DeVry HRM 330 All Week Discussions Latest



DeVry HRM 330 All Week Discussions Latest

DeVry HRM 330 Week 1 Discussions Latest

Striking a Balance (graded)

When efficiency, equity, voice, and other employee, union, and corporate goals conflict with each other, what should happen next? Should property rights dominate labor rights? Should labor rights dominate property rights? Should they be balanced? Defend your reasoning.

Contemporary Pressures in Labor Relations (graded)

Discuss the current pressures on the U.S. labor relations system—on the corporate side, workplace flexibility and employment involvement (stemming at least partly from globalization) and on the labor side, low union density, a representation gap, and difficulties in organizing new workers.

DeVry HRM 330 Week 2 Discussions Latest

Union and Labor Key Strategies (graded)

Like any business, labor relations require a strategic approach to create an efficient plan in support of employees. What is a key union or labor strategy that is still used today? What is a key historical strategy that should no longer be part of a labor relations plan? Thoroughly explain both responses.

Labor History (graded)

It has been written, “The attempt of persons to understand the forces remaking their world and, by organization, to control them, constitutes the major motif of the social history of the late 19th century.” Describe how this statement applies to workers and unions in the different periods of labor history. Does this statement have applicability in today’s labor relations arena?

DeVry HRM 330 Week 3 Discussions Latest

HR Strategy and the Employee Voice (graded)

Human resource professionals need to ensure that employees have a voice in the employment relationship with their employers. From an HR perspective, what strategies would you consider employing to make sure employees have the ability to have a voice? Explain your reasoning for those strategies.

Union Organizing Process (graded)

Discuss what you think are the most important challenges for both unions and management in a union workplace. Why are the challenges in a nonunion workplace? How have these challenges changed over the last 5 to 10 years?

DeVry HRM 330 Week 4 Discussions Latest

Labor Law (graded)

In both private and public sectors, a sharp increase in union membership coincides with the passage of protective legislation. A long-standing debate is whether increased demand for unionization causes new legislation or vice versa.What side of this argument do you find yourself on and why? Explain your reasoning. Bring in recent examples in the news that support your stand.

Bargaining (graded)

Bargaining has resulted in many rights and benefits for all employees within the workplace. Describe your understanding of the purpose of bargaining. Conduct some additional research, and review a case study that includes union bargaining (be sure to cite your source of the case study).

DeVry HRM 330 Week 5 Discussions Latest

Interest Arbitration (graded)

List the pros and cons of interest arbitration. Why do you think the usage of interest arbitration in the private sector is so low?

This section lists options that can be used to view responses.

Grievances (graded)

A union-represented employee filed a grievance with her employer because she was terminated. The employer stated they were in an at-will state and had the right to terminate anyone at any time without cause. The former employee was terminated with no reason given, so the employer states he had the right to terminate her on the spot. Share your thoughts on this scenario as the labor relations professional. Detail what steps you would take, if any, and explain each step thoroughly. Be sure to cite labor law accordingly.

DeVry HRM 330 Week 6 Discussions Latest

Conflict Management (graded)

Some conflict management styles include avoidance, accommodation, competition, compromise, and collaboration.Which style do you think you use for conflict resolution? Share why you tend to use that approach to resolve conflicts.Also share instances when a particular style did not go so well. Why, from your view, did that happen? What, if anything, did you learn when that style did not help?

Resolving Labor Disputes (graded)

According to Arbitrator Daugherty (Koven and Smith, 2006), there are seven tests of just cause.

  1. Was the worker given advance warning of the consequences of his or her conduct?
  2. Was the rule, order, or standard reasonably related to employee performance?
  3. Was the alleged violation thoroughly investigated before discipline?
  4. Was the investigation fair and objective?
  5. Did the investigation reveal convincing proof of guilt?
  6. Was the employer’s discipline nondiscriminatory?
  7. Was the discipline reasonably related to the worker’s record and the severity of the conduct?

How would you answer these questions based on the following scenario? Be thorough because you will be presenting this in front of the union.


An employee received a disciplinary letter for her personnel file because she made a mistake on the job. This letter removes seniority points from her record. The company is in the middle of layoffs, and as a result of this letter, this employee would be next for layoff, when without the letter, she would have been safe. The mistake did not cost the business money but rather embarrassment to the supervisor, according to the employee. The contract states that the disciplinary process may be used for performance issues. The supervisor stated that the employee’s mistake was a performance issue and he had the right to issue a disciplinary letter. This employee’s previous performance appraisals have been satisfactory and above.


Koven, A., & Smith, S. (2006). Just cause: The seven tests (3rd ed.). Arlington, VA: BNA Books.

DeVry HRM 330 Week 7 Discussions Latest

Workforce Change (graded)

What recommendations would you make to union and management leadership in order to meet the demands of a constantly changing workplace? What are some possible warnings?

Companies, Unions, and the 21st Century (graded)

There is going to be a major generation shift with baby boomers leaving the workplace. Generations X and Y do not have the same ties to union activities as the baby boomers. What might unions have to offer these new generations? How would unions go about connecting with these two generations?


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DeVry HRM 330 All Week Discussions Latest

Best DeVry HRM 330 All Week Discussions Latest
DeVry HRM 330 All Week Discussions Latest




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