Labor-management (or capitalist-working class) relations and class conflicts were central elements of Marx's analysis of capitalism. Conflict between the classes characterized the 19th and early 20th century by and large, yet when one conducts a web search using the key words "labor-management relations" a diverse range of images of labor and management today arise. On one hand, the union that represents federal employees posts a memo on its website (http://www.opm.gov/lmr/LMR_memo.asp) that emphasizes "the shared obligation of labor and management to ensure that official time is authorized and used appropriately." (James, 2005) The union leader and director Kay Cole James writes of "the equally important responsibility of labor and management to work together to deliver the best possible service to the American people ... Much is being asked of government today, and it has never been more important for labor and management to find common ground," rather than to seek out…...

To rectify this situation in the future, management must work with union officials to clearly define activities that are prohibited in the workplace at all times. Where, the union would establish an effective procedure for disciplining employees, who refuse to follow company policy. If the employee does not improve their behavior within a stated period, they can be terminated immediately. At the same time, you would want to have a way to evaluate and monitor the new system that has been implemented. One way to do this is to have employees' complete anonymous surveys about what issues are affecting them. This information could then be used by managers to understand what issues are on the minds of employees. At which point, management can begin working with HR personnel and union officials in addressing these issues. Once this takes place, it will help to prevent the situation from spiraling out…...

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Bibliography

Holey, W. (2009). The Bargaining Process and Outcomes. The Labor Relations Process. (pp. 331 -- 332). Mason, OH: Cenegage.

Holley, W. (2009). Phases in Labor Relations. The Labor Relations Process.(pp. 11 -- 15) Mason, OH: Cenegage.

Holey, W. (2009). The Reinstatement Offer. The Labor Relations Process. (pg. 411). Mason, OH: Cengegage.

Labor Management Practices in India
Businesses have huge market opportunities in India, especially in such areas as healthcare, information technology, agriculture and tourism sector (Guenthner, 2009; Timmons, 2007) . As the divisional president of this company I foresee an immense investment opportunities in this country, not only at the national level but also at the state level. In order to put the investment prospects of India into perspective, I will present a profile of the labor management practices in India as well as a specific sector of that country's economy in which this company can invest profitably. I will start by presenting an executive summary of the country's political, social and economic system.

Executive Summary

Originally, India was operating an autarkic economic system. However, since the 1990s, the government of India introduced some policy reforms aimed at liberalization of the country's economy. As a result, the country is gradually becoming an open…...

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References

BBC News 2011, India Country Profile, BBC News, viewed 16 April 2011,

 http://news.bbc.co.uk/2/hi/south_asia/country_profiles/1154019.stm 

Central Intelligence Agency 2011, India, CIA - World Fact Book, viewed 16 April

2011,  https://www.cia.gov/library/publications/the-world-factbook/geos/in.html

Both of these things are issues that affect the workers on an everyday basis. The management side of this issue had the power to make these changes and the labor side of the issue in the form of the union did not choose to bargain about them because they understood that they way the contract was written management had the right to make changes such as these.
In the case of Are Teaching Assistants (TAs), Research Assistants (RAs), and Proctors Employees Under the NLRA, the question at hand was whether or not these different groups were indeed classified as employees of the university and if so whether they were entitled to join the union and have the protections that being a union member would afford them. This issue again affected these people in regards to their everyday working environments. If they were to be classified as employees and thus allowed…...

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Works Cited

Burt, Lindy. 2006. "Industrial Relations Theory: Lessons from a Private Sector Model for Public

Sector Transformation," viewed 9 October 2010,

"History of Labor Unions." 2010, viewed 9 October 2010, <  http://www.shmoop.com/history-labor-unions/ >

Union Management Relations in Perspective Unions are very important for fostering change both in the national and international societies. This is a judgment based on the consideration of the managerial features which helps to engender that crucial bond between an employee and his/her employer. Unions which run under management regularly pay attention to their output of work although sometimes they could wield significant influence on the political and social landscapes.
Trade Unions are generally beneficial to employees as its major objective is to protect the workers from any form of exploitation by the company. If for example, a worker finds his pay unfair, he could relate with his coworkers who will jointly demonstrate publicly so as to be given a more befitting pay. Trade unions also help the company management, as they are aware of what the workers need hence they have a better knowledge of their workers and are able to…...

