Premium Essay

Labour Relations Case Study Q#2

In: Other Topics

Submitted By Luckpuck
Words 700
Pages 3
Group Assignment Case Study:

Q.2: What strategies can Phil use to increase his chances of success in organizing a union within his company?

Phil should focus on the strategy of stability. By implementing this, workers will be able to understand why organizing a union within his company will create stability for both the employees and the employers. Phil can argue, that there are many advantages to having a union put in place. For instance, unions have the ability to increase workers compensation in addition to giving more rights to employees. This will likely spark interest in the company, as we often hear that when more rights, opportunities and compensation are given to employees, it is likely to result in a happier and more productive work environment. The reason stability is the most effective, is because a union is able to provide a stable workplace, where ones job is secure. Aforementioned, benefits and compensation packages are usually more lucrative then the average worker, working in a non unionized company. Lastly, with increase of stability it is likely that turnover will decrease, and reductions in costs for recruitment and termination packages will occur (Hebdon and brown, 2012). Based on John Godard’s strategies (Hebdon and Brown, 2012) Phil can argue to increase his chances in organizing a union within his company:

The improvement of terms and conditions of the workplace * Improvement in wages, benefits and current terms of the workplace * This would be beneficial to the women who are the vast majority of the workplace especially those who have in Canada for less than five years (job security) * Being a garment manufacturing firm this would instill better health and safety within the workplace

Protecting employees against arbitrary management action * Organizing a union will protect the employees from arbitrary…...

Similar Documents

Premium Essay

Case Study 2

...Case Study 2 2. What role did top management commitment play in developing the ethical work climate and organizational performance seen at Alcoa? What other ethical safeguards are mentioned in the case to support the company's effort at developing a strong ethical culture? Management role is always vital in any work climate and in that respect the role that Alcoa played cannot be ignored. From the beginning the company incorporated their values and documented what they thought was relevant regarding health and safety of their employees. Furthermore, they devised a plan for employees to follow the codes of health and safety so the company could achieve their goal of providing for stakeholders. The company considered the U.S. Federal Sentencing Guidelines, and Sarbanes-Oxley Act with all of the basic elements included. 4. Can Alcoa's "values in practice" be adopted by other organizations as a universal set of ethical standards leading to ethical employee behavior? Measures that Alcoa implemented were crucial to setting a standard for universal ethical codes and enhanced the ability of each employee to act in an ethical way. Furthermore, by employees complying with polices and procedures set by Alcoa, this created an environment of success for all. Elements of ethics and compliance program include: • Publishing the Guide to Business Conduct and other directional documents; • Deploying global business conduct training and communications to all......

Words: 327 - Pages: 2

Premium Essay

Case Study - Advertising and Public Relations

...Case Study Questions: 1. What is the difference between a pull and a push strategy? Which of these strategies did the Fred Astaire Super Bowl campaign exemplify? According to Week 6 lecture notes: “Consumer Sales Promotions use Pull Strategies, which means "The use of incentives to motivate end users to purchase a brand and thus pressure retailers to stock that brand." This consumer demand then pulls the product through the distribution channel. Trade Promotions use Push Strategies, which means "The use of incentives to motivate the buying and reselling of products." These strategies push the product through the distribution channel.” The case study clips actually state that “The Astaire campaign was designed to pull Dirt Devil products through traditional indirect distribution channels.” Not only did it have the 45 seconds of air time that was memorable to create the buzz about the product but it gained added publicity through the “200 television stories and a 1100 printed articles, giving Dirt Devil an estimated $5 million worth of total publicity from the Superbowl campaign.” This was a definite positive use of MC to create brand recognition and motivate the end user to purchase the product. b) In your opinion, why was this successful campaign? It was a successful campaign for two reasons: 1) Dirt Devil used the power of the media to create the buzz about its new product. By having air time during the Superbowl you are......

Words: 1718 - Pages: 7

Premium Essay

Case Study 2

...Case Study 2 Leti Raduca BUSI-642 Dr. Quatro September 8th, 2013 Case Study 2 What elements, discussed in the case study, are important for someone who works in the field of human resources? Human Resources department it is one of the most important departments when it comes to quality of personnel and their placement inside the company (Maxwell, 2001). In any organization, people are the most challenging resource to manage; therefore Human Resources representatives should be very vigilant when hiring new people. One of the few important things an HR representative needs to ensure is, that each new employee would fit into the company culture, understand each individual way of learning and craft a program for each individual employee or perhaps for groups of employees that match each other learning style and personality. The new Human Resource managers need to move from the traditional way and to the new way. This case study provides few brilliant examples of how and why this should occur and offers understanding of what features are essential for the people that are working in this field. An important element provided within this case study that it is needed to someone that works with in the field of Human Resources is the development of new skills, implementing and effectively manage the “workforce of one”. For example, having a broad background and experience in different fields, such as marketing, customizing programs for employees, training, being......

