Labor Relations- Two Class member post responses (200 Words each)
sirjay
ClassResponses.docxClass Member Discussion Topic Responses
Grading Criteria
You are required to respond with depth, breadth and insight to the discussion question(s) as well as one of your class members. Your response to the discussion question(s) must be tied back to the chapter material and outside research is expected. When I ask you to support your answer, you are expected to combine opinion with, minimum 2, citations, insight from your experiences, observations of others experiences, analysis of the facts/information and a conclusion. PLEASE do not limit your citations to just the book! Find other supporting material outside of the class structure. You are also required to answer the question posed by the instructor and class members’. (Please note: The guidance outlined above will contribute to you “meeting the expectations” for the discussion. Additional participation will contribute to a grade that will “exceed the expectations” for the discussion
The combined original reply and two responses are worth up to 20 points per student. The criteria used to determine the point distribution will be:
|
Original Reply: |
10 points |
|
Initiated Peer Reply (2): |
8 points |
|
Uses of sources: |
2 points |
Cite examples, textbook material, or your own supporting material to back up your opinion.
Action: Read the below peer discussion board posts and provide your classmate with feedback on your opinion of their position. Do you agree and why? Do you disagree and why? Replies to your class members’ are intended to move the discussion forward. Telling them that they simply did a good job is not acceptable. Statements like "I feel", "I believe" and/or "I think" are difficult to measure and, highly, subjective. Asking a question or two about the position they took will move the discussion forward. Replies are 200 word minimum
Peer Reply #1
Case Study 7-2: Incentive Pay
by Joshua Albo - Tuesday, November 5, 2019, 8:16 PM
What changes made in the department satisfy the circumstances cited in the agreement that would allow the company to eliminate incentive pay? Support your answer.
The changes made in the department did satisfy the circumstances cited in the agreement that would allow the company to eliminate the incentive pay. The Collective Bargaining Agreement (CBA) has a mention of Article V, which states, “Changes, modifications, or improvements made in equipment, material, or product. If there is any such change, modification, or improvement in existing equipment or material or on an existing product, the company may change the elements of the rate or rates affected by such change, modification, or improvement but will not change the elements not affected by such change, modification, or improvement” (Carrell & Heavrin, 2014, pg.281). By the company making innovations, they were able to speed up production and cut down on their workforce. Under section B provision number one can apply because the company had changes in machinery, and this new equipment is allowing the company to cut down on everyday tasks and speed up the process. With these adjustments, they can change the incentive pay and the rate changes according to section B.
The company stayed within the guidelines of the CBA agreement, and even though this may seem unfair to the remaining employees, the company found another way to meet CBA requirements. The employees affected by this grievance have valid arguments of why they are upset, but the only thing they can do is request a revision in the agreement at the expiration of the current deal. If this case went to arbitration, they would probably side with the company over the union due to the vagueness of the current agreement. There isn’t enough detail provided within the provisions to be able to say the circumstances don’t satisfy the agreement to eliminate incentive pay.
Incentive pay is said to, “It can create tension among co-workers. Team bonuses can create animosity between high-performers and those who produce less. In addition, low-performers could feel pressured by others to perform at a level they can’t achieve” (Boue & Corradino, 2019, para.21). Incentive pay can cause these issues, but so can machines replacing workers, so by eliminating these employee's incentive pay and the threat of being replaced, this company can face some severe issues of lowering employee morale. The union had every right to appeal to this agreement because they have to ensure the protection of their members.
Peer Reply #2
Incentive Pay
by Trevia Dalley - Monday, November 4, 2019, 2:13 PM
What changes made in the department satisfy the circumstances cited in the agreement that would allow the company to eliminate incentive pay? Support your answer.
The changes made in the department that satisfy the circumstances cited in the agreement are located in Section B of Article V:
"1. Changes, modifications, or improvements made in equipment, material, or product. If there is any such change, modification or improvement in existing equipment or material or on an existing product, the company may change the elements of the rate or rates affected by such change, modification or improvement but will not change the elements not affected by such change, modification, or improvement."
The Company implemented a new mechanical device that cut out a step (fracture tests on furnaces) and significantly cut down on the workforce in this department, even eliminating one position classification altogether.
Though I do not agree with the Company's stance, I can see how the careful wording in the CBA would allow for an interpretation that would eliminate the incentive pay for the remaining employees. After all, the very definition of incentive pay is: "A monetary gift provided to an employee based on performance, which is thought of as one way to entice the employee to continue delivering positive results. Incentive pay may come in the form of a bonus, profit-sharing, or commission." (“What is incentive pay? definition and meaning,” n.d.)
After the slash in workforce, do the remaining employees not deserve an incentive? If the incentive cannot be monetary, due to budgetary constraints, "as an employer you can also offer non-financial incentives, often called casual incentives. This could be things like gifts or dinners that the employer has already paid for. It could also involve giving employees the option to buy shares in a company." (Benstead, 2018)
This could potentially boost morale in a department that has seen significant changes.
Class Member Discussion Topic Responses
Grading Criteria
You are required to respond with depth, breadth and insight to the discussion question(s) as well as
one of your class
members. Your response to the discussion question(s) must be tied
back to the chapter material and outside research is
expected. When I ask you to support your answer, you are expected to combine opinion with, minimum 2, citations, insight
from your experiences, observations of others experiences, analysis of the facts/
information and a conclusion.
