The Human Elements in An Industrial Organization

THE HUMAN
ELEMENTS IN AN
INDUSTRIAL
ORGANIZATION
GUIDELINES TO FOLLOW IN COUNSELING :
1. Advise the employee the specifics of the
behavior and how the behavior is
affecting their work.
2. Be specific and compare current
performance to expected performance
or behavior. Give examples.
3. Avoid comparing the employee with
other employees.
4. Show empathy –explain your
understanding of the situation.
5. Be a positive listener – let the employee
know your understanding of the situation.
6. Establish how and when to follow up on
commitments for improvement. There
should also be a date to review.
7. Close on friendly note ensuring that
anything raised in the discussion will be kept
confidential.
8. Encourage the employee to keep open
CONCEPTS OF DISCIPLINE
1. As training – efforts of individual in training
himself at self-control for his development.
2. As sine qua non to orderly behavior –
discipline as a condition toward proper
behavior in an organization and among his
work group.
3. As a judicial process – involves restrains/
punishments.
Reasons or situations for disciplinary
action :
1. Punching time card for another
2. Bringing liquor
3. Smoking in non-designated area
4. Habitual tardiness or absenteesism
5. Refusal to obey reasonable orders by
authority
6. Falsifying documents.
7. Appropriating company property for
personal use
8. Destruction of company or other
employees property.
Most companies use the following actions on their
disciplinary program:
1. Reminder – employee is told of his performance and
reminded that unless he improves his work performance
management might be forced to strict measures against
him.
2. Reprimand – should not be told in disrespectful
language but in a private way without hurting the
feelings of the erring employees to let him be aware of
his mistakes to prevent repetition.
3. Written Warning – let the erring employee be aware of
his mistakes to prevent repetition in document form
and record is kept in 201 file.
4. Suspension – suspend erring employee for a
certain period of time to impress upon him the
severity of his mistakes or its frequency.
5. Dismissal – when erring employee is incapable of
reform it is necessary to terminate his services ; the
right to fire an employee and the circumstances in
which it wil be exercised is usually in the company
manual which is made known to a new employee
when he is hired.
6. Corrective Action – this is to cure a fault in an
attempt to change the attitude of an erring
employee.
COLLECTIVE BARGAINING
Learning Outcomes :
1. Define collective bargaining .
2. Compare individual bargaining with collective
bargaining .
3. Name the strengths of collective bargaining.
4. Identify steps in collective bargaining
procedure.
5. Determine negotiation techniques and issues.
6. Explain petition for certification on election .
COLLECTIVE BARGAINING – is the
process by which workers collectively
negotiate agreements with their
employers.
It takes place where workers are collectively

