Work Administration Relations.


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Where we\'re going at the beginning of today:. Some NeuroscienceA Little HistoryEmployee Surveys, Surveys, Surveys, Surveys
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Slide 1

Work Management Relations… … Back to the Future? Reno, Nevada October 27, 2010 John R. Obst Vice President National Federation of Federal Employees

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Where we\'re going early today: Some Neuroscience A Little History Employee Surveys, Surveys, Surveys, Surveys … . All Leading to "The Challenge"

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"I want to learn, however I prefer not to be educated." -Winston Churchill

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Synonyms of Teach Coach, illuminate, edify, train, penetrate, school, instill. Many see being instructed as somebody attempting to change them.

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"I want to learn, yet I prefer not to be instructed." Being changed by others is normally seen as a risk. - David Rock ( Your Brain at Work )

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Self-guided neuroplasticity is the most ideal approach to learn… and to change. - David Rock

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Neuroplasticity implies old( er ) canines can learn new traps. Neuroplasticity: The mind\'s capacity to rearrange itself by shaping new neural associations all through life. Neuroplasticity permits the neurons (nerve cells) in the cerebrum to make up for harm and illness and to modify their exercises because of new circumstances .

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Count each " F " in the accompanying content: FINISHED FILES ARE THE RE  SULT OF YEARS OF SCIENTI  FIC STUDY COMBINED WITH  THE EXPERIENCE OF YEARS…

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what number did you discover? 3 (the most regular reply) 4 (the second most incessant reply) 6 (the right reply)

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Count each " F " in the accompanying content: F INISHED F ILES ARE THE RE  SULT O F YEARS O F SCIENTI  F IC STUDY COMBINED WITH  THE EXPERIENCE O F YEARS… SIX F\'s

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Our brains not just get things done for us… . … .they get things done to us. For the greater part of us, our brains – despite the fact that taught to check ALL the f\'s – missed those in "of" in light of the fact that our brains chose "of" basically wasn\'t imperative.

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A very important Bumper Sticker: "Don\'t accept what you think."

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A Little Labor History… . How were things before? "As of late" as the late 19 th Century, government working conditions were to a great degree unfortunate, perilous, and grim. Structures were damp, dim, swarmed, and unventilated. Typhoid and different illnesses from unsanitary situations incurred significant damage. Various passings and wounds happened in the work environment.

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History of government business… Pay was poor. Government representatives were required to work up to 18 hrs/day without additional time pay. Representatives needed to work Saturdays and each other Sunday without extra remuneration.

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Finally, government representatives joined together to address their worries. Yet, the central government battled to stop unionization: Employees were informed that Unions weren\'t for them, that elected workers were: -"proficient government employees" and "salaried government authorities;" – that they were over the minor workers who had a place with Unions; Mgmt said it would belittle for elected representatives to join a Union.

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Anti-Union activity by government: In 1895, the Postmaster General restrict postal representatives from conversing with Senators and Legislators about pay, advantages, and working conditions. In the event that they did, the punishment was REMOVAL.

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But the work development proceeded: In 1900, the principal government nearby (8703) subsidiary with the American Federation of Labor (Chicago postal assistants). The battle was on for 8 hour days, better pay, and safe working conditions.

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And the administration battled back: In 1902, President Teddy Roosevelt marked an Executive Order denying essential sacred rights to government representatives. This E.O. deny government workers from conversing with Congress about higher wages and prohibit representatives to attempt to impact any enactment. (Punishment was REMOVAL). In 1909, President Taft prohibit specialists from noting any inquiries postured by Congress in regards to their working conditions (the "stifler run the show").

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Legislative Advances Backed by Unions: 1912: Lloyd-LaFollette Act repealed past stifler rules; builds up the privileges of government laborers to shape Unions. 1916: First Federal Employees Compensation Act. 1920: Civil Service Retirement Act (resign at 65). 1935: Wagner Act set up aggregate anticipating most specialists… … BUT, government representatives were EXCLUDED.

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1962: Kennedy signs E.O. 10988. - gave Unions the privilege to consult with administration concerning working conditions, advancement measures, grievance strategies, security and different matters, BUT not over pay and advantages. - However, no coupling assertion or impasse systems; mgmt had the last word.

