Human Resource Management: Labor Laws, Global Workplace
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1. Identify the effect labor laws had on employers and employees in the post-Depression United States. Name the specific laws that affected unions in the United States.
Your response must be at least 150 words in length.
2. Discuss the ways employers lose NLRB elections. Describe how the acronym T.I.P.S. can assist supervisors in remembering what not to do during campaigns.
Your response must be at least 150 words in length.
3. Describe the differences in the human resource management policies (economic systems) and labor relations factors that are unique to Europe.
Your response must be at least 150 words in length.
4. List the three basic causes of workplace accidents, and discuss OSHA's role in regards to workplace accidents.
Your response must be at least 150 words in length.
5. Explain a firm's staffing options when filing positions in foreign subsidiaries. Discuss the advantages and disadvantages of using expatriates for staffing foreign subsidiaries.
Your response must be at least 150 words in length.
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Solution Summary
This detailed solution answers case study questions for Dessler's Human Resource Management book on labor unions, global management, differences in European labor laws, workplace safety, OSHA, overseas staffing options. Very thorough.
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1. Identify the effect labor laws had on employers and employees in the post-Depression United States. Name the specific laws that affected unions in the United States.
During the Great Depression, many people lost their jobs and while there had been labor groups (e.g., American Federation of Labor and the Knights of Labor), there were no special labor laws. As a result, employers did not have to engage in labor collective bargaining and they were not regulated in their behavior towards unions. After the Great Depression (about 1930), there was general sentiment that this was unfair to workers. In 1932 the Norris-LaGuardia Act changed this sentiment and encouraged union activity. This act guaranteed the right of collective bargaining to each employee, to bargain "free from interference, restraint, or coercion." It also declared yellow dog contracts (when management forbids union membership) to be illegal. In 1935, Congress passed the National Labor Relations Act (also known as the Wagner Act), which banned certain unfair labor practices, provided employees an opportunity to have secret -ballot elections and majority rule for deciding whether to unionize the company, and created the National Labors Relations Board (NLRB) to enforce the Act.
2. Discuss the ways employers lose NLRB elections. Describe how the acronym T.I.P.S. can assist supervisors in remembering what not to do during campaigns.
Employers lose National Labor Relations Board (NLRB) elections by engaging in unfair labor practices. Dessler ...
Education
- BA, University of Southern California
- MSS, United States Sports Academy
- Ed.D, Boise State University
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