The purpose of this study is twofold. First, it will examine employer techniques used to thwart the rights of newly certified unions. Second, this study will attempt to determine the effectiveness of the Act's remedies. Some statistical characteristics of cases and firms involved in violations of the duty to bargain collectively will be evaluated. Statistics from the Board's annual reports as well as from a recent study by Philip Ross will be used. The increase of Board cases dealing with violations of refusal to bargain, the average number of violations per case, and the prevalence of other unfair labor practices will be examined. The size of firms committing the majority of violations of collective bargaining will be compared with the size of firms involved in the majority of Board certification elections. National Labor Relations Board, circuit court of appeals, and Supreme Court cases will be used to investigate the effectiveness of three of the most prevalent violations of the duty to bargain collectively used by employers to circumvent the purposes of the Act. They are (1) refusal to meet with the newly certified union, (2) engaging in unilateral activity, and (3) refusal to bargain in good faith. This study will also examine the effectiveness of the remedies of the Labor Management Relations Act in protecting the worker's right to bargain collectively with his employer through representatives of his own choosing. Four of the standard Board remedies will be examined---(1) posting of notices, (2) reinstatement of employees discriminated against, (3) payment of back pay, and (4) a Board order to bargain in good faith.

There is no abstract available for this dissertation.

Legislation, arbitral and judicial decisions, and public opinion provide evidence of increasing concern for protecting employees from unfair dismissal in both union and nonunion firms. Management's right to discharge is being questioned today more than at any other time in the history of labor-management relations. Thus, organizations must stay abreast of the developments that affect their right to discharge employees. This study investigates arbitration awards and judicial decisions in discharge cases to provide answers to these questions. Are companies aware of the types of misconduct for which discharge is considered appropriate? Are companies aware of what constitutes the burden of proof requirements in discharge cases? Does management know and follow the proper procedures in handling discharge cases? The purposes of the study are 1. To determine the extent to which discharges were overturned or modified because the company did not meet the burden of proving a reasonable cause for discharge; 2. To determine the extent to which discharges were overturned or modified because the company did not follow proper dismissal procedures; 3. To develop a model set of guidelines to assist companies in the proper handling of discharge cases. These guidelines present criteria for meeting the just cause and procedural requirements in discharge cases.

