Chapter 11 K&FAdded-Value Negotiation (AVN)- the negotiation parties cooperatively develop multiple deal packages while building a productive long-term relationship.Alternative Dispute Resolution (ADR)- According to a pair of Canadian labor lawyers, is that it “uses faster, more user-friendly methods of dispute resolution, instead of traditional, adversarial approaches (such as unilateral decision making or litigation).”Conflict- Is a process in which one party perceives that its interests are being opposed or negatively affected by another party.Devil’s Advocacy- Involves assigning someone the role of criticDialectic Method- Calls for managers to foster a structured debate of opposing viewpoints prior to making a decision.Dysfunctional Conflict- which threatens an organization’s interestsEconomic Value (EV)- how much salary and bonusFunctional Conflict- is commonly referred to in management circles as constructive or cooperative conflict and is characterized by consultative interactions, a focus on the issues, mutual respect, and useful give and take.Negotiation- Is a give-and-take decision-making process involving interdependent parties with different preferences.Personality Conflict- Interpersonal opposition based on personal dislike and/or disagreement.Programmed Conflict- “Conflict that raises different opinions regardless of the personal feelings of the managers.Subjective Value (SV)- captures the social and psychological consequences of negotiations, such as emotions and perceptions of the process, people, and outcomes.Work-Family Conflict- occurs when the demands of one’s work role conflict with those of the family role.Chapter 13 K&FCoalition- is an informal group bound together by the active pursuit of a single issue.Coercive Power- threats of punishment and actual punishment give an individual thisEmpowerment- recognizing and releasing into the organization the power that people already have in their wealth of useful knowledge, experience, and internal motivation.Empowering Leadership- involves sharing power with employees by communicating the significance of employee jobs, providing decision-making autonomy, expressing confidence in employee performance capabilities, and removing barriers to performance.Expert Power- valued knowledge or information gives a person thisImpression Management- is defined as any attempt to control or manipulate the images related to a person, organization, or ideas.Legitimate Power- can be expressed either positively or negativelyOrganizational Politics- are intentional acts of influence to enhance or protect the self-interest of individuals or groups that are not endorsed by the organization.Participative Management- the process whereby employees play a direct role in (1) setting goals, (2) making decisions, (3) solving problems, and (4) making changes in the organization.Referent Power- comes into play when ones personal characteristics become the reason for compliance.Reward Power- obtaining compliance by promising or granting rewards.Social Power- the ability to marshal the human, informational and material resources to get something done.Chapter 14 NoeAgency Shop- union security arrangement that requires the payment of union dues but not union membershipAmerican Federation of Labor and Congress of Industrial Organizations (AFL-CIO)- An association that seeks to advance the shared interests of its member unions at the national levelArbitration- Conflict resolution procedure in which an arbitrator or arbitration board determines a binding settlementAssociate Union Membership- Alternative form of union membership in which members receive discounts on insurance and credit cards rather than representation in collective bargainingCheckoff Provision- contract provision under which the employer, on behalf of the union, automatically deducts union dues from employees’ paychecksClosed Shop- union security arrangement under which a person must be a union member before being hired; illegal for those covered by the National Labor Relations ActCollective Bargaining- negotiation between union representatives and management representatives to arrive at a contract defining conditions of employment for the term of the contract and to administer that contractCorporate Campaigns- bringing public, financial, or political pressure on employers during the union organization and contract negotiationCraft Union- Labor union whose members all have a particular skill or occupationFact Finder- Third party to collective bargaining who reports the reasons for a dispute, the views and arguments of both sides, and possibly a recommended settlement, which the parties may declineGrievance Procedure- the process for resolving union-management conflicts over interpretation or violation of a collective bargaining agreementIndustrial Union- Labor union whose members are linked by their work in a particular industryLabor Relations- field that emphasizes skills that managers and union leaders can use to minimize costly forms of conflict (such as strikes) and seek win-win solutions to disagreements.Maintenance of Membership- union security rules not requiring union membership but requiring that employees who join the union remain members for a certain period of timeMediation- conflict resolution procedure in which a mediator hears the views of both sides and facilities the negotiation process but has no formal authority to dictate a resolutionNational Labor Relations Act (NLRA)- Federal law that supports collective bargaining and sets out the rights of employees to form unionsNational Labor Relations Board (NLRB)- federal government agency that enforces the NLRA by conducting and certifying representation elections and investigating unfair labor practicesRight-to-Work Laws- state laws that make union shops, maintenance of membership, and agency shops illegal.Strike- a collective decision by union members not to work until certain demands or conditions are metUnion Shop- Union security arrangement that requires employees to join the union within a certain amount of time (30 days) after beginning employmentUnion Steward- an employee elected by union members to represent them in ensuring that the terms of the labor contract are enforcedUnions- Organizations formed for the purposes of representing their members’ interests in dealing with employers. Chapter 9 K&FCross-Functionalism- a common feature of self-managed teams, particularly among those above the
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