Nobody downloaded yet

Employee Relations - Human Resources Questions - Book Report/Review Example

Comments (0) Cite this document
Summary
It happens in cases where the employers demand union representation (Budd, 2013). Employees cannot be punished or threatened because they support a union…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER94% of users find it useful
Employee Relations - Human Resources Questions
Read TextPreview

Extract of sample "Employee Relations - Human Resources Questions"

Download file to see previous pages The rights of workers deal with pay, conditions of the work place and the benefits that the worker gets. Workers should be allowed to join the various labor organizations. Such organizations advocate for the rights of their members. Most countries have failed to cooperate with the many international and local labor organization. Regulations promoted by such organizations have resulted to limited job opportunities. Labor rights are an addition to human rights. Prominent personalities such as Karl Marx are believed to have changed the rights of the workers to the better. In the United States, workers’ rights change from time to time. Politics, collective bargaining, and contracts influence the policies that govern labor.
The four schools of thought on employment relationships are critical industrial relations school, industrial relations school, mainstream economic school and the human management school. Mainstream economic school deals with activities of workers and firms who interact together in markets that are competitive. It advocate for a competition that is free. However, unions are considered labor markets that control labor supply and hinder free market type of competition. The government’s role in this school is to promote competition. Human resource management school believes that labor problems arise due to poor management. Poor leadership and politics of interest can result to labor policies that do not benefit the worker. Firms should better their training and selection method so as to motivate the employees (Budd, 2013). The school believes that labor unions affect the good relationship that exists between the employees and the employer.
According to industrial relations school, the problems that affect workers originate from unbalanced bargaining power between a worker and the cooperation. The market is characterized by bargaining and not competition. A system of labor ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Employee Relations - Human Resources Questions Book Report/Review”, n.d.)
Employee Relations - Human Resources Questions Book Report/Review. Retrieved from https://studentshare.org/human-resources/1663032-employee-relations-human-resources-questions
(Employee Relations - Human Resources Questions Book Report/Review)
Employee Relations - Human Resources Questions Book Report/Review. https://studentshare.org/human-resources/1663032-employee-relations-human-resources-questions.
“Employee Relations - Human Resources Questions Book Report/Review”, n.d. https://studentshare.org/human-resources/1663032-employee-relations-human-resources-questions.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Employee Relations - Human Resources Questions

Human Resources-Employee Selection Process

...?Human Resources-Employee Selection Process An Overview Employee selection process is one of the major processes that are essential to keep a companyor an organization moving ahead. A productive employee is a key to a company’s success. Any company or organization needs to have a bunch of well-experienced and highly qualified employees who can ensure high levels of profits and productivity. It is the responsibility of the human resource department to recruit such employees, who can prove to be productive for the company. Human resource department is...
6 Pages(1500 words)Term Paper

Human Resources Questions

...?HR Questions Table of Contents Question One 3 Question Two 4 Question Three 6 Question Four 8 Question Five 10 Works Cited 12 Question One In human resource management, it is generally observed that the performance of an individual tends to follow a Gaussian or normal distribution. However, it has been recognized in recent times that individual performances are not actually normally distributed. Rather, individual performance takes into consideration Paretian distribution. When it is generally assumed that individual performance follows normal distribution, then in such circumstances...
7 Pages(1750 words)Essay

Human Resources Questions

...in all other aspects. First of all, one must consider that the only thing that is constant in this world is change. Therefore, pursuing a higher level on education is necessary to ensure that the candidate is well-equipped with up-to-date knowledge with regards to the proper management of human resources. Specifically the MSHR course empowers the candidate to have useful knowledge on how to organize a diverse group of employees strategically in response to the continuously changing market demand. The course also teaches the candidate on how to effectively manage work-related stress, appraise employees’ individual work performance, motivate each...
8 Pages(2000 words)Essay

Human Resources-Employee Engagement

...? Human Resources-Employee Engagement Human Resources-Employee Engagement Introduction Employee Engagement is a term referring to a process in which management creates a conducive environment for employees through which they get committed towards carrying out their responsibilities effectively. It is necessary for the organization that they create conditions through which employees are able to utilize their skills and capabilities in the best possible to accomplish their tasks and generate positive outcomes. The main focus on this report is on employee engagement and...
4 Pages(1000 words)Essay

