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More About This Title Fundamentals of Human Resource Management 8th edition
English
Dr. DeCenzo has been writing textbooks for two decades. His books include this eighth edition of Human Resource Management with Steve Robbins, published by John Wiley & Sons; Fundamentals of Management, fourth edition (2004) with Stephen Robbins; Supervision Today, fourth edition (2004); Human Relations, second edition (2002) with Beth Silhanek; Essentials of Labor Relations (1992) with Molly Bowers; and Employee Benefits (1990) with Stephen Holoviak. These books are used widely at U.S. colleges and universities as well as in schools throughout the world.
Dr. DeCenzo also has industry experience as a corporate trainer and has served as a consultant to companies that include G&K Services, Inc.; Fairpoint Communications; Moen, Inc.; HealthCare Strategies, Inc.; Allied Signal Technical Services Corporation; Citicorp; Teledyne/Landis Machine Company; Blue Cross & Blue Shield of Maryland; the Tnemec Company; the James River Corporation, packaging division; and the Managerial and Professional Society of Baltimore.
STEPHEN P. ROBBINS received his Ph.D. from the University of Arizona. He previously worked for Shell Oil and Reynolds Metals and has taught at the University of Nebraska at Omaha, Concordia University in Montreal, the University of Baltimore, Southern Illinois University at Edwardsville, and San Diego State University. Dr. Robbins’ research interests have focused on conflict, power, and politics in organizations, behavioral decision making, and the development of effective interpersonal skills. His articles on these and other topics have appeared in such journals as Business Horizons, California Management Review, Business and Economic Perspectives, International Management, Management Review, Canadian Personnel and Industrial Relations, and the Journal of Management Education.
In recent years, Dr. Robbins has been spending most of his professional time writing textbooks. These include Management eighth edition (2005) with Mary Coulter; Fundamentals of Management, fourth edition (2004) with David DeCenzo; Organizational Behavior, tenth edition (2003); Supervision Today! fourth edition, (2003) with David DeCenzo; Managing Today! (2000); Essentials of Organizational Behavior, seventh edition (2003); Training in Interpersonal Skills, third edition, (2003) with Philip Hunsaker; and Organization Theory, third edition (1990), all published by Prentice Hall.
These books are used by students at more than a thousand U.S. colleges and universities, as well as hundreds of schools throughout Canada, Latin America, Australia, New Zealand, Asia, Scandinavia, and Europe.
Dr. Robbins is also the author of the global best-sellers The Truth About Managing People . . . and Nothing But the Truth (2002) and Decide & Conquer: Make Winning Decisions and Take Control of Your Life (2004), both published by Financial Times/Prentice Hall.
English
Chapter 1. Strategic Implications of a Dynamic HRM Environment.
Learning Outcomes.
Introduction.
Understanding Cultural Environments.
The GLOBE Framework.
Cultural Implications for HRM.
The Changing World of Technology.
What is a Knowledge Worker?
Why the Emphasis on Technology?
How Technology Affects HRM.
Practices.
Recruiting.
Employee Selection.
Technology Corner: HRM Changing Times.
Training and Development.
Ethics and Employee Rights.
Ethical Issues in HRM: Invasion of Privacy?
Motivating Knowledge Workers.
Paying Employees Market Value.
Communications.
Decentralized Work Sites.
Skill Levels.
A Legal Concern.
Workforce Diversity.
The Workforce Today.
Workplace Issues: Diversity Awareness.
How Diversity Affects HRM.
What Is a Work/Life Balance?
The Labor Supply.
Do We Have a Shortage of Skilled Labor?
Why Do Organizations Lay Off During Shortages?
How Do Organizations Balance Labor Supply?
Issues Contingent Workers Create for HRM.
Continuous Improvement Programs.
Work Process Engineering.
How HRM Can Support Improvement Programs.
How HRM Assists in Work Process Engineering.
Employee Involvement.
