SOC227H5 Lecture Notes - Lecture 10: Worker Cooperative, Rand Formula, Industrial Democracy

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Published on 26 Nov 2017
School
UTM
Department
Sociology
Course
SOC227H5
Professor
1
SOC 227WORK AND OCCUPATIONS
Session #9: Employee Power
Readings:
Text: chs. 11, 12
KERVIN’S MEDIA ITEM
College strike issues from the professors they want more job security and academic freedom
(management of the college system is too dictating of what they can and cannot teach in their courses)
Proportional of part-time professors is huge precarious work
Put new clauses into the proposal
The third party that is suffering is the students
Issue of the instructor’s power and power of management of the college
What if students ran UTM who would hold the power?
university of Toronto professors don’t have a union
WHERE WE ARE
Last Time
Today’s Issue
Today’s Objectives: Know…
The theory of unionization
Two additional ways of giving employees more power to reduce worker-mgt conflict
Two management problems faced by employee owners
Difference between grass roots collectives and conversions
Three problems for grass roots collectives
Difference between “equality” and “equity”
The key problem for conversions
Terms to Know
industrial democracy
grass roots collective
producer cooperative
conversion
collective bargaining
collective agreement
zero sum game
mutual gains bargaining
iron law of oligarchy
Rand formula
union density
free-rider problem
social conflict
social power
bargaining power
collective action
dependence
mobilization
EMPLOYEE POWER
Motivated by compensation
UNION THEORY
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2
Gives employees more bargaining power union theory
Management formally gives students/employees more power
Give employees the company employees own and run the company itself
Response to employee management problems and imbalance of power between employees and
management
1. Social Conflict
“social”: between two parties
Two dimensions:
1. interests what both parties want, when one wins the other loses, zero sum game (isn’t always
true), trying to find a way for it to be win-win for employees and management, objectives
2. action take actions to further the interests you have and obtain your objectives
Apply to union-mgt relations:
NOTE: performance, efficiency, all important to managers and causes conflicts with employees, the conflict is
both economic (holiday pay, raises, etc.) and non-economic (the strike of college professors, more control and
power)
2. Social Power
NOTE: social power is relational
Capacity to get another party to alter its behaviour in a way that benefits you social power
Specific to what the relationship is between two people
Measuring Social Power
dependence
How much one party depends on the other for something
Two factors affect amount of dependence:
1. the importance of the reliance of one person on the other what do they provide for employees they
are dependent on their wages, the employer is dependent of their workers having the skills to do the job
2. alternatives if you don’t get it from this party, is there another source you can get it from (most
common there is no other sources, i.e. wages), hard to find someone else with the same skills the
employers need (depends on the job field)
Power of an Ee = Er's dependence on Ee
Ee's dependence on Er
bargaining power ability for employee to ask for better wages and working conditions (formula above), who
is dependent on who and has more bargaining power in that situation
Employee Power
In most cases the employees are more dependent on the employers
Employees are more dependent more employees than employers and more employees than vacant
jobs
Individual employee doesn’t have as much bargaining power as the employer has (position of power)
Two Exceptions
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Document Summary

11, 12: college strike issues from the professors they want more job security and academic freedom. Issue of the instructor"s power and power of management of the college. Two additional ways of giving employees more power to reduce worker-mgt conflict. Terms to know industrial democracy grass roots collective producer cooperative conversion collective bargaining collective agreement zero sum game mutual gains bargaining iron law of oligarchy. Rand formula union density free-rider problem social conflict social power bargaining power collective action dependence mobilization: motivated by compensation. Note: performance, efficiency, all important to managers and causes conflicts with employees, the conflict is both economic (holiday pay, raises, etc. ) and non-economic (the strike of college professors, more control and power) Note: social power is relational: capacity to get another party to alter its behaviour in a way that benefits you social power, specific to what the relationship is between two people, social power.

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