the ta(cid:271)le(cid:863) Codetermination: employee voice is institutionalized as formal rights to participate in workplace decision- making. Information rights financial information, marketing and investment plans.