How Organizations Involve Employees.
Employee Involvement Implications for HRM.
A Look at Ethics.
Summary.
Visual Summary.
Demonstrating Comprehension: Questions for Review.
Key Terms.
HRM Workshop.
Linking Concepts to Practice: Discussion Questions.
Developing Diagnostic and Analytical Skills.
Case Application 1-A: Outsourcing Human Resources.
Case Application 1-B: TEAM FUN!
Working with a Team: Understanding Diversity Issues
Learning an HRM Skill: Guidelines for Acting Ethically.
Enhancing Your Communication Skills.
CHAPTER 2. Fundamentals of HRM.
Learning Outcomes.
Introduction.
Management Essentials.
Why Is HRM Important to an Organization?
The Strategic Nature.
HRM Certification.
How External Influences Affect HRM.
Technology Corner: HRM Basics.
The HRM Strategic Environment.
Governmental Legislation.
Labor Unions.
Management Thought.
Staffing Function Activities.
Goals of the Training and Development Function.
The Motivation Function.
How Important Is the Maintenance Function?
Translating HRM Functions into Practice.
Employment.
Training and Development.
Compensation and Benefits.
Employee Relations.
Top Management Commitment.
Effective Upward Communication.
Determining What to Communicate.
Ethical Issues in HRM: Purposefully Distorting Information.
Allowing for Feedback.
Information Sources.
Does HRM Really Matter?
Conclusion.
HRM in an Entrepreneurial Enterprise.
HRM in a Global Village.
HR and Corporate Ethics.
Summary.
Visual Summary.
Demonstrating Comprehension: Questions for Review.
Key Terms.
HRM Workshop.
Linking Concepts to Practice: Discussion Questions.
Developing Diagnostic and Analytical Skills.
Case Application 2-A: Kindergarten Fun.
Case Application 2-B: TEAM FUN!
Working with a Team: Making a Layoff Decision.
Learning an HRM Skill: HR Certification.
Enhancing Your Communication Skills.
PART 2 THE LEGAL AND ETHICAL CONTEXT OF HRM.
CHAPTER 3. Equal Employment Opportunity.
Learning Outcomes.
Introduction.
Laws Affecting Discriminatory Practices.
The Importance of the Civil Rights Act of 1964.
Affirmative Action Plans.
Adverse Impact.
What Other Laws Affect Discrimination Practices?.
Age Discrimination in Employment Act of 1967.
The Pregnancy Discrimination Act of 1978.
The Americans with Disabilities Act of 1990.
The Family and Medical Leave Act of 1993.
Relevant Executive Orders.
Technology Corner: Dealing with the Legal Side of HRM.
The Civil Rights Act of 1991.
Guarding Against Discrimination Practices.
Determining Potential Discriminatory Practices.
The 4/5ths Rule.
Restricted Policy.
Geographical Comparisons.
McDonnell-Douglas Test.
Responding to an EEO Charge.
Business Necessity.
Bona Fide Occupational Qualifications.
Seniority Systems.
Selected Relevant Supreme Court Cases.
Cases Concerning Discrimination.
Cases Concerning Reverse Discrimination.
Ethical Issues in HRM: English-Only Rules.
Enforcing Equal Opportunity Employment.
The Role of the EEOC.
Office of Federal Contract Compliance Program (OFCCP).
HRM in a Global Environment.
Current Issues in Employment Law.
What Is Sexual Harassment?
Workplace Issues: If It’s Offensive.
Are Women Reaching the Top of Organizations?
Visual Summary.
Summary.
Demonstrating Comprehension: Questions for Review.
Key Terms.
HRM Workshop.
Linking Concepts to Practice: Discussion Questions.
Developing Diagnostic and Analytical Skills.
Case Application 3-A: Pension Anxiety at IBM.
Case Application 3-B: TEAM FUN!
Working with a Team: What’s Your Perception?
Learning an HRM Skill: Investigating a Harassment Complaint.
