No description available.

No description available.

There are three major facets to industrial employer-employee relations: work processes, collective bargaining and grievance processes. The form of the first is established mainly at the initiative of the employer. The second is generally initiated by employee organizations and results in a document called a collective agreement which sets forth agreed upon patterns of interaction between employer and employee. The third, Grievance Processes, are the means whereby individual and group differences of opinion regarding interpretation of abstractions in the collective agreement, formal instructions for work performance, etc. are reconciled. This study seeks to determine the important situational, behavioral and personal variables associated with differences in quantity and quality of grievance output and union political activity within the plant. It examines the way in which these variables interact with one another within a "field" to produce grievance activity of given character and quantity. Personality variables, in particular a tendency towards "aggressive" behavior, appear to be of prime importance in determining which employees will be active in presenting grievances, holding union office, and several other activities. Union office-holders and grievers are found to have higher accident rates, to be dunned more by creditors, to participate more on company athletic teams, etc., than other employees. The communication potential of work positions, and repetitiveness of the work cycle are among the few situational variables found to have a significant influence on the grievance outcome. Seniority, a structural variable, is found to be extremely important in determining which employees will take part in grievance and union political activity. High Status seems to increase the likelihood of employees holding union office as evidenced by the greater political activity of those born in English speaking countries, with more education, and with higher pay. Status appears to have little effect on the propensity of employees to engage in grievance pressing. Age appears to be inversely correlated with the tendency of the individual to take part in union political activity. However, it seems to be unrelated to pressing of grievances. Grievance output in a conventional absentee shareholder owned plywood plant is briefly compared with activity in a "worker owned" plywood plant. / Arts, Faculty of / Sociology, Department of / Graduate

No description available.

Current research in collective bargaining suggests the need to investigate how contracts and agreements are interpreted at school sites. Speculation about the effects of collective bargaining describe comprehensive situations and neglect the individual settings which are most critically affected. Furthermore, a need persists to reveal those aspects of "life as a principal" that are affected by collective bargaining, teacher behaviors, and interpretations and decisions that occur within this working domain. This qualitative study addressed these issues. It investigated how 15 principals, kindergarten through grade 12, in a state that lacks a comprehensive statute which neither requires nor prohibits bargaining, interpret contracts and agreements. Analysis of protocols revealed that locally negotiated arrangements influence the course of complaints and grievances. The principals in this study provided evidence indicating that collective bargaining some of these same limitations are locally negotiated between principals and teachers. This renegotiating process enabled both principals and teachers to continue in working relationships to meet the distinct needs of each school. Further research on the daily settlement of disputes, arising during the life of an agreement, would be beneficial in understanding the effects of collective bargaining.

No abstract available. / Thesis (M.Admin.)-University of Durban-Westville, 1992.

Thesis (M. P. A.)--Texas State University-San Marcos, 2006. / "Spring 2006." Includes bibliographical references (leaves 65-67).

D.Cur. (Professional Nursing) / The purpose of this study is to develop a model for effective management of grievances in nursing services, and to describe guidelines for its utilisation in nursing services. This will enable managers to facilitate labour peace in nursing services. From the research of Potgieter (1992) regarding management of grievances by nurse managers, a model case is synthesized. The essential concepts are identified, defined and the relationships between the concepts described in statements. The survey list of Dickoff et al. (1968:423) gives the structure to the model and the agent, recipient, process, dynamics and goal are described within the context of nursing services. A graphic picture of the model follows as well as the description of the process. Guidelines for application in practice are finalised after evaluation by nurses in practice as well as an industrial relations consultant. The final model follows the feedback after evaluation by the above-mentioned. The model is evaluated in practice using observation, interviewing and an instrument measuring the essential concepts as identified in the model. The findings are described in a case study.

No description available.

The purpose of this study was to analyze a nonunion grievance procedure and its relationship to employee attitudes toward their jobs and toward unionization. The analysis had three main focuses of concern. First, an investigation was made of the underlying dimensions of grievance procedures. Second, an assessment was made of employee satisfaction with a unique grievance procedure established for their use. Areas of inquiry were selected based on the concept of procedure multidimensionality. Third, the relationship between employee perceptions of the grievance procedure, job satisfaction, and employee attitudes toward union representation were investigated. This line of inquiry was based on the proposition that the availability of a grievance procedure in a nonunion setting reduces the likelihood that employees will perceive a need for union representation, and that the strength of this association depends on the procedure's acceptability to the employees. The findings show the presence of five salient subdimensions of grievance procedures, that is, critical elements necessary for such a system to be judged acceptable for use by employees for resolving work related problems. Moreover, the data lends strong support for the belief that satisfaction with a grievance procedure available for use is strongly associated with an individual's intention to vote for representation by a labor union if given the opportunity to do so. / Ph. D. / incomplete_metadata