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Through the force of sorting out, Federal Unions were in charge of enhanced working conditions and benefits and the lawful ideal to aggregate bartering – regularly by working specifically with Presidential Administrations and Congress. Congress particularly announced work associations and aggregate bartering in the government to be " in the general population intrigue".

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Civil Service Reform Act of 1978 Also known as the Federal Labor Relations Statute (systematized as Title 5 of the United States Code Chapter 71). The Labor Statute lawfully characterized worker, union, and administration rights. The Labor Statute approved Collective Bargaining Agreements and required grievance and discretion processes.* The Labor Statute built up an impasse procedure.* *With an official choice made by an outsider.

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The Labor Statute gave the legitimate premise to representatives to have a voice in their working environment. Be that as it may, in some government offices work relations were regularly strained, while in numerous others work relations were, best case scenario , caustic. Work relations could, maybe, be portrayed as a power battle – otherwise known as the Top Dog (or Alpha Dog) disorder.

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Clinton Partnership Executive Order The inclusion of Federal Government workers and their union delegates is basic to accomplishing the National Performance Review\'s Government change goals. Just by changing the way of Federal work administration relations so that chiefs, workers, and representatives\' chosen union agents serve as accomplices will it be conceivable to outline and execute far reaching changes important to change Government. E.O. 12871 (1993)

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Many saw this E.O. as the eventual fate of work relations. In advancing Partnership and enhanced work relations, the Clinton Administration was a champion for: 1.) Pre-Decisional Involvement, 2.) Interest-Based Problem Solving, and 3.) Consensus Decision-Making. These were significant strides in expanding representative contribution in work environment choices.

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1.) Pre-Decisional Involvement Joseph Swerdzewski, past FLRA General Counsel: Predecisonal-Involvement - "those exercises where workers through their chose elite agent are managed by office administration the chance to shape choices in the working environment which affect on the work the representatives play out." "The foundation of Executive Order 12871."

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2.) Interest-Based Problem Solving Interest-construct critical thinking centers in light of the interests that underlie issues, advances inventiveness in proposing arrangements, and empowers the utilization of target models in assessing those arrangements. The members get to be issue solvers, cooperating to create alternatives and arrangements that fulfill the interests of all gatherings.

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2.) Interest-Based Problem Solving In English: The emphasis is on what \'s right, not who \'s right. While the Interest-Based process is not troublesome or complex, the Parties must be prepared in its utilization and application – and share the dedication to utilize it.

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3.) Consensus Decision-Making A assemble handle that looks for the assention of the members, as well as the determination or relief of minority objections. -Wiki The theory is: "I can live with this choice," and "I will bolster its usage."

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Successful Partnerships had two noteworthy hindrances, among others, to overcome. 1. Numerous directors/administrators never comprehended the genuine esteem in doing it… and consequently, made no dedication to do it right. 2. Administration rights were a staying point. Especially 7106 (b)(1) tolerant rights. While the E.O. told mgmt "do it", they didn\'t. So that gave the Unions another thing to battle about.

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"Tolerant" Management Rights 5 U.S.C. 7106(b)(1) Numbers, sorts, and grades of representatives or positions relegated to any hierarchical subdivision, work venture or voyage through obligation Technology, strategies and method for performing work. By law, these subjects might be haggled with the Union if the office so chooses .

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G.W. Shrub January 20, 2001: Inauguration. February 16, 2001, Friday: Pledges to President Vincente Fox that the U.S. needs to "accomplice" with Mexico. February 17, 2001, Saturday: Cancels National Partnership Council, repudiates Clinton\'s Partnership Executive Order. February 19, 2001, Monday: Commemorates the passings of government workers at the opening of the Oklahoma City Memorial.

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Top ten rundown of things that G.W. Hedge did to enhance work relations and representative contribution/engagement: 1. 6. 2. 7. 3. 8. 4. 9. 5. 10.

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Of course, Bush\'s Competitive Sourcing activity had a GREAT impact on worker spirit. Yet, in the wrong heading.

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If Bush got rid of Partnership, how could it get by in the F.S.? Predicting the Bush hostile to worker motivation, and confronting a terminating Master Agreement, Chief Mike Dombeck and I, as NFFE-FSC President, marked an agreement broadening Partnership for three yea

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