Enhancing Your Communication Skills.
CHAPTER 4. Employee Rights and HR Communications.
Learning Outcomes.
Introduction.
Employment Rights Legislation and Its HRM Implications.
The Privacy Act of 1974: HRM Requirements.
The Drug-Free Workplace Act of 1988 and HRM.
The Polygraph Protection Act of 1988.
The Worker Adjustment and Retraining Notification Act of 1988 and HRM.
Current Issues Regarding Employee Rights.
Drug Testing.
Honesty Tests.
Whistle-Blowing.
Employee Monitoring and Workplace Security.
Workplace Romance.
The Employment-at-Will Doctrine.
Exceptions to the Doctrine.
Contractual Relationship.
Statutory Considerations.
Public Policy Violation.
Implied Employment Contract.
Breach of Good Faith.
Discipline and Employee Rights.
What Is Discipline?
Workplace Issues: Managers Should Be Prepared before Disciplining Employees.
Factors to Consider When Disciplining.
Disciplinary Guidelines.
Disciplinary Actions.
Written Verbal Warning.
Written Warning.
Suspension.
Dismissal.
Employee Counseling.
Using Employee Communications to Enhance Employee Rights.
Why Use an Employee Handbook?
Using Information Technology for Employee Communications.
Ethical Issues in HRM: Complete Information.
Networked Communication.
Wireless Communications.
Complaint Procedures.
Why Companies Support Suggestion Programs.
Summary.
Demonstrating Comprehension: Questions for Review.
Visual Summary.
Key Terms.
HRM Workshop.
Linking Concepts to Practice: Discussion Questions.
Developing Diagnostic and Analytical Skills.
Case Application 4-A: Big Brother Is Watching.
Case Application 4-B: TEAM FUN!
Working with a Team: Dealing in Gray Areas.
Learning an HRM Skill: Guidelines for Counseling Employees.
Enhancing Your Communication Skills.
PART 3. STAFFING THE ORGANIZATION.
CHAPTER 5. Human Resource Planning and Job Analysis.
Learning Outcomes.
Introduction.
An Organizational Framework.
Ethical Issues in HRM: Competitive Intelligence.
Linking Organizational Strategy to Human Resource Planning.
Assessing Current Human Resources.
Human Resource Information Systems.
Succession Planning.
Determining the Demand for Labor.
Predicting the Future Labor Supply.
Where Will We Find Workers?
Matching Labor Demand and Supply.
Job Analysis.
Job Analysis Methods.
Observation Method.
Individual Interview Method.
Group Interview Method.
Structured Questionnaire Method.
Technical Conference Method.
Diary Method.
Structured Job Analyses Techniques.
The Department of Labor’s Job
Analysis Process.
Technology Corner: Employee Database Requirements.
Position Analysis Questionnaire.
Purpose of Job Analysis.
Job Descriptions.
Job Specifications.
Job Evaluations.
The Multifaceted Nature of Job Analysis.
Job Analysis and the Changing World of Work.
Summary.
Visual Summary.
Demonstrating Comprehension: Questions for Review.
Key Terms.
HRM Workshop.
Linking Concepts to Practice: Discussion Questions.
Developing Diagnostic and Analytical Skills.
Case Application 5-A: Fueling the Process.
Case Application 5-B: TEAM FUN!
Working with a Team: Job Analysis Information.
Learning an HRM Skill: Conducting the Job Analysis.
Enhancing Your Communication Skills.
CHAPTER 6. Recruiting.
Learning Outcomes.
Introduction.
Recruiting Goals.
Factors that Affect Recruiting Efforts.
Constraints on Recruiting Efforts.
Organization Image.
Job Attractiveness.
Internal Organizational Policies.
Government Influence.
Diversity Issues in HRM: Job Advertisements and EEO.
Recruiting Costs.
Recruiting: A Global Perspective.
Recruiting Sources.