O tema desta tese de doutorado contempla as relações que são estabelecidas no trabalho organizado entre os profissionais que devem liderar e os trabalhadores de suas equipes. O problema é caracterizado como a violência que pode estabelecer-se nas relações entre os líderes e os liderados ou de outro modo, a dificuldade dos líderes em administrar as suas relações com seus subordinados de modo a ocuparem um lugar de mediação entre as demandas organizacionais e as dos trabalhadores, sem recorrem à violência. O objetivo é estabelecer as bases de uma modalidade grupal que possa contribuir para reduzir a presença da violência nessas relações e estabelecer os princípios para relações humanas fundadas na ética humanista. A proposta volta-se, portanto, para contribuir na fundamentação das condições necessárias para uma clínica das relações humanas assimétricas que são típicas do trabalho em sistemas organizacionais. O interesse pelo tema vem em continuidade do debate que foi proposto anteriormente na nossa dissertação de mestrado, quando foram analisadas as dificuldades para conduzir processos grupais nos ambientes organizacionais, momento esse em que foram analisadas as resistências dos sistemas de poder nas organizações de trabalho envolvendo as autoridades que as comandam, na medida em que se sentem ameaçadas pelo movimento que contribui para a autonomia dos trabalhadores. A revisão de literatura envolve a discussão sobre as questões que envolvem a aplicação da psicologia e da psicanálise em sistemas organizacionais e a questão da violência psicológica no trabalho. O método envolve a pesquisa do campo teórico sobre processos grupais de fundamentação psicanalítica aplicáveis ao trabalho, para permitir a opção por uma modalidade grupal que permita aos profissionais a elaboração dos conteúdos relacionados com a ansiedade e a angústia vinculados à atividade de liderar; é feita a opção pela modalidade grupal Balint com a proposta de capacitar os líderes para estabelecerem junto a suas equipes um espaço de palavra, considerado fundamental para que os trabalhadores possam assumir o estatuto de 9 profissionais respeitados. Consequentemente, é pesquisado o campo teórico discutido por esse psicanalista, visando propiciar ao autor desta tese a habilitação necessária para estabelecer os fundamentos de uma modalidade grupal Balint aplicada aos líderes do trabalho organizado, implicando essa opção na necessidade de promover a discussão sobre as categorias de análise aplicáveis. Esse setting foi aplicado em diversos processos grupais com profissionais que lideram. Complementa-se o método buscando a validação da opção realizada. Nesse sentido, os conteúdos verificados nos grupos são analisados com base no campo teórico discutido, bem como nas categorias de análise. Conclui-se que a proposta se apresenta adequada, com potencial para contribuir em uma clínica das relações assimétricas do trabalho. / This Doctoral Thesis explores the relationships that are established in organized working spaces between professionals in charge of leading and the workers in their teams. The problem addressed here is the violence that may arise in the relationships between leaders and their led ones, or else, a discussion on how difficult it is for the leaders to manage relationships with their subordinates so as to serve as mediators between the organization\'s and the workers\' demands, without turning to violence. The objective is to establish the basis for a group model that will contribute to reduce the presence of violence in these relationships and to set up principles for human relations based on humanist ethics. The proposal therefore aims at contributing to the foundation of conditions necessary to the investigation and adjustment of the asymmetric human relations that are typical of labor in organizational spaces. This subject is of interest since the debate proposed previously in our Master\'s Dissertation, in which were investigated the difficulties in handling group processes within organizational scenarios. At the time were analyzed resistances occurring in power structures present in work organizations which involved their commanding authorities and which occurred while feeling threatened by the movement that encouraged the workers\' autonomy. Reviewing the literature available on the subject involves discussing issues that address the matter of applying psychology and psychoanalysis within organizational spaces and the issue of psychological violence at work. The method involves theoretical field research on group processes of psychoanalytical foundation applicable in labor relationship, in order to make available a group model option that could allow professionals to elaborate issues related to the anxiety and angst associated to act of leading. Thus we opted for the Balint group model, proposing to prepare leaders to establish a \"space of discussion\" within their teams. This communication channel would be an essential tool to allow the employees to take over their positions as respected professionals. Consequently were pursued the theoretical field research 11 proposed by this psychoanalyst with the intention of enabling the researcher to establish the foundations of a Balint group model to be applied to the team leaders. This choice implies the need to promote discussions about the analytical categories that should be applicable. This setting was applied in several group processes that included leading professionals. The method is complemented by expecting to validate the chosen option. In that sense, the issues verified in those groups are analyzed based on the discussed theoretical field, as well as on the analytical categories. The research\'s conclusion is that this proposal is adequate to reaching the objectives above mentioned and may potentially contribute to an investigation and adjustment of the asymmetric relations existing within organized working spaces.