Words: 1009 - Pages: 5

Premium Essay

Case Study 2 : Scotland

...Extended Case Studies (Set 2) [INTERMEDIATE 2] [pic] The Scottish Qualifications Authority regularly reviews the arrangements for National Qualifications. Users of all NQ support materials, whether published by LT Scotland or others, are reminded that it is their responsibility to check that the support materials correspond to the requirements of the current arrangements. Acknowledgement Learning and Teaching Scotland gratefully acknowledge this contribution to the National Qualifications support programme for Business Management. © Learning and Teaching Scotland 2006 This resource may be reproduced in whole or in part for educational purposes by educational establishments in Scotland provided that no profit accrues at any stage. Contents Introduction 4 Case Study 1: Mined Matters 7 Case Study 2: Is it Only a Game? 13 Case Study 3: Gardners Take the Biscuit 18 Case Study 4: Tanfastic!! 24 Introduction This resource is to support the learning and teaching process for Business Management at Intermediate 2 level. It consists of four case studies, each of which is accompanied by a number of questions. Each question has been allocated marks and, in each case, the total number of marks is 25. There are also suggestions on the type of answers that could be considered as a suitable response to the question. The case studies The case studies have a number of features: • They are longer than the case......

Words: 6378 - Pages: 26

Free Essay

Ch 2 Case Study

...Krystal Bante Case Study Chapter 2 1. In the beginning, Pandora tried to get music subscribers by giving people 10 free hours, then asking them to pay $36 a month after that for the service. Of course no-one was willing to pay so much for a service that they could get for free by switching on an FM radio. After that model failed they tried several other options until they decided to use the “freemium” model they are using today. With a freemium service the basic service is available for everyone for free, but with strict limitations in bandwidth and ads between songs which results in a lower quality listening experience. The premium service is priced at just $36 a year, 1/12 of their previous asking price. Three dollars a month is much easier for a consumer to justify. The premium service offers higher bandwidth songs and no advertising. 2. What Pandora does for its customers is provide access to music through the “Music Genome Project.” This project was started by the founders of Pandora and offers a way to classify music so that similar music by different artists will group together into what they call a personalized radio station. The music is evaluated by professional musicians for genre, and then within each genre 200-500 different data points are set for each song by the music professional. A function is used to identify the distance between songs so that similar songs can be included in a customer's playlist. A user can apply additional weights to promote or......

Words: 673 - Pages: 3

Premium Essay

Labour Relations

...INTRODUCTION According to current scenario, working relationships comprise the relationship between employers and employees in unionized workplaces, or those who could unionize, and laws that affects the workplace. This includes processes and rules related to collective bargaining. The government provides a fair and balanced framework of labor relations and dispute settlement. With policy development and analysis of trends and issues of labor relations, the government provides facilitation and education, dispute resolution services and information for collective bargaining. The Canadian Labour Congress is releasing this study to show just how much better the union advantage truly is – both nationally and in 30 communities across the country. This study shows that in Canada on an average, unionized workers get almost $5 more an hour than non-union workers. A union is a group of workers who come together for making collective decisions about their work and working conditions. There is a democratic union in which the members elect the leaders through voting process. With the help of collective bargaining, these leaders negotiate with the employer in terms of wages, safety, working conditions, hours, and other benefits, on behalf of the members. The rights of unionized workers may vary extensively depending on the country, region and industry. Also rules, regulations and laws can also be amazingly complex. These rights are constantly evolving, and state governments adopt......

Words: 1566 - Pages: 7

Free Essay

Case Study 2

... BCS 300: Management Information Systems Module 2: Case Study Questions Case Study: Google’s New Search for the Best and the Brightest” Page 53: 1-6 1. Google’s traditional hiring practices did not create business problems because the method that they came up with to rate people in their positions was brilliant. Google created surveys to see what people really wanted to do in life and what they would strive at the most. Using this will only create results for the company and the individual because the employee will like their job and in turn they will be happily committed to getting work done. 2. Yes, I think that Google’s quantitative approach to hiring a good solution to its employee recruiting problems because these tests are allowing them to put the employees in positions that they want to do, instead of something they know how to do, but have no interest in it, when an individual likes their position they will be way better at it, 3. The role that culture plays in Google’s hiring is very big. Google is the only one of its kind to use this method of recruitment and it is successful. They use the method of adapting to the times by making the atmosphere comfortable for the people working in it. 4. The type of system used in this case study is The Human Resources System. This system supports......