The Internal Search.
Employee Referrals and Recommendations.
External Searches.
Advertisements.
Employment Agencies.
Schools, Colleges, and Universities.
Professional Organizations.
Unsolicited Applicants.
Cyberspace Recruiting.
Recruitment Alternatives.
Temporary Help Services.
Employee Leasing.
Workplace Issues: “Best Practice” Ideas Applicable to Recruitment and Hiring.
Independent Contractors.
Meeting the Organization.
Preparing Your Resume.
Technology Corner: Creating a Resume.
Some Final Remarks.
Summary.
Demonstrating Comprehension: Questionsfor Review.
Key Terms.
Visual Summary.
HRM Workshop.
Linking Concepts to Practice: Discussion Questions.
Developing Diagnostic and Analytical Skills.
Case Application 6-A: Finding Technical Workers.
Case Application 6-B: TEAM FUN!
Working with a Team: A Question of Effective Recruiting.
Learning an HRM Skill: Writing a Job Advertisement.
Enhancing Your Communication Skills.
CHAPTER 7. Foundations of Selection.
Learning Outcomes.
Introduction.
The Selection Process.
Initial Screening.
Completing the Application Form.
Diversity Issues in HRM: Employer’s Guide to Application Forms and Interviews under The
Saskatchewan Human Rights Code.
Key Issues.
Weighted Application Forms.
Successful Applications.
Employment Tests.
Performance Simulation Tests.
Work Sampling.
Assessment Centers.
Testing in a Global Arena.
Comprehensive Interviews.
Interview Effectiveness.
Ethical Issues in HRM: The Stress Interview.
Behavioral Interviews.
Realistic Job Previews.
Background Investigation.
Conditional Job Offers.
Medical/Physical Examination.
Job Offers.
The Comprehensive Approach.
Workplace Issues: Avoiding Hiring Mistakes.
Now It’s Up to the Candidate.
Selection for Self-Managed Teams.
Key Elements for Successful Predictors.
Reliability.
Validity.
Content Validity.
Construct Validity.
Criterion-Related Validity.
Validity Analysis.
Cut Scores and Their Impact on Hiring.
Validity Generalization.
Selection from a Global Perspective.
Final Thoughts: Excelling at the Interview.
Summary.
Visual Summary.
Demonstrating Comprehension: Questions for Review.
Key Terms.
HRM Workshop.
Linking Concepts to Practice: Discussion Questions.
Developing Diagnostic and Analytical Skills.
Case Application 7-A: If We Knew Then What We Know Now.
Case Application 7-B: TEAM FUN!
Working with a Team: Preparing for the Interview.
Learning an HRM Skill: Becoming an Effective Interviewer.
Enhancing Your Communication Skills.
PART 4. TRAINING AND DEVELOPMENT.
CHAPTER 8. Socializing, Orienting, and Developing Employees.
Learning Outcomes.
Introduction.
The Insider-Outsider Passage.
Socialization.
Assumptions of Employee Socialization.
Socialization Strongly Influences Employee Performance and Organizational Stability.
Organizational Stability Also Increases Through Socialization.
New Members Suffer from Anxiety.
Socialization Does Not Occur in a Vacuum.
Individuals Adjust to New Situations In Remarkably Similar Ways.
The Socialization Process.
The Purpose of New-Employee Orientation.
Learning the Organization’s Culture.
The CEO’s Role in Orientation.
HRM’s Role in Orientation.
Employee Training.
Diversity Issues in HRM: Training and EEO.
Determining Training Needs.
Training Methods.
Employee Development.
Employee Development Methods.
Job Rotation.
Assistant-To Positions.
Committee Assignment.
Lecture Courses and Seminars.
Simulations.
Outdoor Training.
Organization Development.
What Is Change?
Technology Corner: Identifying Training and Climate Needs.
The Calm Waters Metaphor.
The White-water Rapids Metaphor.