History of Labor Relations in the United States:
From Industrialization to the Present Day

According to the textbook, Labor Relations, by Arthur A. Sloane & Fred Witney, the history of labor relations in the United States, has seen the increasingly professional nature of the labor union towards the end of the 20th century and the beginning of the 21st century. This phenomena has caused union and management to form a more amicable relationship between one another, by in large, in many industries. However, this positive relationship, over the course of the history of the United States history, has been a relatively recent development. Legally speaking, labor unions have gained more rights in terms of their bargaining power with management, and workers have gained the right to freely organize and join such unions. ut these legal rights came only with great difficulty.

The American public's attitude towards unionization has also alternately waxed and…...

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Because of the blow dealt to the economy by the Great Depression many American workers began to distrust the nature of American industrialization, even capitalism. The 1930's were thus a fairly prosperous time for the labor movement in the sense that long-standing legal prohibitions were struck down that impeded the labor movement and worker autonomy in an unfavorable economy. After World War II, however, the balance between employees and employers began to shift slightly again, in favor of management. But management never retained the same unregulated place in industry as it had before the Great Depression. The Taft-Hartley Act of 1947 ceded some bargaining power back to management at the expense of union membership, as did the La Griffin Act of 1957. But these acts clarified the terms of the earlier acts, rather than openly prohibited labor's right to exist, to organize, and to negotiate as an entity with managerial organizations of industry.

Today, this negotiation between the rights of labor and management continues. Union behavior as a management structure has become controversial. Even the long-merged AFL and CIO's organizational structure has undergone substantial revisions in recent years. (125) Nationally, it has been alleged, the major union structures often resemble the corporations they deal with, having elected heads and delegates from different industries and areas of the country. Local versions of unions often mimic this structure, or have their own structure, dependant upon local needs. (157) Membership in local unions was hard hit in the nation, particularly when the national arms of the AFL and the CIO were accused of having 'connections' or links to mob-related activities during the 1950's. Even relatively independent union organizations were viewed as suspect because of this perceived connection.

However, unionism as a force in America could never really die. The gains unions had accomplished for workers in terms of limiting hours were not forgotten, and even during the darkest days of labor and accusations leveled upon its increasingly bureaucratic structures, the memory of The Great Depression remained fresh in many workers' memories, even during the relatively prosperous 1950's and 1960's. Although unionization in America today has become increasingly fragmented, professional, and atomized, with the creation of professional and governmental unions and organizations, unions remain forces to be reckoned with in the landscape of industry.

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Highs and Lows

Achievements

Failures

A New Innovation in Car Manufacturing Industry

In 1982, General Motors (GM) decided to counter the challenge of the Japanese car manufacturers who were continuously enjoying the lion's share in the U.S. market. The consumers had started loving and appreciating the small but high-class Japanese cars. Seeing this, General Motors aimed to change their strategies.

The story began when the General Motors produced The Chevrolet Vega as an answer to Japanese challenge in 1970. A number of problems were identified with this model. Later in 1975, they produced another small car, the Chevette which too had discouraging results. They then produced the Chevrolet Spectrum with Japanese assistance. This model was not up to the mark as well. These disappointing outcomes made people think that the General Motors do not have the capability to manufacture small and valued cars. A series of failures arose several doubts about the…...

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Bibliography

, . "Saturn Corporation." Funding Universe. ., Web. 20 April 2011. .

, . "Saturn History." We love Saturns. . G-Biz Unlimited, Web. 20 April 2011. .

French, Thomas D. . Partington, Michael. Court, David. Moguire, Tim I.. "Marketing in 3-D." The McKinsey Quarterly . . (1999): 6. Web. 20 April 2011. .

Guzda, Henry p.. "Lessons in Co-management." Monthly Labor Review . 125. 8 (2002): 33+. Web. 20 April 2011. .

Labor Negotiating Practices
The issue of labor negotiating practices is one of the most important issues that companies must address. This is because the sensitiveness of labor problems is reflected in their legal implications. The battle between employers and employees becomes more and more difficult and requires advanced negotiation skills.

Company's Stance towards Labor Issues

The company that is analyzed in this case is represented by the companies that joined their forces in order to purchase Twinkies and other important brands from Hostess in their attempt to invest in their revival. These companies are represented by Metropoulos and Co. And Apollo Global Management. The potential of these brands has been acknowledged by the two companies that are interested in opening up new production plants. This means that they will hire a large number of employees. However, the issue in this case is that these companies are not interested in allowing employees to develop…...

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Reference list:

1. Feintzeig, R. (2013). New Twinkie Maker Shuns Union Labor. The Wall Street Journal. Retrieved May 20, 2013 from  http://online.wsj.com/article/SB10001424127887324474004578443062380660262.html .