Words: 666 - Pages: 3

Premium Essay

Case Study 2

...“Literature Review” IMPACT OF AUTOMOBILE ON THE ECONOMY: Mr. Zahoor Sheikh Sarwar (CASE), Mr. Azam Ishaque, (CASE), Mr. Nadeem Ehsan, (Center For Advance Studies in Engineering), Mr. Danial Saeed Pirzada, (Center For Advanced Studies in Engineering), and Mr. Zafar Moeen Nasir, (CASE) in their report published in International Journal of Productivity and Performance Management, has Identified that automobile sector has huge economic potential and the Study identified the prevalent condition of productivity in automotive Manufacturing industry of Pakistan and indicated the possible areas for Enhancing productivity. The findings of this research have revealed that Effective utilization of role of technology can enhance the productivity of Pakistani manufacturing firms drastically. Pakistan Auto Industry Development Program (AIDP-2006), an study conducted by Ministry of Industries and Production, Government of Pakistan states that the Pakistan Auto Industry has become a leading industrial sector to steer the growth in large scale manufacturing sector. The high economic and job multiplier effect of this industry and its deep forward and backward linkages in allied industries, make the auto industry a key player in the national economy. the world which manufacture all kinds of vehicles i.e. 2/3 wheelers, motorcars, LCVs, tractors, prime-movers & trucks and buses. The total country requirements are generally met from the local production......

Words: 1365 - Pages: 6

Premium Essay

Case Study 2

...Case Study 2 DeVry University Professor Cleary Acct. 504 28May14 Case Study 2 Table of Contents Introduction ……………………………………………………………………………………….3 Required changes ………………………………………………………………………....………3 Practices to keep …………………………………………………………………………....…….3 Practices to change ……………………………………………………………………………….4 Conclusion ………………………………………………………………………………………..5 References ………………………………………………………………………………………...6 Introduction This letter is to address some concerns that the president of LJB Company has come to the author to address. The particular areas of concern are the internal controls that are present at the company. Additional concerns include changes that may need to be made if the company goes public, best practices that should be kept, and practices that need to be altered. This letter will address the issues listed in order with a summary and conclusion at the end. Required Changes This section will cover the required changes that need to be made to conform to regulations that will need to be followed if the company decides to go public. LJB will need to conform to the Sarbanes-Oxley Act if the company decides to go public. Some key features of the act that will have to be taken to be in compliance with the act include the following; the issuance of an internal control report and have an outside auditor evaluate the soundness of the report. The auditing company may not also provide any consulting services to the company. For further information regarding......

Words: 821 - Pages: 4

Premium Essay

Labour Relations

...MANAGEMENT ADVANCEMENT PROGRAMME 120 LABOUR RELATIONS INDIVIDUAL ASSIGNMENT Facilitator : Mrs Vanessa Botha Student Name : Carine Sanama Student Number: 1311024 Date : Monday 29 June 2015 Words Count: 1189 Table of Contents i. Executive Summary ii. Introduction and Background iii. Literature Review a. Definition of Terms b. The Evolution of the South African Labour Relations : Pre and Post-Apartheid c. The right to strike in South Africa : Legal VS Illegal iv. Discussions v. Conclusion vi. References Appendix 1 I. Executive Summary The rising number of labor strikes in South Africa should be a wake-up call the government. They should take the following into consideration so the improve on the country socio-economic state: First, look at labor markets with a renewed interest to revise laws governing the role and powers accorded to collective bargaining unions with a view to streamline them. Second, revise minimum wages, wage increases and dispute resolution policies in line with the latest economic developments in the country and international standards to ensure fairness and equity. Third, ensure that negotiations involving unions that represent essential emergency professionals do not break down and go to strike since people’s lives could be at stake. Finally, deliberately incorporate wage increase policies in the national budgeting process. These reforms would go a long way in minimizing the growing number of......

Words: 1508 - Pages: 7

Premium Essay

Case Study Week 2

...Week 2 Case study 1. Identify the management, organization, and technology factors responsible for slow adoption rates of internal corporate social networks. Management – When a new system is being introduced everyone need to be on board with the launch. The CEO, assistant managers and the employees. Everyone needs to know its coming and it will make a difference. Organization and Technology Factors - The launch needs to be mapped out, and training provided for the new systems. They need to make sure the technology at hand such as computers, tablets, and company phones are all compatible with the system. When a company launches a new system, and the find that the employees are not adopting it, they need to investigate the reasons. If done right, we see great success and adoption of the program. 2. Why have each of the companies described in this case been successful in implementing internal social networks? Explain your answer With YUM we see great success because the system works and the systems were launched properly. These companies saw improvement on all levels. They were implementing a system that worked and streamlined everyday communications and collaborations. All the system needs to work in a fluid and user-friendly way or employees will shy away from it. When a company chooses a system and after some time, they find that only a small percentage use the system they need to look at the root of the problem. Den-Mat also proves that with the right system......