OD Methods.
Organization Development.
OD Techniques.
Ethical Issues in HRM: OD Intervention.
Workplace Issues: Playing Coach.
A Special OD Case: The Learning Organization.
Evaluating Training and Development Effectiveness.
Evaluating Training Programs.
Performance-Based Evaluation Measures.
Post-Training Performance Method.
Pre–Post-Training Performance Method.
Pre–Post-Training Performance with Control Group Method.
International Training and Development Issues.
Cross-Cultural Training.
Development.
Summary.
Demonstrating Comprehension: Questions for Review.
Key Terms.
Visual Summary.
HRM Workshop.
Linking Concepts to Practice: Discussion Questions.
Developing Diagnostic and Analytical Skills.
Case Application 8-A: Training at Starbucks.
Case Application 8-B: TEAM FUN!
Working with a Team: Orienting Employees.
Learning an HRM Skill: Coaching Employees.
Enhancing Your Communication Skills.
CHAPTER 9. Managing Careers.
Learning Outcomes.
Introduction.
What Is a Career?
Individual versus Organizational Perspective.
Career Development versus Employee Development.
Career Development: Value for the Organization.
Needed Talent Will Be Available.
The Organization’s Ability to Attract and Retain Talented Employees Improves.
Minorities and Women Have Comparable Opportunities for Growth and Development.
Reduced Employee Frustration.
Enhanced Cultural Diversity.
Organizational Goodwill.
Career Development: Value for the Individual.
Mentoring and Coaching.
Ethical Issues in HRM: Special Mentoring Programs for Women and Minorities.
Traditional Career Stages.
Exploration.
Establishment.
Mid-Career.
Late Career.
Decline (Late Stage).
Career Choices and Preferences.
Holland Vocational Preferences.
The Schein Anchors.
Jung and the Myers-Briggs Typologies.
Enhancing Your Career.
Workplace Issues: A Special Case of a Career—Entrepreneurship.
Visual Summary.
Summary.
Demonstrating Comprehension: Questions for Review 240
Key Terms.
HRM Workshop.
Linking Concepts to Practice: Discussion Questions.
Developing Diagnostic and Analytical Skills.
Case Application 9-A: Taking Control.
Case Application 9-B: TEAM FUN!
Working with a Team: Career Insights.
Learning an HRM Skill: Making a Career Choice.
Enhancing Your Communication Skills.
PART 5. MAINTAINING HIGH PERFORMANCE.
CHAPTER 10. Establishing the Performance Management System.
Learning Outcomes.
Introduction.
Performance Management Systems.
Purposes of a Performance Management System.
Ethical Issues in HRM: The Inaccurate Performance Appraisal.
Difficulties in Performance Management Systems.
Focus on the Individual.
Focus on the Process.
Performance Management and EEO.
The Appraisal Process.
Appraisal Methods.
Evaluating Absolute Standards.
Critical Incident Appraisal.
Checklist Appraisal.
Adjective Rating Scale Appraisal.
Forced-Choice Appraisal.
Behaviorally Anchored Rating Scales.
Relative Standards Methods.
Group Order Ranking.
Individual Ranking.
Paired Comparison.
Using Achieved Outcomes to Evaluate Employees.
Common Elements in an MBO Program.
Does MBO Work?
Factors That Can Distort Appraisals.
Leniency Error.
Halo Error.
Similarity Error.
Low Appraiser Motivation.
Central Tendency.
Inflationary Pressures.
Inappropriate Substitutes for Performance.
Attribution Theory.
Creating More Effective Performance Management Systems.
Technology Corner: Evaluating Employee Performance.
Use Behavior-Based Measures.
Combine Absolute and Relative Standards.
Provide Ongoing Feedback.
Use Multiple Raters.
Use Peer Evaluations.
360-Degree Appraisals.
Rate Selectively.
Workplace Issues: Team Performance Appraisals.
Train Appraisers.
