For undergraduate and graduate courses in labor relations and collective bargaining. Bring your best case to the table by putting theory into practice with this guide to labor relations, unions, and collective bargaining. Labor Relations and Collective Bargaining: Cases, Practice, and Law introduces students to collective bargaining and labor relations. This text is concerned with application, as well as coverage of labor history, laws, and practices.
For courses in Labor Relations; often found in law schools and schools of public administration. For professors who want students to understand how labor relations work in the real world, Carrell provides students with more practical application than any other text.
For undergraduate- and graduate-level (MBA) courses in Collective Bargaining and Employee Relations. Providing students with a realistic picture of actual collective bargaining and labor relations situations drawn from the authors considerable experiences, this distinctively up-to-date introduction contains separate chapters on benefits, wage issues, discrimination laws, and international labor relations, and integrates many recent examples throughout to support discussions. NEW - Global boxed information. Labor News sections. Tips from experts and labor profiles. Examples from labor contracts and hearings. Loaded with experimental exercises.
Labour Relations, Fourth Edition, is intended to provide a practical text for labour relations, industrial relations, and collective bargaining courses. The book is based on the premise that employers, unions, and governments are all key players in labour relations and are affected by a challenging environment.
In this book, Walton and McKersie attempt to describe a comprehensive theory of labor negotiation. The authors abstract and analyze four sets of systems of activities which they believe account for much of the behavior found in labor negotiations. The first system of activities, termed "distributive bargaining," comprises competitive behaviors that are intended to influence the division of limited resources. The second system is made up of activities that increase the joint gain available to the negotiating parties, referred to as "integrative bargaining." They are problem-solving behaviors and other activities which identify, enlarge and act upon the common interests of the parties. The third system includes activities that influence the attitudes of the parties toward each other and affect the basic relationship bonds between the social units involved. This process is referred to as "attitudinal structuring." The fourth system of activities, which occurs as an integral aspect of the inter-party negotiations, comprises the behaviors of a negotiator that are meant to achieve consensus within one's own organizations. This fourth process is called "intra-organizational bargaining." Each sub process has its own set of instrumental acts or tactics. Therefore, each of the four model chapters is followed by a chapter on the tactics which implement the process. These chapters translate the model into tactical assignments and include an abundance of supporting illustrations from actual negotiations. This study should be of interest to several audiences, including students and teachers of industrial relations, social scientists interested in the general field of conflict resolution, as well as practitioners of collective bargaining and other individuals directly involved in international negotiations. The overall theoretical framework has been derived by a mixture of inductive and deductive reasoning. Extensive fieldwork and several dozen printed case studies have provided the bulk of the empirical data. In terms of meaning, the study has three touchstones: the field of collective bargaining; the field of conflict resolutions; and the underlying disciplines of economics, psychology, and sociology.
This book develops a deep understanding of the theory and practice of collective bargaining and labor relations, providing students with the conceptual framework for grasping changes taking place in the field of labor relations and collective bargaining. The "Fourth Edition" has been significantly updated and revised-- containing a number of totally new chapters and sections on the most relevant topics in the field today-- yet it retains the rich institutional detail that puts current developments into perspective.
Labour Relations is intended to provide a practical text for labour relations, industrial relations, and collective bargaining courses. The book is based on the premise that employers, unions, and governments are all key players in labour relations and are affected by a challenging environment. Introduction to Labour Relations;The Environment;Employers: Objectives, Processes, and Strategies;Unions: Objectives, Processes, and Structure;Governments, Labour Relations Boards, and Other Parties;Union Organizing Drive and Certification;The Collective Agreement;Negotiation of the Collective Agreement;Contract Dispute Resolution, Strikes, and Lockouts;Administration of the Collective Agreement;Public Sector Labour Relations;The Future of Unions Appropriate for Labor Relations courses.
Organisations are created, managed, and they excel by human beings despite the enabling process of technology. There is no substitute for the human brain. Human resource is the most important and crucial among all other resources in the organizational context. Of late, in the fast-changing business environment, there is a paradigm shift in terms of the role and function of the human resource professional. Human resource management has become more strategic in the function directly linking to the overall business strategy of the organization. The ultimate aim is to improve organizational performance. The sixth edition of this book, thoroughly revised and updated, continues to educate the students on the HRM concepts, keeping its readers abreast with the fast-changing business environment. The author has incorporated the latest research, applications and experiments with a judicious balance between theory and practice. Primarily designed for the students of Management, Commerce, Personnel Management and Industrial Relations and related fields, this compact yet concise text provides ample literature on this subject elaborating a clear understanding of the principles of human resource management. NEW TO SIXTH EDITION • Chapterisation as per Harvard Framework • All the chapters have been thoroughly updated, revised and completely reworked • Incorporation of latest developments in each segment of HR • Addition of learning objectives in each chapter • Inclusion of New age HR practices • New practices, models, illustrations and examples have enhanced the concepts explained • New Indian cases have been inserted TARGET AUDIENCE Students of Management, Commerce, Personnel Management and Industrial Relations and related fields
Well organized and comprejensive, this book covers the history of labor relations and the fire service, discuss the components of fire service collective bargaining agreements, and examine contract administration and disciplinary action. It provides an overview of human resource management, explores how firefighter's personal relationship issues can play a role in personnel management, and assesses future labor relations from the perspective of the national labor uion, fire service, individual union member. and aspiring fire service administrator or union officer.
The second edition of Industrial Relations, Trade Unions, and Labour Legislation is an up-to-date interactive text, primarily related to issues in India. The book does, however, incorporate developments and practices in other countries, particularly UK and USA. Primarily designed for the students of management, economics, labour and social welfare, social work, commerce and similar disciplines this book will also be of interest to professionals in the field of labour relations and management.
