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How To Modify Employee's |
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THIS EBOOK'S SYNOPSIS |
The issues that caused the union activity must be determined and prompt corrective action must be taken rapidly so that employees will know management has been listening. This is difficult since more often than not, the real issues involve employee perception of how well the company's management team has been doing its job. Surveys have clearly established that the “real reasons” employees sign union authorization cards usually fall in the following categories: § Unfairness and favoritism § Inconsistent policy administration § Poor communication § Poor supervision § Uncaring management These basic issues must be addressed by management and resolved ASAP. If they are not, then another union drive will result. When that happens, the union will probably achieve its card-signing goal. We've helped keep companies union free since 1965. So, you can hire a labor attorney or buy anti-union videos and spend upwards of tens of thousands of dollars for the same detailed union-fighting information and advise contained in this low-cost eBook. |
A. BEGIN BY IMPROVING YOUR PEOPLE DEALING SKILLS
1. Introduction
2. Your Need Is To Understand the Needs of Others
3. The Greatest Need of People Is To Be Themselves
B. MASLOW’S MOTIVATION THEORY
C. PEOPLE PROBLEMS: CAUSES
D. DOUGLAS McGREGOR’S THEORY "X" AND THEORY "Y"
E. SOME SUGGESTED WAYS TO SOLVE YOUR PEOPLE PROBLEM
F. HOW TO UNDERGO POSITIVE CHANGES IN YOUR
ORGANIZATION
1. Definition of Human Relations
2. Objective of Human Relations
3. Definition of Motivation
4. Objective of Allowing People to be Themselves While at Work
G. THE CHALLENGE OF "RESISTANCE
1. What is Resistance?
2. Why Do People Resist Change?
3. Understanding the "Why" of Resistance
4. What Resistance Should Tell You
H. USE OF PARTICIPATION
I. PEOPLE DEALINGS
Morale
Dissatisfaction
Direction
Motivation
Control
Dealing With Attitude Problems
Seven People Dealing Ideas That Motivate, Improve Attitudes And Behavior
The Secret of Succeeding is Y O U
J. KEY INGREDIENTS NEEDED TO SUCCEED IN REMAINING UNION-FREE
K. EMPOWERMENT
INDICATORS OF PEOPLE ORIENTED COMPANIES
L. EMPOWERMENT/MODULES AND THE SUPERVISOR
HOW TO SETTLE COMPLAINTS
COMPLAINT PROCEDURE
STEP 1 -- SUPERVISOR
STEP 2 -- FACILITY MANAGER
STEP 3 -- COMPANY PRESIDENT
STEP 4 -- SPECIAL HANDLINGEXAMPLE WRITTEN COMPLAINT FORM
SUGGESTION SHEET
PARTIAL PREVIEW