International Performance Appraisal.
Who Performs the Evaluation?
Evaluation Formats.
Visual Summary.
Summary.
Demonstrating Comprehension: Questions for Review.
Key Terms.
HRM Workshop.
Linking Concepts to Practice: Discussion Questions.
Developing Diagnostic and Analytical Skills.
Case Application 10-A: The Sonic Boom.
Case Application 10-B: TEAM FUN!
Working with a Team: The 360-Degree Performance Appraisal.
Learning an HRM Skill: Conducting the Performance Evaluation.
Enhancing Your Communication Skills.
CHAPTER 11. Establishing Rewards and Pay Plans.
Learning Outcomes.
Introduction.
Intrinsic versus Extrinsic Rewards.
Financial versus Nonfinancial Rewards.
Workplace Issues: Job Enrichment.
Performance-Based versus Membership-Based Rewards.
Compensation Administration.
Government Influence on Compensation Administration.
Fair Labor Standards Act.
The Civil Rights and Equal Pay Acts.
Job Evaluation and the Pay Structure.
Job Evaluation.
Isolating Job Evaluation Criteria.
Job Evaluation Methods.
Ordering Method.
Classification Method.
Point Method.
Establishing the Pay Structure.
Compensation Surveys.
Wage Curves.
The Wage Structure.
Technology Corner: Establishing Pay Plans.
A Final Word.
Special Cases of Compensation.
Incentive Compensation Plans.
Individual Incentives.
Group Incentives.
Plant Wide Incentives.
Paying for Performance.
Team-Based Compensation.
Executive Compensation Programs.
Salaries of Top Managers.
Ethical Issues in HRM: Are U.S. Executives Overpaid?
Supplemental Financial Compensation.
Supplemental Nonfinancial Compensation: Perquisites.
International Compensation.
Base Pay.
Differentials.
Incentives.
Assistance Programs.
Summary.
Demonstrating Comprehension: Questions for Review.
Key Terms.
Visual Summary.
HRM Workshop.
Linking Concepts to Practice: Discussion Questions.
Developing Diagnostic and Analytical Skills.
Case Application 11-A: Coffey in the Morning.
Case Application 11-B: TEAM FUN!
Working with a Team: Understanding Incentive Plans.
Learning an HRM Skill: Pay-for-Performance Goal Setting.
Enhancing Your Communication Skills.
CHAPTER 12. Employee Benefits.
Learning Outcomes.
Introduction.
Costs of Providing Employee Benefits.
Contemporary Benefits Offerings.
Ethical Issues in HRM: Domestic Partner Benefits.
Legally Required Benefits.
Diversity Issues in HRM: When Employees Are Called to Active Duty.
Social Security.
Unemployment Compensation.
Workers’ Compensation.
Family and Medical Leave Act.
Voluntary Benefits.
Health Insurance.
Traditional Health Insurance.
Health Maintenance Organizations.
Preferred Provider Organizations.
Employer-Operated Coverage.
Health Insurance Continuation.
The HIPPA Requirement.
Retirement Benefits.
Defined Benefit Plans.
Defined Contribution Plans.
Money Purchase Pension Plan.
Profit-Sharing Plans.
Individual Retirement Accounts.
Roth IRAs.
401(k)s.
Other Retirement Income Vehicles.
Paid Time Off.
Vacation and Holiday Leave.
Technology Corner: Hi-Tech Benefit Offerings.
Disability Insurance Programs.
Survivor Benefits.
Group Term Life Insurance.
Travel Insurance.
The Service Side of Benefits.
An Integrative Perspective on Employee Benefits.
Flexible Spending Accounts.
Modular Plans.
Core-Plus Options Plans.
Summary.
Visual Summary.
Demonstrating Comprehension: Questions for Review.
Key Terms.
HRM Workshop.
Linking Concepts to Practice: Discussion Questions.
Developing Diagnostic and Analytical Skills.
