Instant download Solution Manual for Labour Relations 5th by Suffield pdf docx epub after payment.
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ISBN-13: 9780135355008
Author: Suffield; Gannon
This is the eBook of the printed book and may not include any media, website access codes, or print supplements that may come packaged with the bound book. Labour Relations, Fifth edition, has been written to provide a practical text for labour relations, industrial relations and collective bargaining courses. Labour relations is framed within a four-phased dynamic process: (i) a discontented workforce looking for an external advocate; (ii) union organizing and certification; (iii) collective bargaining; and (iv) contract administration. The book also recognizes the importance of key actors in this process: employers, unions and governments, all of whom are influenced by a challenging external environment. Globalization, demographics, economic cycles, technological innovation, societal views and other environmental factors pose threats and opportunities for these key actors.
Table of Contents:
- 1 Introduction to Labour Relations
- Defining Labour Relations, Industrial Relations and Employee Relations
- HRM Professionals and Labour Relations
- Labour Relations Issue 1-1 Labour Relations Questions
- The Employment Relationship in Non-union and Union Settings
- The Employment Relationship
- Key Considerations 1-1 Non-union vs. Unionized Workplaces
- The Development of Unions and Labour Relations in Canada
- Key Considerations 1-2 Events in the Development of Labour Relations
- Early Unions
- Entry and Influence of International Unions
- Early Labour Legislation and the Rise of Industrial Unions
- Public-Sector Unionization
- Frameworks for Labour Relations
- Industrial Relations Systems Approach—John Dunlop
- Key Considerations 1-3 Elements of Dunlop’s IR Systems Model
- “Open-system” Industrial Relations—Alton Craig
- Political Economy Approach
- Overview of This Book
- 2 The Environment
- Economic Environment
- Macroeconomic Environment
- Government Economic Policy
- Industry and Firm-Level Demand
- Other Economic Trends Affecting Labour Relations
- Technology
- Demographics
- Social Environment
- Political Environment
- Labour Relations Issue 2-1 What Are Your Values and Beliefs Relating to Unions?
- Divided Jurisdiction
- Legal Environment
- Human Rights Legislation
- Key Considerations 2-1 Possible Measures to Accommodate
- Key Considerations 2-2 Factors Determining Undue Hardship
- Labour Relations Issue 2-2 When Is a Discriminatory Requirement a BFOR?
- The Canadian Charter of Rights and Freedoms
- 3 Employers: Objectives, Processes and Strategy
- Management Objectives and Processes
- Efficiency or Productivity
- Control
- Employer Labour Relations Strategy
- Factors Affecting an Employer’s Labour Relations Strategy
- Possible Employer Strategies
- Strategies of Canadian Employers
- Importance of Labour Relations Strategy
- Alternative HR Strategies or Approaches to HR Management
- High-Performance Work Systems
- Key Considerations 3-1 Policies and Practices for a High-Performance Work System
- Employee Relations Programs
- Employee Communications
- Key Considerations 3-2 Best Practices in Employee Communications
- Staff Recognition Programs
- Employee Involvement
- Forms of Employee Involvement
- Employee Involvement Under the Collective Agreement
- Employee Involvement Outside of the Collective Agreement
- Labour Relations Issue 3-1 Employee Involvement – Joint Union–Management Committees
- Further Considerations for Employee Involvement Programs
- Outcomes of Employee Involvement
- Key Considerations 3-3 A Progressive Discipline Framework
- Diversity Management
- 4 Unions: Objectives, Processes and Structure
…
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