2. Farrell, J. (2013). Twinkies and Labor Unions: Explaining the Hostess Collapse. Retrieved May 21, 2013 from http://www.policymic.com/articles/19288/twinkies-and-labor-unions-explaining-the-hostess-collapse.

Management
As organizations become larger in both scope and scale, the need for both management and leadership compounds. Many organization problems today, correlate heavily to a lack of true management. Aspects such as fraud, high employee turnover, product recalls, and strikes, all have origins with management. To better combat many of these negative influences, companies must hire, attract and retain talented management. In order to do so, many companies use the administrative management theory of management. This theory emphasizes the use of planned procedures, job specialization, and merit pay to help facilitate business objectives. I believe this theory to be the most useful in regards to managing an organization. For one, specialization of labor helps increase operational efficiencies with a business. In addition, planned procedures allow both employees and management to have clearly defined goals and job expectations. Finally pay based on merit provides incentive for employee and management to perform…...

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References:

1) Manfred F.R. Kets de Vries The Dark Side of Leadership - Business Strategy Review 14(3), Autumn Page 26 (2003).

2) Stroh, L.K., Northcraft, G.B., & Neale, M.A. (2002). Organizational behavior: A management challenge. Mahwah, NJ: Lawrence Erlbaum.

3) Paul C. Dinsmore et al. (2005) The right projects done right! John Wiley and Sons, 2005. ISBN 0-7879-7113-8. p.35-42

4) Lewis R. Ireland (2006) Project Management. McGraw-Hill Professional, 2006. ISBN 0-07-147160-X p.110- 116

Should the outcomes perform well against the goals, then the performance appraisal process must undergo a re-evaluation. Theories about the underperformance of key outcomes can be matched against feedback from the appraisers and the employees. From that point, a course of action can be developed that will alter the appraisal process to better align it with its objectives. The final step in the control mechanism is the adjustment process. The new ideas must be incorporated into the existing appraisal system. These new ideas must then be tested to determine if they have been as effective as intended, or if they have even moved the outcomes further from the objectives. At this point, the manager is engaged in a feedback loop that exists to continuously improve the performance appraisal process.

Conclusion

Performance appraisals are often conducted poorly, and this has led to considerable criticism of the tool. There are three fundamental functions a…...

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Works Cited

Heskett, Jim (2006). What's to be Done About Performance Reviews? Harvard Business School. Retrieved November 26, 2008 at  http://hbswk.hbs.edu/item/5563.html 

No author. (2008). Performance Reviews. Carnegie Mellon University. Retrieved November 26, 2008 at  http://www.cmu.edu/hr/hr_services/performance/reviews.html 

Culbert, Samuel a. (2008) Get Rid of the Performance Review! MIT Sloan Management Review. Retrieved November 26, 2008 at  http://sloanreview.mit.edu/wsj/insight/hr/2008/10/20/ 

No author. (2004) Performance Appraisal Handbook. United States Department of the Interior. Retrieved November 26, 2008 at  http://www.doi.gov/hrm/guidance/370dm430hndbk.pdf

The World ank model centers on a five-person team called the Performance Advisory Service or PAS (Yandrick 1995). PAS trains supervisors to analyze work performance and personality problems. The supervisor first determines if a skill deficiency is involved or there are personal and environmental factors. He does this by reviewing the employee's records in search of troubled behavioral patterns; consulting with work team leaders, colleagues and support staff in investigating possible problems within the organization; and/or directly exploring the employee's work performance and conduct.

In the last option, the supervisor may ask or remind the employee about the consequence of poor performance; if he or she is being rewarded for poor or nonperformance; if performance matters to him or her; if there are health or stress factors conducing to his or her poor or low-level performance; or if there are external stimuli behind it. Armed now with the different angles and…...

