HRM 361 – Human Resource Management Final Exam Study Guide Chapter 11 – Compensation * What is total rewards * How is it different than traditional compensation * Why compensation philosophies vary by organization * Entitlement vs. performance philosophies Intrinsic vs. extrinsic rewards- Intrinsic rewards may include praise for completing a project or meeting performance objectives. Other psychological and social forms of compensation also reflect intrinsic type of rewards
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Case 15-1: The Union’s Demand for Recognition and Bargaining Rights In case study 15-1 a union representative made claims against a company of unfair labor practices. The Union also claimed that this was in violation of Section 8(a)(1) of the LMRA. The Union organizer claimed that the company had interrogated the employees to decipher if a union was being established in the company. Melton, the supervisor of the employees at the time of these discrepancies, did engage in questioning three employees
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1 National Employment Policy and Strategy of Ethiopia November 2009 Addis Ababa ii Acronyms AIDS ART CETU CSA EEF EPRDF ERP FDI GDP HERQA HICES HIV ICT IHDP IMF M&E MDG MFI MOFED MSE NEC NEPS NES NGO PASDEP PSNP TVET UEAP Acquired Immunity Deficiency Syndrome Anti-retroviral Therapy Confederation of Ethiopian Trade Unions Central Statistical Agency Ethiopian Employers’ Federation Ethiopian People’s Revolutionary Democratic Front Economic Reform Program Foreign Direct Investment Gross
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to have concerted activity to improve working conditions is specifically protected under CA law. The company chose to ignore the law and fire the workers. With the UFW’s help, the workers kept fighting and filed charges with the Agricultural Labor Relations Board (ALRB). The ALRB found sufficient evidence and issued a complaint against the company. Last October 25, the workers’ legal rights were affirmed when they won a negotiated back pay settlement of $50,000. They looked forward to finally being
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.....8 1.Improve the understanding of output importance of labor .....................................................8 2.Strengthen labor service personnel abroad for training, improve their overall quality and international competitiveness ...........................................................................................................9 3.Establishment of a unified labor export information network, improve and clear labor output information channels ...............................
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chapter 1 Craig’s industrial relations system model - we see that the industrial relations actors take elements from the external environment and convert these inputs into outputs through a series of conversion mechanism. These outputs then flow back into the environment through a feedback loop * feedback loop- the mechanism by which outputs of the industrial relations system flow back to the external environment INPUTS PROCESSES OUTPUTS System Approach Model (Craig) Different from Dunlop
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RELATION BETWEEN LABOUR TURNOVER AND ORANIZATIONAL PRODUCTIVITY ABSTRACT:- Organizations zealous about growth would always intend to develop their respective current human capital and other potentials. But in this world of frequent upgrade and innovations in the business environment and the technological ways of doing things, organizations would commit themselves towards bringing their workforce to the task requiring intellectual and manual growth and development. The idea behind this would
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Scholarship Repository University of Minnesota Law School Articles Faculty Scholarship 1988 Discovery in Labor Arbitration Laura J. Cooper University of Minnesota Law School, lcooper@umn.edu Follow this and additional works at: http://scholarship.law.umn.edu/faculty_articles Part of the Law Commons Recommended Citation Laura J. Cooper, Discovery in Labor Arbitration, 72 Minn. L. Rev. 1281 (1988), available at http://scholarship.law.umn.edu/ faculty_articles/307. This Article
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In today’s work place there are a plethora of rules and regulations that a business must follow in order to remain compliant. Being aware of the employer and employee rights is essential for any Human Resources professional. With that being said, Labor Unions are an important component in the landscape of the American workplace because they focus on the rights and treatment of the employee and not the employer. Unions have a long history of support within companies, but have also faced much oppositions
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In this discussion I will provide a synopsis of the article, Complying with U.S. Labor Relations Laws in Non-Union Settings written by Gene Thornton. The article discusses the significance of the National Labor Relations Act (NLRA) or Wagner Act regulated by the National Labor Relations Board (NLRB). The NLRA is a federal law that protects employee’s right to organize and engage in concerted activities and bargain with their employers. Furthermore, unions can have a sizeable effect on both unionized
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