Week 4 - Managing Employee Relations and Unions

Question 1

Define Employee relations

Answer 1

the company’s efforts to manage relationships between employers and employees.

Question 2

Define Industrial relations

Answer 2

a three-person relationship between the organizations, the union, and the workforce that the union represents.

Question 3

Define Unions

Answer 3

if an organization does a poor job with employee relations it will be dealing with a union as the go-between.

Question 4

Define Union substitution

Answer 4

seeking to substitute the triggers that would prompt unions to unionize

ex Good pay benefits, design satisfying jobs, maximize opportunities, select qualified workers, have fair standards, allow for employee voice, train workers, train workers and managers

Question 5

Engaging Employees SHRM

Answer 5

Start with a vision

Develop a strategy

Communicate early and often

Get in front of problems

Question 6

Downward Employee Communication?

Answer 6

Downward: managers to employees

Question 7

Upward Employee Communication?

Answer 7

Upward: employees to managers

Question 8

Grapevine Employee Communication ?

Answer 8

informal systems of communication, network of rumours

Can be detrimental to formal communication efforts
Grapevine is faster than formal channels
47% of leaders put more credence in the grapevine
11% would believe a blend of formal messaging and the grapevine
Found to be 75-95% accurate about information

Question 9

what can you do to reduce/ control Workplace Tardiness?

Answer 9

1. Make hours clear when hiring
2. Have new hires sign a code of conduct outlining this
3. Have employees who are regularly late have a conversation covering options (sick leave, flex time, personal time)
4. Written warnings
5. Develop an improvement plan
6. Meet with employees regularly to discuss lateness
7. Document everything

Question 10

Handing Off-Duty Employee Misconduct with Positive discipline?

Answer 10

positive aspects are highlighted opting to focus on behaviour outcomes instead of problems

1. Takes a problem-solving approach
2. Employee accepts problem exists and takes responsibility
3. Focus on the specific problem
4. Document suggested changes and employee commitments to change
5. Follow-up to ensure the employee is keeping commitments

Question 11

Dismissal (Layoff)

Answer 11

Layoff: dismissal for business reasons such as business slowdown

Question 12

Dismissal (Just cause for dismissal)

Answer 12

any act by an employee could have serious negative effects on the organization. It is the employer’s responsibility to prove this.

Question 13

Wrongful dismissal?

Answer 13

when there is an absence of a just cause. May result in a lawsuit or a grievance from the union.

Question 14

steps to Dismissing incompetent employees

Answer 14

1. Provide reasonable objective standards
2. Showing that the employee is failing to meet these standards
3. Establishing that employee was given a clear warning (outlining they might be dismissed)

Reasonable notice or compensation in lieu of notice may be provided if the org just wants the employee out

Question 15

What was the Energage Example from class?

Answer 15

Ai-based software for managers to engage employees

Question 16

What was the Trader Joe’s (good engagement) example from class?

Answer 16

• Start with engaged employees: competitive wages, good conditions
• Keep it simple: no rewards points, customers know what they’re getting
• Relax: shoppers aren’t rushed and are offered things like fun stickers they invest in making a relaxing atmosphere (original artwork in each store)
• Provide convenience: variety ease of use and good service
• Listen to customers: employees are more willing to listen to customers

Question 17

Amazon (bad engagement) example from class

Answer 17

The lack of employee engagement led employees starting to unionize

Amazon had to engage in union-busting resulting in even poorer employee relations, fines and expenses as the company had to invest resources in preventing this

Question 18

Mr. McNevan vs AmeriCredit Corp (wrongful dismissal)

Answer 18

• McNevian was dismissed suddenly due to a “lack of skills to perform his job”.
• Employer failed to communicate his shortcomings, he was awarded $30,000