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ADMS 3422 (12)
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Department
Administrative Studies
Course
ADMS 3422
Professor
Indira Somwaru
Semester
Winter

Description
Chapter 1 Collective agreement - A written document outlining the terms and conditions of employment in a unionized workplace Collective bargaining - management & labour negotiate terms of employment in a unionized workplace (bargain in good faith to reach settle) Conversion mechanisms - convert inputs into outputs of the industrial relations system (collective bargaining) Employee relations - employment relationship between employers and individual employees, usually in nonunion settings Employment relations - The study of employment relationships and issues in union and nonunion workplaces Feedback loop - The mechanism by which outputs of the industrial relations system flow back to the external Environment (balances the model flow) Human resources - The study of the employment relationship between employers and individual employees - focus on productivity & social needs of employees satisfaction Industrial relations - The study of employment relationships and issues, often in unionized workplaces - Interdisciplinary draws several different fields Labour relations - employment relationships between groups of employees (also known as union–management relations) Mandatory retirement - A requirement that employees retire at age 65 Neoclassical economics view - industrial relations grounded in economics that sees unions as barrier to the free market Pluralist - industrial relations stressing the importance of institutions and actors (includes labour employment relationship) Political economy - socialism and Marxism that stresses the role of inherent conflict between labour and management Seniority - The length of time a person has been a member of the union Strike - Action by workers in which they cease to perform duties and do not report to work; a work stoppage invoked by union Union - workers recognized by law who must have goal collectively bargaining to conditions of employment w/employer - must have be independent of employer, public sector is largest union, most afflicated w/ Cdn Labour Congress Business Strategy – HR or strategic perspective links employee relations System Approach Model (Dunlop) 1) Actors – govn agencies / hierarchy of mgrs / hierarchy of employees (financial environment influences all 3 actors) 2) Ideology – ideas/beliefs by Actors helps bind system together 3) Context – actors influence by environment factors / market constraints (wages/production) /workplace 4) Web Rules – procedure (making rules) / substantive (employment rules) / distributive Critism – lacks ability to predict outcomes / underestimates power / descriptive in nature System Approach Model (Craig) Different from Dunlop by external environment into outputs, conversions mechanism, outputs through feedback loop 1- External Inputs (legal, environment, political) 2- Actors 3- Internal Inputs (goals, strategy) 4-Conversion Mechanism (collective bargaining) 5- Outputs (rights, hours, wages, strikes) 6- Feedback Loop Chapter 2 Wagner Act - Named after the bill’ sponsor, Robert F. Wagner, known as the National Labor Relations Act of the United States 1935 - rise of unionism during Great Depression - recognizes strikes/lockouts are legal and unfair labour practices - encouraged collective bargaining - crafted on voluntarism Arbitration - process whereby neutral third party makes a final and binding determination on all outstanding issues in dispute Bargaining unit - The group of employees in an organization that are eligible to be represented by a union Certification - Recognition of a union by a labour board after completion of the procedures under the labour ac Conciliation - A dispute-resolution process in which a neutral third party acts as a facilitator Duty of fair representation - legal obligation on union’s part to represent employees equally and in nondiscriminatory manner Exclusivity principle - The idea that union is granted the sole right to represent all employees in the defined bargaining unit Good faith bargaining - An obligation on union and management to make a serious attempt to reach a settlement Mediation - A dispute-resolution process in which a neutral third party acts as a facilitator P.C. 1003 - Canadian government imported the Wagner Act model in 1944 (measures labour peace) Scientific management - engineering principles to define specific tasks in production process thereby removing autonomy of skilled craft workers (Frederick Taylor) - brought large scale workplaces mass productions through assembly lines (specialize in small task) Tripartite - A tripartite board has three stakeholders: management, labour, and government Unfair labour practice - An alleged violation of the labour relations act Voluntarism - collective bargaining private matter between parties and government intervention should be kept to a minimum Picketing – freedom of expression (legal if peaceful) Employment Standards – hours, wages, overtime, safety Canadian Human Rights – prevents employment discrimination (race, age, colour) Globalization – union rates declining due to outsourcing/offshoring labour to reduce cost - decrease in union bargaining power - increase of goods/services between countries Labour Relations Board – unfair labour practices, bargaining unit if employees are mgmt than excluded Chapter 3 Great recession - downturn in economy in late 2008 by very low or negative growth and high unemployment triggered by the financial collapse in 2007, the worst since the Great Depression of the 1930s Deregulation - policy designed to create more competition in an industry by prices determined by market forces (airlines) Elasticity of supply (demand) - The labour responsiveness of supply (demand caused by a change in the wage rate -if small increase in wages causes large increase in supply of labour, supply curve is elastic Hiring hall - A union-run centre that refers union labour to job sites as requested by firms Macroeconomic policy - policy that applies to economy-wide goals, such as inflation, unemployment, and growth Monopsony - Occurs when a firm is the sole market buyer of a good, service, or labour North American Free Trade Agreement (NAFTA) - A free trade agreement between Canada, the United States, and Mexico that was signed in 1994 and included labour side agreement, North American Agreement on Labor Cooperation Privatization - The transfer or contracting out of services to the private sector Labour Shortage – not enough workers, only service sector jobs only Supply Curve – steeper SC the greater wage increases (inelastic labour) Product Market – more competitive means wage increases / labour demand Substitution Effect – substitiute capital (machines) for labour, some jobs cannot substitute such as pilot Labour Instensity – high intensity, less bargaining (ex. teachers/police) Unions have more power – product market less competitive, harder to substitute labour for capital Unionization Demand – comes from trends w/ in
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