The Phenomenon of Arbitration - Essay Example

11 Questions Answer Arbitration generally used by employers for reducing litigation costs. It is a method through which different litigation costs can be lowered. Arbitration offers very limited opportunity for employees to appeal against its employers in case of any dispute. It is very important for giving faster results and maintains high level of privacy. Arbitration is a step by step approach. At first arbitration has to be initiated by anyone of two disputing parties. Then an arbitrator has to be appointed by all disputing parties. Then preliminary meeting with arbitrator takes place. Then altercations of statements and responses happen. Inspection, Evidence interchange, hearing, legal submission and at last award is offered. It reduces time span for setting disputes. It helps HRM to come up with suitable bargaining solutions between two disputing parties. Answer 2 In 1931, American Congress came up with Davis-Bacon Act; the act was created for the purpose of minimum wages to be paid to those employees who are under the contracts. In 1932 Norris-LaGuardia Act was passed. The Act was created to entitle labor unions for their strikes. It also gave lots of freedom to labor unions to deal with managements. In 1933 The National Industrial Recovery Act came up with the rule of collective bargaining. This Act talked about fixed working hours of labors. In 1935 National Labor Relations Act also known as Wagner Act. In 1936 Anti strike breaker law came into the picture. It was known as Byrnes Act. It was very effective in against of force full attempts of managements to break any labor strike. Answer 3 There are different workplace factors that can cause workplace fatalities. It is often being noticed that many organizations are engaged with different risky operations. Labors day in day out put their lives under serious threats. But labors take very less precautions or preventive measures. Sometimes security facilities are absent in factories. It is often being noticed that old out dated technologies or machines can be very risky and dangerous. Workplace fatalities are very common but unwanted incidents. Most of the times management negligence’s towards their workers are responsible for these kinds of mishaps. Occupational Safety and Health Act has reduced the numbers of workplace fatalities. Before this act there was no such provision to take care of workers safety and security in their workplaces. Answer 4 Every country has different cultural back grounds and natures of workforces are also different. There are lots of barriers to effective global HRM. Barriers are language differences, educational back grounds, working styles, Workplace communication, Level of skills, Level of wages, working hours etc. It is very difficult for global HR mangers to overcome all these barriers and manage their diverse workforces in to one channel. Expatriates are those workers who stay in foreign countries for their jobs. Expatriates are the representatives of any organization in foreign countries. HRM takes special care for those personnel. Different extra facilities like providing housing facilities, providing family assistance funds etc are generally being offered. Apart from that different legal assistants are also provided. Answer 5 Personnel management is a traditional method, HRM is a modern method. Personnel management concentrates on personnel administration on the other hand HRM focuses on hiring and retaining of employees (Wilton 123). According to personnel management workforces are inputs for getting desired outputs. On the contrary HRM considers human resource as valuable assets for getting their coveted outputs. Personnel management is a regular routine wise function but HRM has strategic functional values. Personnel management has very narrow scope for functioning. It cannot cover vast aspects related with human capital. It is one of the reasons for which mangers are replacing this policy. HRM is providing different strategic options and covering all aspects related with workforces. It has become a very effective practice for all human resource managers. Answer 6 Financial compensations are based on certain important determinants. Determinants are such factors which decide amounts of financial compensations. Financial compensations are not same for all levels of workers. Even it is also being noticed that, very often workers at same level don’t get same financial compensations. There are large numbers of determinants which fix financial compensations. Those determinants are level of educations, years of relevant experiences, complexity of the assigned task, working hours, seniority, competency of the worker and fixed standards according to the local Government. Apart from these financial compensations there are other performance based determinates like incentives, shift allowances and bonuses. Answer 7 Employee assistant programs are very useful for attract new employees in to organizations. It helps to reduce attrition rates. It promotes an environment of cooperation among workforces. It helps to enhance organizational health. It works as a moral boaster for employees in different organizations. EAP maintains balance between profession and personal lives. It increases company’s productivity. First of all I will collect all data related with productivity before implementing EAP. Then I will identify the lacking part. Then the lacking part will be focused by me with some suitable EAP. It will help me to overcome the specific shortcomings. And it will help me to resolve the issue, responsible for lower productivity. In this way I will improve declining productivity. Answer 8 In learning organizations mistakes and errors are seen as a part of learning. On the other hand in training based organization mistakes are considered as errors. In learning organizations mistakes are seen as opportunities for improvement. In training organization mistakes are seen as opportunity lost. Learning organizations are generally very creative and innovative but training organizations believe in fixed structured operating procedures. Essential features of learning organizations are to create its own future, learning is continuous creative process. Adaptability with different situation is also a key feature for learning organization. It encourages each and every individual related with it, to contribute for common purpose. Answer 9 It is a rule developed by Douglas McGregor for imposing disciplinary actions without creating any resentment. This rule strikes a good balance between touching a hot stove and disciplinary steps. It is very significant in terms managing discipline in organization. In my previous organization there was a senior and very technically expert employee. He was very important for some specific projects. In some cases was indispensible too. He very often miss used his important position by ignoring different disciplinary standards. It was a serious issue with the organization. One day our manager sat with him in a personal, closed door meeting and very politely made him understand about his position in the company. The meeting was very successful; from the next day that person totally changed his attitude. Answer 10 Companies often plan their incentives on the basis of different things. Sometimes companies offer incentives when the productivity of the organization is increasing. Increasing productivity is a direct contribution from the side of employees. Very often companies announce incentives for employees as they are the reason for improved productivity. Companies also announce incentives on the basis of cost cutting. Very often it is being noticed that companies are taking austerity measures. Companies even downsize their employee strengths for saving costs. If costs can be reduced, then only organizations offer incentives otherwise not. Profitability is also a very important factor incentive distribution. According to me profitability is the most suitable reason for which organizations should offer incentives to its employees because profitability is the end result of employ performance. Answer 11 National Labor Relations Act was created to fight against unfair labor practices. It was created in 1935. Davis-Bacon Act is also a similar act which was created in 1931. National Industrial Recovery Act is an act created against unfair labor practices. The Act was created in 1933. There are lots of connections between labor restrictions and labor organizations. Labor organizations are collections of more than one labors collectively working for common goals. It is an association. On the other hand there are certain restrictions regarding labor practices. According to the Labor Relations Act, labor organizations have significant powers to protest against illegal labor practices. These associations have responsibilities to fight against any breach of different labor restrictions according to labor laws. Work Cited Wilton, Nick. An Introduction to Human Resource Management. London: SAGE. 2010. Print. Read More