PLEASE do
not limit your citations to just the book!
Find other supporting material outside of the class structure.
You are also
required to answer the question posed by the instructor and class members’. (Please note: The gu
idance outlined above will
contribute to you “meeting the expectations” for the discussion. Additional participation will contribute to a grade that wil
l
“exceed the expectations” for the discussion
The combined original reply and two responses are worth
up to
20 points per student. The criteria used to
determine the point distribution will be:
Original Reply:
10
points
Initiated Peer
Reply (2):
8
points
Uses of sources:
2 points
Cite examples, textbook material, or your own supporting material to bac
k up your opinion.
Action:
Read the below peer discussion board posts and provide your classmate with feedback on your opinion of their
position. Do you agree and why? Do you disagree and why?
Replies
to your class members’ are intended to move the
discussion forward. Telling them that they simply did a good job is not acceptable. Statements like "I feel", "I believe" and
/or "I
think" are difficult to measure and, highly, subjective. Asking a question
or two about the position they took will move the
discussion forward
.
Replies are 200 word minimum
Peer Reply #1
Case Study 7
-
2: Incentive Pay
by
Joshua Albo
-
Tuesday, November 5, 2019, 8:16 PM
What changes made in the department satisfy the circumstances cited in the agreement that would allow the company
to eliminate incentive pay? Support your answer.
The changes made in the department
did satisfy the circumstances cited in the agreement that would allow the
company to eliminate the incentive pay. The Collective Bargaining Agreement (CBA) has a mention of Article V, which
states, “Changes, modifications, or improvements made in equipment
, material, or product. If there is any such change,
modification, or improvement in existing equipment or material or on an existing product, the company may change the
elements of the rate or rates affected by such change, modification, or improvement bu
t will not change the elements
not affected by such change, modification, or improvement” (Carrell & Heavrin, 2014, pg.281).
By the company making
innovations, they were able to speed up production and cut down on their workforce. Under section B provision
number
one can apply because the company had changes in machinery, and this new equipment is allowing the company to cut
down on everyday tasks and speed up the process. With these adjustments, they can change the incentive pay and the
rate changes accord
ing to section B.
The company stayed within the guidelines of the CBA agreement, and even though this may seem unfair to the
remaining employees, the company found another way to meet CBA requirements. The employees affected by this
grievance have val
id arguments of why they are upset, but the only thing they can do is request a revision in the
agreement at the expiration of the current deal. If this case went to arbitration, they would probably side with the
Class Member Discussion Topic Responses
Grading Criteria
You are required to respond with depth, breadth and insight to the discussion question(s) as well as one of your class
members. Your response to the discussion question(s) must be tied back to the chapter material and outside research is
expected. When I ask you to support your answer, you are expected to combine opinion with, minimum 2, citations, insight
from your experiences, observations of others experiences, analysis of the facts/information and a conclusion. PLEASE do
not limit your citations to just the book! Find other supporting material outside of the class structure. You are also
required to answer the question posed by the instructor and class members’. (Please note: The guidance outlined above will
contribute to you “meeting the expectations” for the discussion. Additional participation will contribute to a grade that will
“exceed the expectations” for the discussion
The combined original reply and two responses are worth up to 20 points per student. The criteria used to
determine the point distribution will be:
Original Reply: 10 points
Initiated Peer Reply (2): 8 points
Uses of sources: 2 points
Cite examples, textbook material, or your own supporting material to back up your opinion.
Action: Read the below peer discussion board posts and provide your classmate with feedback on your opinion of their
position. Do you agree and why? Do you disagree and why? Replies to your class members’ are intended to move the
discussion forward. Telling them that they simply did a good job is not acceptable. Statements like "I feel", "I believe" and/or "I
think" are difficult to measure and, highly, subjective. Asking a question or two about the position they took will move the
discussion forward. Replies are 200 word minimum
Peer Reply #1
Case Study 7-2: Incentive Pay
by Joshua Albo - Tuesday, November 5, 2019, 8:16 PM
What changes made in the department satisfy the circumstances cited in the agreement that would allow the company
to eliminate incentive pay? Support your answer.
The changes made in the department did satisfy the circumstances cited in the agreement that would allow the
company to eliminate the incentive pay. The Collective Bargaining Agreement (CBA) has a mention of Article V, which
states, “Changes, modifications, or improvements made in equipment, material, or product. If there is any such change,
modification, or improvement in existing equipment or material or on an existing product, the company may change the
elements of the rate or rates affected by such change, modification, or improvement but will not change the elements
not affected by such change, modification, or improvement” (Carrell & Heavrin, 2014, pg.281). By the company making
innovations, they were able to speed up production and cut down on their workforce. Under section B provision number
one can apply because the company had changes in machinery, and this new equipment is allowing the company to cut
down on everyday tasks and speed up the process. With these adjustments, they can change the incentive pay and the
rate changes according to section B.
The company stayed within the guidelines of the CBA agreement, and even though this may seem unfair to the
remaining employees, the company found another way to meet CBA requirements. The employees affected by this
grievance have valid arguments of why they are upset, but the only thing they can do is request a revision in the
agreement at the expiration of the current deal. If this case went to arbitration, they would probably side with the
