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The employees at your organization have formed a union, and the bargaining process now begins. Write a case study in which you analyze the situation. First, begin with background information about the negotiation, and make certain to address the areas below.

Identify the state where the organization is located. Is the state a right-to-work state? If yes, explain what this means. If no, explain what this means. Why are the employees deciding to unionize? What are the mandatory bargaining subjects? Other than wages and hours, what are five other terms and conditions of employment? What are permissive bargaining subjects that will be negotiated? List at least five.
Second, you need to select members of your bargaining team. You will select four supervisors who were identified in the Unit VI Lesson. Discuss why you selected each supervisor, and compare/contrast their conflict management styles. Each supervisor must have a different conflict style. Explain how each supervisor can contribute to conflict resolution strategies used during negotiation.
Third, explain the two collective bargaining strategies, and identify which one you will recommend your team to use. Explain and support your rationale.
Finally, what will you propose happens if a labor management agreement is not reached by your team and the employee representatives?
Your case study must be a minimum of three pages in length, not counting the title and reference pages. Your case study should present an insightful and thorough analysis with strong arguments and evidence. You must use three academically reliable sources to support your analysis.Adhere to APA Style when constructing this assignment, and make certain to include in-text citations and references for all sources that are used. Please note that no abstract is needed.

Sample Solution

 

This case study concerns an organization located in the state of Michigan. Michigan is a right-to-work state, meaning that employees in the state have the right to join or not join a union and employers cannot require union membership as a condition of employment. The employees at this organization are deciding to unionize in order to negotiate better wages, hours, and other terms and conditions of employment with their employer.

Mandatory Bargaining Subjects: Under the Michigan Employment Relations Act (MERA), there are various mandatory bargaining subjects that must be negotiated between labor unions and employers during collective bargaining negotiations. These mandatory bargaining subjects include wages, hours, overtime pay rates, shift differentials, vacation time/sick leave policies/holidays off work; health care benefits; pension benefits; grievance procedure rules for resolving disputes between employee(s) and employer over contract interpretation; job classification system for determining salary levels for each job title within the company; safety regulations related to working conditions such as ventilation

Sample Solution

 

This case study concerns an organization located in the state of Michigan. Michigan is a right-to-work state, meaning that employees in the state have the right to join or not join a union and employers cannot require union membership as a condition of employment. The employees at this organization are deciding to unionize in order to negotiate better wages, hours, and other terms and conditions of employment with their employer.

Mandatory Bargaining Subjects: Under the Michigan Employment Relations Act (MERA), there are various mandatory bargaining subjects that must be negotiated between labor unions and employers during collective bargaining negotiations. These mandatory bargaining subjects include wages, hours, overtime pay rates, shift differentials, vacation time/sick leave policies/holidays off work; health care benefits; pension benefits; grievance procedure rules for resolving disputes between employee(s) and employer over contract interpretation; job classification system for determining salary levels for each job title within the company; safety regulations related to working conditions such as ventilation

PlayBuild is an after-school program located in New Orleans which repurposes vacant lots around central city to engage kids with the architectural history and design of public spaces with outdoor play with imagination playground and design challenges. Do these activities have unique cognitive learning opportunities that warrant investment, and if so what curriculum decisions contribute to positive learning outcomes and what kinds of methodology are feasible to measure such a cognitive development among children? A literature review on play and children’s cognitive development has been done to explore these three questions.

Before detailing particular research findings, below is a brief summary of this literature review. Research suggests that role play, joint action, and physically modeling objects, spaces, or systems can develop perspective-taking and systems literacy (Harris, Vygotsky, Schwartz et al., Sebanz et al., 2006). Research comparing invention-based curriculum with teaching-practice curriculums show evidence of perspective change (e.g., seeing deep structural relationships vs. surface feature covariation) and evidence that perception of deep structure correlates with increases in understanding and transfer.

Invention-based curriculums have the potential to engage participants in fantasy and role play as well as scale to forms of meaningful sociocultural participation in the community. Design and construction of diagrams and models of homes, cities, spaces, or city systems grounded in the community and history of New Orleans is worth an investment because it affords opportunities to develop perspective-taking, systems reasoning, metacognition, and mathematical and spatial thinking skills through meaningful participation in local community culture.

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