Does the existence of a formal grievance procedure make the management of employees more organized and routine? Does it contribute to productivity? Why do nonunion firms seldom implement a similar system?
In the past, organizations lacked adequate conflict resolution mechanisms at the workplace to deal with the concerns brought forward by workers. The result of that was that when workers had grievances, the normal working process was disrupted if they boycotted their duties. It created the need for organizations to have formal grievance procedures in place in order to avert disruption of normal duties in any organization. Hence, the existence of a formal grievance procedure makes the management of employees organized as well as planned. This means that employees now have to follow a specific routine process, which determines how they address grievances.
This offers the employer a chance to prepare to deal with the grievances appropriately as well as ensure that organizational operations are not affected. This contributes to productivity at the workplace since minimum time is lost by the employees boycotting their duties. Nonunion firms rarely use such systems since they are designed to be championed by unions, which represent the rights of employees as well as agitate for workers’ concerns through a formal process.
Does industrialization make nations more like one another, or does it set in even sharper relief their basic cultural distinctions?
Industrialization is good for the growth and development of the economies of different countries in the world. The basic question revolves around whether industrialization makes nations alike or sets in sharp cultural distinctions between nations. In my own opinion, industrialization has played a main role in the creation of clear cultural distinctions. While industrialization has boosted the level of participation and cooperation on the international business relating to how countries conduct business, much has been achieved in customizing a country’s products as compared to the progress of another country. Hence, it is easy to distinguish a product made in the US from that made in Japan. The distinctions are evident in regard to the cultures of each nation.
Identify three reasons for the support use of seniority from a management point of view?
In management, the issue of seniority is of great concern. It is important for the proper guidance needed to ensure that all the operations go on well. However, there are reasons that support the use of seniority from management’s point of view. Three them, I seek to mention. The first reason states that direction from an experienced employee has to be offered to other less skilful workers to ensure that operations of an organization are run well.
Employees in the organization have to report to someone as per the organizational hierarchy. Seniority also ensures that there is a proper mechanism through which the grievances in the company are to be adhered to. It ensures that grievances are well-reported, properly received, and solved, and everyone is satisfied. The last reason for seniority is to ensure that decisions are made correctly, and the image of the entire organization is not compromised. This calls for a protocol to be observed when conducting all the operations within the organization.
Prohibiting employers from hiring permanent replacements for economic strikers has long been a goal of the American union movement. is this idea that you see happening in the future?
The prohibition of employers from hiring permanent personnel replacements for economic strikers is a goal of the American Union Movement. This idea may come true in the future to the delight of the American Union Movement. According to labor relations, employees should get proper attention and be considered as vital elements of all the organizations. As such, they have to be treated well, and all their grievances should be well addressed.
It is a violation of labor if the employers hire permanent employees to substitute those who have expressed their grievances. Aware of the importance of handling grievances in labor today, it is clear that the union movement should succeed in ensuring that employers do not hire permanent personnel replacements since grievances are part and parcel of labor relations.