Words: 386 - Pages: 2

Free Essay

Case Study 2

...Case Study 2 Jasmine Howard Liberty University Case Study 2 Part I Kaiser Manufacturing Company has been in business for over 50 years using the standard method staffing. Hiring its own employees, training, managing and all human resources issues were all handled in house. The option is now arising to use an employment agency, FSS, to relieve the burden from Kaiser Manufacturing Company. It is important to weigh the advantages and disadvantages of this option before changing the entire business plan Kaiser Manufacturing Company has worked so long. The advantages include, flexible staff numbers, as of current Kaiser Manufacturing Company has a workforce of 725 production workers, 30 clerical workers, 32 engineer and professional workers, and 41 managers, who are all full time employees. This number was a perfect fit for the company when the sales were at an all-time high but as of 2008 the sales have stayed at 175 million annually. Cutting back on the cost of the workforce would be very beneficial to Kaiser Manufacturing Company’s bottom line. If and when sales are to peak or employees call out it is great to have the option to bring in more employees or decrease the number of employees staffed when necessary without adding more work to management. A second advantage would be the caliber of workers available to the company. Though the current workers are adequate to keep the business running, it may be advantageous to bring in someone temporary to help understand why...

Words: 1044 - Pages: 5

Premium Essay

Labour Relations

...Chapter 16: Labour Relations Labour union: an officially recognized association of employees practicing a similar trade or employed in the same company or industry who have joined together to present a united front and collective voice in dealing with management. -the purpose of unionization are to influence HR policies and practices that affect bargaining unit members such as pay and benefits. Labour- management relations: the ongoing interactions between labour unions and management in organizations -managerial discretion and flexibility in dealing with employees and in implementing and administering HR policies/procedures are reduced. Collective agreement (union contract): a formal agreement between an employer and the union representing a group of its employees regarding terms and conditions of employment. Collective bargaining: negotiations between a union and an employer to arrive at a mutually acceptable collective agreement -an organization’s labour relations strategy, one component of its HR strategy, is its overall plan for dealing with unions, which sets the tone for its union-management relationships. -union acceptance strategy- view the union as the legitimate representative of the employees. -union avoidance strategy- prefer to operate in a non unionized environment. (Walmart) -to avoid unions, companies can either adopt a: -union substitution approach- become so responsive to employees’ needs that there is no incentive for them to......

Words: 2233 - Pages: 9

Free Essay

Chp 2 Case Study

...CHAPTER 2 CASE STUDY Zara International: Fashion at the Speed of Light At the announcement of her engagement to Spain's Crown Prince Felipe, Letizia Ortiz Rocasolano wore a chic white trouser suit; within a few weeks, hundreds of European women sported the same look. Welcome to fast fashion, a trend that sees clothing retailers frequently purchasing small quantities of merchandise to stay on top of emerging trends. In this world of “hot today, gauche tomorrow,” no company does fast fashion better than Zara International. Shoppers in 78 countries, including Canada, have taken to Zara's knack for bringing the latest styles from sketchbook to clothing rack at lightning speed and reasonable prices. In Fast Fashion, Moments Matter Because style - savvy customers expect shorter and shorter delays from runway to store, Zara International employs a stable of more than 200 professionals to help it keep up with the latest fashions. It takes just two weeks for the company to update existing garments and get them into its stores; new pieces hit the market twice a week. Defying the recession with its cheap – and - chic Zara clothing chain, Zara's parent company Inditex posted strong sales gains. Low prices and a rapid response to fashion trends are enabling it to challenge Gap, Inc., for top ranking among global clothing vendors. The improved results highlight how Zara's formula continued to work even in the downturn. The chain specializes in lightning-quick turnarounds of the......

Words: 421 - Pages: 2

Free Essay

Labour Relations

...Employment and Labour Law (1)  The Union is concerned that the Employer is not bargaining in good faith.   Legal Arguments For Union: | * The employer failed to bargain in good faith by refusing to meet; cancelling meetings, rescheduling meetings, not giving the negotiating team any power to bargain, surface bargaining, deliberate provocation, refusing to justify a position, (Olivio, 2013) * Section 17 of the OLRA states that the parties must have the true decision maker at the table. (Olivio, 2013). The negotiating team was included more junior members of the human resource department. * Surface bargaining is evident as the employer agrees to meet and discuss the issues but a real effort was not made to reach an agreement when the employer withdrew several concessions it had made without any explanation. | For Employer: | - According to Section 17 of the Ontario Labour Relations Act, the parties must meet within 15 days after the notice to bargain has been given or they must agree on a later meeting time. (Olivio, 2013)- Section 16 of the Ontario Labour Relations Act states that once the union is certified or voluntarily recognized, it must give notice to the employer to bargain. (Olivio, 2013)- Section 65 of the Act says that if the union fails to do so within 60 days, it risks being decertified because it is “sleeping on its rights”. Also according to section 65 of the act, if the union fails to give notice to bargain for renewal in accordance......

Words: 1536 - Pages: 7