HRM200 Chapter Notes - Chapter 16: Trade Union, Business Unionism, Collective Agreement

• School: University of Waterloo
• Department: Human Resources Management
• Course: HRM200
• Professor: Vince Di Ruzza

Document Summary

Labour union: officially recognized association of employees practicing a similar trade or employed in the same company or industry joined together to present a united front and collective voice to deal with management. Influence hr policies: pay and benefits, control over jobs being performed. Labour-management relations: ongoing interactions between labour unions and management in organizations. Business unionism: activities of labour unions focusing on economic and welfare issues. Social (reform) unionism: furthering interest of members by influencing the social and economic policies of governments at all levels. Labour relations (lr) strategy: component of hr strategy specific to the overall plan for dealing with unions, which sets the tone for its union-management relation: union acceptance strategy, view union as legitimate representation of employees. Innovative initiatives: union avoidance strategy, preferable to operate in a nonunionized environment, union substitution approach, responsive to employee needs, no incentive to unionize, union suppression approach, avoid a union at all costs.