- Master-servant Relationship
The essence of the common-law employment relationship pertaining to non-union workplaces.
- Human Relations
A managerial view that believes that effective management practices can minimize the conflict between managers and employees
- Organizational Justice
Employee’s perception of fair treatment at work.
- Distributive Justice
Employee’s perception of fairness in workplace outcomes and decisions.
- Procedural Justice
Employee’s perceptions of fairness in workplace procedures.
- Interactional Justice
Employee’s perceptions of the fairness of interpersonal interactions and exchanges.
- Strategic Choice Framework
A view that emphasizes the role of management and strategies in the industrial relations system.
- Union Acceptance
Management’s seeing unionization as a democratic right, and accepting that part, if not all, of its operations will be unionized
- Union Resistance
A management policy seeking to limit the spread of unions in the firm.
- Union Removal
A management strategy designed to remove the union from the workplace.
- Union Substitution
A management strategy designed to give non-union employees all the advantages of unionization.
- High-performance Work Practices (HPWPs)
Comprehensive human resources practices designed to improve organizational performance.
- Non-union Employee Representation (NER)
Occurs when a group of non-union employees meets with management regarding employment terms and conditions, often using a committee structure.
- Non-standard Work Arrangements
Work arrangements that differ from the norm in terms of employment term, location, schedule, hours of work, or pay.