organized in a trade union which negotiates on
their behalf with a management which
recognizes union’s right to represent their
members.
VIEWS ON COLLECTIVE BARGAINING
 Constitutes one of the core tools of trade unions.
 The International Labor Organization (ILO) defines
it as voluntary negotiations between employers or
employers’ organizations and workers’
organization with a view to the regulation of
terms and conditions of employment by collective
agreements.
 The object of collective bargaining is to include a
Collective Agreement. The agreement may deal
with pay, health care, pensions, and benefits,
hours , leave , job health and safety policies ,
ways to balance work and family and more.
 Collective
Bargaining refers to the process or
means of bargaining through dialogue
between the partners involved.
 Key Issues : wages, working time, training and
education, safe and healthy and equal
treatment.
 Helpsimprove industrial relations for
employers.
 Itis also called “social partnership” if it
concerns a partnership between organized
employers institutions and organized labor
institutions.
Individual vs. Collective Bargaining
Individual bargaining is the process by which an employer
and an employee negotiate an individual contract of
employment, regulating the terms and conditions of
employment.
Main Advantage:
It is a single voice and thus there is no conflict in
matters.
Expresses the views and opinions of one person and thus
there is no compromising .
Major Disadvantage :
Manager will not take a lot of notice of just one person’s
views or opinions and therefore nothing will happen.
It will have an influence on company decisions and
policies.
COLLECTIVE BARGAINING – is a process of
negotiation between employers and a group of
employees aimed at reaching agreements to
regulate working conditions.
Chief Advantage :
 Manager will not take a great deal of time in
deciding on what action to take on an
individual level .
 Employees have greater influence in the final
decision the manager will take.
 Greater
change for employees to get what
they demand.
Disadvantage :
It is seen as depriving the individual
worker of their individual liberty and
voice.
Strength of Collective Bargaining
Today, collective bargaining covers a much more
broader agenda: pensions, health and safety ,
equality of opportunity , training and personal
development and consultation in participative
management.
Collective Bargaining stipulate procedures for
dealing with grievances and disciplinary
matters.
Collective bargaining takes into account the
competitive pressures , faced by a company and
related issues involving rationalization ,
restructuring and new technology.
Advantages of Collective Bargaining :
1. Can lead to high-performance workplace
where labor and management jointly engage
in problem solving , addressing issues on an
equal standing.
2. Provides legally based bilateral relationship.
3. Management’s rights are clearly spelled out.
4. Employers’ and employees’ rights protected
by binding collective bargaining agreement.
5. Multi-year contracts may provide budgetary
predictability on salary and compensation
issues.
6. Unions may become strong allies in protecting
higher education from the effects of an
economic slowdown.
7. Promotes fairness and consistency in
employment policies and personnel decisions
within and across institutions.
8. Employees may choose whether they want
union representation.
9. A strong labor management partnership may
enable the workforce development needed for
engaging the technology revolution.
DUTY TO BARGAIN COLLECTIVELY
An affirmative duty to bargain
collectively and, with it, an
obligation to carry out that duty
in “ good faith” devolved upon
labor organizations.
UNION CLAIM MANAGEMENT
PROPOSAL
NEGOTIATIONS
3rd PARTY
REFERRAL
COLLECTIVE
AGREEMENT
PROCEDURE :
1. When a party desires to negotiate an agreement , it
shall serve a written notice upon the other with a
statement of its proposals. The other party shall make
a reply thereto not later than ten (10) days from
receipt of such notice.
2. Should differences arise on the basis of such notice
and reply, either party may request for a conference
which shall begin no later than ten ( 10) days from
the date of request.
3. If the dispute is not settled, the Bureau of Labor
Relations shall intervene upon request of ether or both
parties or at its own initiative and it shall be the
duty of the parties to participate fully and promptly
in the conciliation meetings the Bureau may call.
4. During the conciliation proceedings in
the Bureau, the parties are prohibited
from doing any act which may disrupt or
impede the early settlement of the
disputes.
5. The Bureau shall exert all efforts to
settle disputes amicably and encourage
the parties to submit their case to a
voluntary arbitrator.
Negotiation Techniques and
Issues
NEGOTIATION – is a discussion
between two or more
disputants who are trying to
work out a solution to their
problem.
 Thisinterpersonal or intergroup process can
occur at a personal level , as well as corporate
or international (diplomatic) level.
 Negotiationstake place because the parties
wish to create something new that neither
could do on his /her own , or to resolve a
problem or dispute between them.
 When parties negotiate they usually expect
give and take.
 Collective
bargaining is a voluntary process
and must be carried out freely and in good
faith.
PETITIION FOR CERTIFICATION ON ELECTION
(PCE)
Certification election is a process of
determining through secret ballot the sole and
exclusive bargaining agent (SEBA) of all the
employees in an appropriate bargaining unit for
the purpose of collective bargaining.
The union that garners majority of the valid
votes cast in a valid certification election shall
be certified as the SEBA.
DOLE conducts the certification election through
the election officer.
IMPORTANT REQUIREMENTS :
1. A statement indicating any of the following :
a. That the bargaining unit is unorganized or that
there is no registered CBA covering the employees
in the bargaining unit.
b. If there exists a duly registered CBA, that the
petition is filed within the sixty day freedom period
of such agreement.
c. If another union had been previously recognized
voluntarily or certified in a valid certification ,
consent or run-off election , that the petition is filed
outside the one-year period from entry of voluntary
recognition or conduct of certification or run-off
election and no appeal is pending thereon.
2. In an organized establishment , the signature
of at least twenty-five (25%) percent of all
employees in the appropriate bargaining unit
shall be attached to the petition at the time
of its filing.
Certification election in organized establishments requires
that :
a. A petition questioning the majority status of the
incumbent bargaining agent is filed before the DOLE
within the 60-day freedom period ;
b. Such petition is verified ; and
c. The petition is supported by the written consent of at
least twenty-five percent (25%) of all employees in the
bargaining unit.
Certification election in unorganized establishment shall

“automatically” be conducted upon the filing of a petition
for certification election by an independent union or a
federation in behalf of the chartered local or the local /
chapter itself.
ASSIGMENT :
1. Read the facts and the rulings of this labor case on collective
bargaining . Write your reaction on the judgment of the case.
BLUE BAR WORKERS’ UNION petitioner vs. LAKAS NG
MANGGAGAWANG MAKABAYAN
G.R. NO. L-29743, September 3, 1969.
2. Read the facts and the rulings of this labor case on disciplinary
action. Discuss by group your own judgement.
PHILIPPINE LONG DISTANCE TELEPHONE COMPANY, PETITIIONER VS.
JOEY TEVES , RESPONDENT
G.R. NO. 143511 November 15, 2010.

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THE HUMAN

It takes place where workers are collectively

Certification election in unorganized establishment shall

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