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    BUS 305 Midterm 1 Review

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    bob
    This document provides a review of key topics covered in Chapters 1 and 2 of a BUS 305 midterm exam, including: 1. The distinction between industrial relations, which deals with unionized workplaces, and human resource management, which deals with all types of workplaces. 2. The definition of jurisdiction as the legal responsibility for issues between federal and provincial governments, and how 90% of union relationships fall under provincial jurisdiction. 3. An overview of the core components of labor relations laws. 4. An explanation of why understanding the public and parapublic sectors is important from a regulatory perspective. 5. A summary of John Dunlop's systems theory of industrial relations, which analyzes

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    BUS 305 Midterm 1 Review

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    bob
    175 views4 pages
    This document provides a review of key topics covered in Chapters 1 and 2 of a BUS 305 midterm exam, including: 1. The distinction between industrial relations, which deals with unionized workplaces, and human resource management, which deals with all types of workplaces. 2. The definition of jurisdiction as the legal responsibility for issues between federal and provincial governments, and how 90% of union relationships fall under provincial jurisdiction. 3. An overview of the core components of labor relations laws. 4. An explanation of why understanding the public and parapublic sectors is important from a regulatory perspective. 5. A summary of John Dunlop's systems theory of industrial relations, which analyzes

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    This document provides a review of key topics covered in Chapters 1 and 2 of a BUS 305 midterm exam, including: 1. The distinction between industrial relations, which deals with unionized workplaces, and human resource management, which deals with all types of workplaces. 2. The definition of jurisdiction as the legal responsibility for issues between federal and provincial governments, and how 90% of union relationships fall under provincial jurisdiction. 3. An overview of the core components of labor relations laws. 4. An explanation of why understanding the public and parapublic sectors is important from a regulatory perspective. 5. A summary of John Dunlop's systems theory of industrial relations, which analyzes

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    175 views4 pages

    BUS 305 Midterm 1 Review

    Uploaded by

    bob
    This document provides a review of key topics covered in Chapters 1 and 2 of a BUS 305 midterm exam, including: 1. The distinction between industrial relations, which deals with unionized workplaces, and human resource management, which deals with all types of workplaces. 2. The definition of jurisdiction as the legal responsibility for issues between federal and provincial governments, and how 90% of union relationships fall under provincial jurisdiction. 3. An overview of the core components of labor relations laws. 4. An explanation of why understanding the public and parapublic sectors is important from a regulatory perspective. 5. A summary of John Dunlop's systems theory of industrial relations, which analyzes

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    BUS 305 Midterm 1 Review

    Chapter 1
    1. Distinguish between industrial relations and human resources
    Industrial relations- is the relationship between a union (a
    organization run by the workers) and the employer (the
    organization or organizations the workers in the union work
    for.
    Industrial relations are a broad interdisciplinary field of
    study and practice that encompasses all aspects of the
    employment relationships. Meaning that industrial relations
    include both non unionized and unionized work places.
    The difference between human resource management and
    industrial relations is to say that the former has a broader
    range and is generally applied to employment issues of
    importance to all organizations.
    The distinction between human resource
    management and industrial relations can be
    summed up as follows: industrial relations deals
    primarily with employee-employer relationships in
    unionized organizations, while human resource
    management deals with employer- employee or
    organization-worker relationships in all types of
    organizations.
    2. Define jurisdiction
    The legal responsibility for an issue between federal and
    provincial legislatures
    If an employers business has an interprovincial
    component that is when the employers activities
    regularly cross provincial boundaries then the union
    employer relationship is federally regulated.
    Whereas of an employers activities take place with a
    single province or territory, the union-employer
    relationships is governed by the labor relations
    legislation of that province or territory.
    90% of union employer relationships in Canada are
    under provincial jurisdiction and 10% are federally
    regulated.
    3. Labor relation laws
    1. Right to belong to a union
    2. Protection of that right with a LRB- quasijudicial
    3. Union as representative of majority of workplacecertification
    4. Protection from unfair labor practices for employees,
    employers and unions

    5. Collective Bargaining- time frames and results


    6. Procedures for legal strikes and lockouts
    7. Collective agreement minimum requirements-term-tech
    change
    8. Dispute resolution procedures during the term of a
    collective agreement
    9. Procedures for changing or eliminating the relationship
    4. Understanding public sector and parapublic sector and why its
    important?
    Public Sector- Government, Crown Corporations (highest
    unionized group in Canada)
    Para Public- Funded by the government: health care,
    colleges, technical institutes, universities
    Why its important?
    o Government and employees have unique
    employment relationships
    o Governments are intended to have more power than
    an ordinary employer and therefore rules and terms
    are in place that allow this to be recognized within
    the workforce.
    o And public and para public sector employees often
    provide services that are needed for communities
    and provinces to function effectively, such as fire
    protection, social services, and health care
    Chapter 2
    5. John Dunlops Systems Theory
    He analyzed how unions interacted with other organizations and
    what guidelines existed to regulate or shape those interactions
    Three interdependent components: inputs, processes, and
    outputs
    Actors can either be the government, unions, and the employer
    What keeps the system functioning is the shared ideology
    about the value of the system and each actors role.
    The actors are committed to participation in the system as a
    method of interaction and conflict resolution.
    External inputs
    o Legal system
    o Economic subsystem
    o Ecological subsystem
    o Political subsystem
    o Socio cultural subsystem
    Internal inputs
    o Values

    o Goals
    o Strategies
    o Power
    Conversion mechanisms
    o Collective bargaining
    o Grievances
    o Third-party interventions
    Outcomes
    o Employer outcomes- management rights, efficiency,
    profitability, and productivity
    o Employee outcomes- union rights, and security, work rules,
    fairness and equity issues
    o Perceptions-work climate
    o Conflict resolution
    Summary
    o Systems theory of industrial relations
    o Parties as actors
    o Actors operating with contexts, technological context, the
    market context, the budgetary context, and the power
    context
    o Web of rules- governs the interactions between the parties
    within the system. 1. Collective agreement, 2. Grievances,
    3. Third party interventions
    o Eventual convergence of industrial relations systems in
    industrial countries

    Chapter 4
    5. Structure of the local union
    Local union- same occupation/same employer
    Union structure- executive elected; shop stewards
    workplace representatives, business agents
    Union democracy
    6. Define Shop Stewards
    Are union members who investigate individual work
    complaints or grievances and act as the workers advocate
    to management. The first line representative may be
    elected or may be volunteers.
    7. Business Agents
    Are paid and are responsible for day to day union functions
    and assist the executive members in there jobs.
    8. Functions of local unions
    Workplace grievances
    Collective bargaining

    Political/Social activity
    9. Parent unions
    The generic term for regional, national, and international
    unions is parent union
    Elected by locals
    Functions of parent unions
    o Organizing support for locals
    o Dispute resolution
    o Lobby, education, and assistance in bargaining
    10.
    Labor Councils
    Delegates from different local unions generally volunteers
    and an example is the Olympics
    11.

    Canadian labour congress

    National labor federation- in Ottawa-Federal level


    Functions- organization, education
    Codes- code of union citizenship, code of organizing
    pratices, and a code of ethical pratices

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