Human Resources Labor Relations, Employee Relations, and Global HR

...HUMAN RESOURCES: LABOR RELATIONS, EMPLOYEE RELATIONS, AND GLOBAL HR Scenario One: You are a supervisor in a small manufacturing plant. The union contract covering most of your employees is about to expire. How do you prepare for union contract negotiations A successful union contract negotiation is crucial to a company's stability and progress, and as the supervisor, it is my role to implement previous agreements, to gauge and evaluate its effectiveness and to determine which policies work and which ones don't. The first thing I will do is prepare and distribute evaluation sheets to be accomplished by the employees under my supervision. This form will encompass questions about their over-all feelings towards the company... will be...
3 Pages(750 words)Essay

Managing Human ressources: eMPLOYEE RELATIONS

...conflict at workplace. In the end, it is significant to mention here that conflicts are a norm within any organization. The manner in which these conflicts are solved remain an ambiguity and a headache for the top management and the human resources management department, on a consistent basis. It is advisable for any business to manifest its truest self through a proper code of ethics so that the employees do not falter at every turn of their professional undertakings and related completion of activities and tasks (Torrington, Hall & Taylor 2008). Therefore conflicts should always be kept at a serious distance so that the employees could work to achieve...
8 Pages(2000 words)Essay

Counseling/Human Relations Questions

...Compare and contrast three foundational counseling/personality theories for human relations. What are the advantages and disadvantages to each approach? How can they be integrated in a meaningful and useful way? Give a case example. Introduction While the 20th century witnessed the advent of a broad range of personality and counseling theories the vast majority of approaches were predicated on the foundational methodology of the psychodynamic, cognitive, and behavioral models. This essay examines the core assumptions of these therapeutic approaches in regards to their advantages and disadvantages for the counseling process. The essay also posits a hypothetical case study in suggesting a means by which...
20 Pages(5000 words)Essay

Employee and Labor Relations

.... Reference (2011). “Employee & Labor Relations.” Pace University. Retrieved 26 May 2014, from human-resources/employee-labor-relations> (2013). “Office of Human Resources Employee and Labor Relations.” The Ohio State University. Retrieved 26 May 2014, from Holley, W. H., Jennings, K. M., & Wolters, R. S. (2012). The labor relations process. Mason, OH: South-Western Cengage Learning.... , relaying of critical opinions, and knowledge besides experiences. This helps to solve individual or group’s questions, misunderstandings besides other issues that come up in the work place. Besides, it enables the workers to achieve many benefits including one’s wellbeing in his or her working place (Holley, Jenning & Wolters, 2012). The manager in...
1 Pages(250 words)Essay

Exam Questions - Employee Relations

... Question Involvement and participation Involvement refers to practices and policies that come from the management of an organization and the involved sympathizers of the free market that give employees with an avenue to take part and be involved in decision making. It is through these policies that the employee influence decision making and matters related to their work activities. Participation refers to initiatives meant to promote the rights of the employees that are working in an organization in decision making. Employee involvement and participation is very important as it help in ensuring that the rights of the employees are considered in decision making at various levels. Collective bargaining Collective bargaining refers... in place...
3 Pages(750 words)Coursework

Employee Relations in Human Resources Management

...FACT PATTERN ONE Fast of all, it is valentine. During valentine, every employee will behave differently. Nevertheless, they should carry out their duties as expected; therefore, meeting the employee at H.R. department is okay. After the meeting, you discover a possible allegation from employee relations specialist; he alleges that everybody does falsify information only that it is discovered when reviewing the request for FMLA leave. Falsification of information at any time is illegal (Islam 40). As head of human resource department, you should start investigation to substantiate the authenticity of the allegations (Gennard 120). If you...
4 Pages(1000 words)Case Study
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Book Report/Review on topic Employee Relations - Human Resources Questions for FREE!

Contact Us