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Bibliography

Brown, J. (1992). How Would You Handle These Prickly Management Problems? Medical Laboratory Observer: Nelson Publishing.  http://www.findarticles.com/p/articles/mi_m3230/is_n11_v24/ai_13806643 

Business Wire. (1999) a.M. Best Company Says Technology Can Solve Insurance Management Problems. Gale Group 2000.  http://www.findarticles.com/p/articles/mi_m3MKT/is_n78_v97/ai_56542486 

Day, CM. (1987). Three Diagnostic Clues to Management Problems. Medical Laboratory Observer: Nelson Publishing.  http://www.findarticles.com/p/articles/mi_m3230/is_v19/ai_5118836 

Heisler, DL. (1989). The Wrong Response to Today's Problems. American Metal Market. Reed Business Information.  http://www.findarticles.com/p/articles/mi_m3MKT/is_n78_v97/ai_7565287

This was certainly needed as technology has also evolved from time to time and the nature of labor that was being used in the 1920s or so is not the same as is the nature today. This is certainly commendable. Along with the changes in laws, the emphasis on labor and its problems have also been shifted out of the center stage and matters that were directly being dealt with by the Secretaries Office have shifted out. This shows clearly that importance of the problems of labor have now become of a much lower priority and this is also clearly seen in the patterns of development of American business and industry where many production units have transferred their labor problems by shifting them out of United States. The government has also clearly remained out of the ambit of labor laws as no laws are applicable to government laborers. Thus…...

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References

Norris-LaGuardia Act" Wikipedia. Retrieved at   2 September, 2005http://www.answers.com/topic/norris-laguardia-actAccessed 

Taft-Hartley Labor Act" (2001-05) The Columbia Encyclopedia. Sixth Edition. Retrieved at   Accessed 2 September, 2005http://www.bartleby.com/65/ta/TaftHart.html .

The NLRB: The Wagner Act of 1935" United States National Labor Relations Board.

Retrieved at   Accessed 2 September, 2005http://www.stfrancis.edu/ba/ghkickul/stuwebs/btopics/works/wagner.htm .

Labor Relations in Public Sector
Collective bargaining in the public sector organizations will be quite different from that of the private sector organizations. The factors that drive the collective bargaining process in the private sector might not be present in the public sector. Private sector organizations are more concerned on the profit maximization philosophy whereas the public sector firms are more focused on serving general public therefore their priorities would be totally different and management approaches to collective bargaining would also be different. Moreover, private sector firms project for long-term budget forecasting, whereas in the public sector it is managed through third party legislature depending on the voters. These create challenges for the public sector to formulate a policy document that looks after the labor relations.

The Public Employees Fair Employment Act, commonly known as the Taylor Law, is a labor relations ruling policy document that covers public employees in New York…...

Managing Expatriate Employees Employment Law
Expatriate' could be defined as someone who has left his own country in order to find employment in another country. (Definitions of 'Expatriate on the Web) Expatriate employees in China are diverse and the numbers of employees are vast. For example, the city of Hong Kong, which became free and independent of British rule in 1997, turned into a Special Administrative egion of China. On account of this, the city started to follow two diverse policies of administration and this allowed it autonomy from China, and this in turn resulted in Hong Kong being able to retain control over her schools and also her legal systems, while enjoying a free market economy. This very factor has attracted investors from all over the world to China, American numbering almost 1,100, and American residents in China numbering almost 50,000. (Hong Kong City Guide)

Hong Kong having the distinction of…...

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References

Author Unknown. (May 15, 2003) "Demand for Expatriates in China remains high" Retrieved at  http://www.hewittasia.com/hewitt/ap/resource/articleindex/articles/article_05_15_03.htm 

Falkoff, Rebecca. "Hong Kong City Guide" Retrieved at  http://workabroad.monster.com/print/?article=/articles/hongkongguide/Index.asp 

Glossary: Women Artists of the Americas" Retrieved at  http://www.getty.edu/artsednet/resources/Maps/Women/glossary.html 

Gross, Ames; McDonald, Timothy. (Spring 1998) "Meeting Diverse Staffing Needs in China" GROing Connexions. Retrieved at  http://www.pacificbridge.com/pdf/pub_china_1998_diverse.pdf

The open and free market economies proved successful from a management perspective, and government supported the primacy of the profit motive.
The consequences of these fluctuations has been a system that favors management in the United States. Labor unions have been systematically ridiculed socially, lumped together with communism and therefore derided by the American public. Similarly, labor unions have lost their political clout to a certain degree, and management has secured political power over laborers. Wages have remained deplorably low, so low that income disparity in the United States resembles that of Third World nations. Income disparity in the United States is the steepest of any other industrialized nation. Countries with strong labor laws such as the nations of northern Europe tend to be more egalitarian societies with fewer class distinctions and less of a wealth gap. The American model allows unbridled business growth at the expense of social justice.

eferences

Freeman,…...

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References

Freeman, R. (1996). Solving the new inequality. Boston Review. Retrieved April 13, 2007 at http://bostonreview.net/BR21.6/freeman.html