O tema desta tese de doutorado contempla as relações que são estabelecidas no trabalho organizado entre os profissionais que devem liderar e os trabalhadores de suas equipes. O problema é caracterizado como a violência que pode estabelecer-se nas relações entre os líderes e os liderados ou de outro modo, a dificuldade dos líderes em administrar as suas relações com seus subordinados de modo a ocuparem um lugar de mediação entre as demandas organizacionais e as dos trabalhadores, sem recorrem à violência. O objetivo é estabelecer as bases de uma modalidade grupal que possa contribuir para reduzir a presença da violência nessas relações e estabelecer os princípios para relações humanas fundadas na ética humanista. A proposta volta-se, portanto, para contribuir na fundamentação das condições necessárias para uma clínica das relações humanas assimétricas que são típicas do trabalho em sistemas organizacionais. O interesse pelo tema vem em continuidade do debate que foi proposto anteriormente na nossa dissertação de mestrado, quando foram analisadas as dificuldades para conduzir processos grupais nos ambientes organizacionais, momento esse em que foram analisadas as resistências dos sistemas de poder nas organizações de trabalho envolvendo as autoridades que as comandam, na medida em que se sentem ameaçadas pelo movimento que contribui para a autonomia dos trabalhadores. A revisão de literatura envolve a discussão sobre as questões que envolvem a aplicação da psicologia e da psicanálise em sistemas organizacionais e a questão da violência psicológica no trabalho. O método envolve a pesquisa do campo teórico sobre processos grupais de fundamentação psicanalítica aplicáveis ao trabalho, para permitir a opção por uma modalidade grupal que permita aos profissionais a elaboração dos conteúdos relacionados com a ansiedade e a angústia vinculados à atividade de liderar; é feita a opção pela modalidade grupal Balint com a proposta de capacitar os líderes para estabelecerem junto a suas equipes um espaço de palavra, considerado fundamental para que os trabalhadores possam assumir o estatuto de 9 profissionais respeitados. Consequentemente, é pesquisado o campo teórico discutido por esse psicanalista, visando propiciar ao autor desta tese a habilitação necessária para estabelecer os fundamentos de uma modalidade grupal Balint aplicada aos líderes do trabalho organizado, implicando essa opção na necessidade de promover a discussão sobre as categorias de análise aplicáveis. Esse setting foi aplicado em diversos processos grupais com profissionais que lideram. Complementa-se o método buscando a validação da opção realizada. Nesse sentido, os conteúdos verificados nos grupos são analisados com base no campo teórico discutido, bem como nas categorias de análise. Conclui-se que a proposta se apresenta adequada, com potencial para contribuir em uma clínica das relações assimétricas do trabalho. / This Doctoral Thesis explores the relationships that are established in organized working spaces between professionals in charge of leading and the workers in their teams. The problem addressed here is the violence that may arise in the relationships between leaders and their led ones, or else, a discussion on how difficult it is for the leaders to manage relationships with their subordinates so as to serve as mediators between the organization\'s and the workers\' demands, without turning to violence. The objective is to establish the basis for a group model that will contribute to reduce the presence of violence in these relationships and to set up principles for human relations based on humanist ethics. The proposal therefore aims at contributing to the foundation of conditions necessary to the investigation and adjustment of the asymmetric human relations that are typical of labor in organizational spaces. This subject is of interest since the debate proposed previously in our Master\'s Dissertation, in which were investigated the difficulties in handling group processes within organizational scenarios. At the time were analyzed resistances occurring in power structures present in work organizations which involved their commanding authorities and which occurred while feeling threatened by the movement that encouraged the workers\' autonomy. Reviewing the literature available on the subject involves discussing issues that address the matter of applying psychology and psychoanalysis within organizational spaces and the issue of psychological violence at work. The method involves theoretical field research on group processes of psychoanalytical foundation applicable in labor relationship, in order to make available a group model option that could allow professionals to elaborate issues related to the anxiety and angst associated to act of leading. Thus we opted for the Balint group model, proposing to prepare leaders to establish a \"space of discussion\" within their teams. This communication channel would be an essential tool to allow the employees to take over their positions as respected professionals. Consequently were pursued the theoretical field research 11 proposed by this psychoanalyst with the intention of enabling the researcher to establish the foundations of a Balint group model to be applied to the team leaders. This choice implies the need to promote discussions about the analytical categories that should be applicable. This setting was applied in several group processes that included leading professionals. The method is complemented by expecting to validate the chosen option. In that sense, the issues verified in those groups are analyzed based on the discussed theoretical field, as well as on the analytical categories. The research\'s conclusion is that this proposal is adequate to reaching the objectives above mentioned and may potentially contribute to an investigation and adjustment of the asymmetric relations existing within organized working spaces.

Thesis (MPA.) -- University of Limpopo, 2008 / Refer to document

This thesis discusses the history of the closed shop as a form of union security and the changes that arose with the passage of the Taft-Hartley Law in 1947 which declared the closed shop illegal and morally reprehensible.

The problem with which this research is concerned is that of determining the impact of the 1974 Amendments (Public Law No. 93-3 60) to the Taft Hartley Act. These amendments provided new coverage to over two million health care workers. The purpose of this study is to determine the impact of this law on labor relations in the health care industry. In retrospect, the first years following the amendments have been eventful; National Labor Relations Board cases, court decisions, increased organizing activities. Boards of Inquiry recommendations, and professional associations union functions are the most significant developments. Future research will be able to present a longitudinal analyses of these activities and investigate other important areas of health care labor relations such as nursing homes and clinics.