Case Application 12-A: Keeping Family First.
Case Application 12-B: TEAM FUN!
Working with a Team: Benefit Selections.
Learning an HRM Skill: Calculating a Long-Term Disability Payment.
Enhancing Your Communication Skills.
CHAPTER 13. Ensuring a Safe and Healthy Work Environment.
Learning Outcomes.
Introduction.
The Occupational Safety and Health Act.
OSHA Enforcement Priorities.
OSHA Record-Keeping Requirements.
Technology Corner: OSHA Compliance.
OSHA Punitive Actions.
OSHA: A Critique.
Workplace Issues: OSHA and Needlesticks.
Job Safety Programs.
Causes of Accidents.
Preventive Measures.
Ensuring Job Safety.
A Safety Issue: Workplace Violence.
Maintaining a Healthy Work Environment.
The Smoke-Free Environment.
Ethical Issues in HRM: Safety and Health Programs.
Repetitive Stress Injuries.
Stress.
Defining Stress.
Common Causes of Stress.
Symptoms of Stress.
Reducing Stress.
A Special Case of Stress: Burnout.
Causes and Symptoms of Burnout.
Reducing Burnout.
Employee Assistance Programs.
A Brief History of EAPs.
EAPs Today.
Wellness Programs.
International Safety and Health.
International Health Issues.
International Safety Issues.
Visual Summary.
Summary.
Demonstrating Comprehension: Questions for Review.
Key Terms.
HRM Workshop.
Linking Concepts to Practice: Discussion Questions.
Developing Diagnostic and Analytical Skills.
Case Application 13-A: A Chicago Loss.
Case Application 13-B: TEAM FUN!
Working with a Team: Health and Safety.
Learning an HRM Skill: Developing Safety Skills.
Enhancing Your Communication Skills.
PART 6. LABOR-MANAGEMENT ENVIRONMENTS.
CHAPTER 14.Understanding Labor Relations and Collective Bargaining.
Learning Outcomes.
Introduction.
Why Employees Join Unions.
Higher Wages and Benefits.
Greater Job Security.
Influence over Work Rules.
Compulsory Membership.
Upsets with Management.
Labor Legislation.
The Wagner Act.
The Taft-Hartley Act.
Other Laws Affecting Labor-Management Relations.
Diversity Issues in HRM: Unions and EEO.
The Railway Labor Act of 1926.
Landrum-Griffin Act of 1959.
Executive Orders 10988 and 11491.
Racketeer Influenced and Corrupt Organizations Act (RICO) of 1970.
Civil Service Reform Act of 1978.
Unionizing Employees.
Workplace Issues: The Union Drive.
Collective Bargaining.
Objective and Scope of Collective Bargaining.
Collective-Bargaining Participants.
The Collective-Bargaining Process.
Preparing to Negotiate.
Negotiating at the Bargaining Table.
Contract Administration.
Failure to Reach Agreement.
Strikes versus Lockouts.
Ethical Issues In HRM: The Striker Replacement Dilemma.
Impasse-Resolution Techniques.
Critical Issues for Unions Today.
Union Membership: Where Have the Members Gone?
Workplace Issues: The Union Summer.
Labor-Management Cooperation.
Public-Sector Unionization.
Unionizing the Nontraditional Employee.
International Labor Relations.
Differing Perspectives Toward Labor Relations.
The European Community.
Summary.
Visual Summary.
Demonstrating Comprehension: Questions for Review.
Key Terms.
HRM Workshop.
Linking Concepts to Practice: Discussion Questions.
Developing Diagnostic and Analytical Skills.
Case Application 14-A: Negotiating a Ford Contract.
Case Application 14-B: TEAM FUN!
Working with a Team: Handling a Grievance.
Learning an HRM Skill: Negotiation Skills.
Enhancing Your Communication Skills.
Endnotes.
Glossary.
Photo Credits.
Company Index.
Subject Index.
