Cheating on the Field by New England Patriots NFL
The topic is Cheating on the Field by New England Patriots NFL in no more than 3-4 pages answer the following answer with at least 3-5 academic sources
on collective bargaining and labor management as they relate to your organization
and issue.
Specifically, the following critical elements must be addressed:
Describe what factors the organization should have considered regarding the impact its decision would have on labor relations.
Explain what issues specific to labor management and collective bargaining arose as a result of this issue.
Analyze whether the union and/or exclusive bargaining representatives related to the sport organization were effective in representing employees
within the organization in relation to the issue.
Based on the outcome of the organization’s decision and solution, determine if all key stakeholders’ needs were effectively met with regard to labor
management and collective bargaining.
Determine which motivational theory or theories and leadership behavior model(s) were applied by the organization in addressing the potential labor
concerns. Provide examples to support your response.
Analyze whether or not the organization utilized the most appropriate theories and models to address potential labor concerns. Justify your analysis
Sample Solution
Factors the organization should have considered regarding the impact its decision would have on labor relations:
- The potential for the decision to disrupt the existing collective bargaining agreement (CBA) or to create new bargaining demands from the union.
- The impact of the decision on employee morale, productivity, and trust in management.
- The potential for the decision to lead to grievances, arbitration, or other forms of legal action.
- The organization's reputation as a fair and just employer.
Full Answer Section
- The potential for the decision to damage the organization's relationships with other unions or labor organizations.
- The scope of management's rights to make decisions that affect employees.
- The union's right to information and consultation on matters that affect employees.
- The impact of the decision on job security, working conditions, and benefits.
- The potential for the decision to create precedent for future management decisions.
- The role of the grievance procedure in resolving disputes over the decision.
- The strength of the union's relationship with management.
- The union's ability to mobilize its members.
- The union's legal expertise.
- The union's ability to communicate effectively with its members.
- Consulting with stakeholders early in the decision-making process.
- Considering the interests of all stakeholders when making a decision.
- Communicating the decision to stakeholders in a clear and timely manner.
- Being open to feedback from stakeholders.
- Being willing to compromise.
- Maslow's hierarchy of needs: The organization may have tried to address the potential labor concerns by meeting the basic needs of employees, such as their need for job security and their need to feel respected.
- Herzberg's two-factor theory: The organization may have tried to address the potential labor concerns by focusing on both hygiene factors, such as working conditions, and motivators, such as the opportunity for advancement.
- Expectancy theory: The organization may have tried to address the potential labor concerns by ensuring that employees believe that their efforts will lead to desired outcomes, such as rewards or recognition.
- Path-goal theory: The organization may have tried to address the potential labor concerns by providing employees with the support and guidance they need to achieve their goals.
- Transformational leadership: The organization may have tried to address the potential labor concerns by inspiring employees to share the organization's vision and to work towards achieving that vision.
- The organization may have held meetings with employees to discuss the potential impact of the decision on their jobs.
- The organization may have created a task force of employees to help develop solutions to address the potential labor concerns.
- The organization may have provided employees with training on how to cope with change.
- The organization may have offered employees incentives to support the decision.
- The organization may have recognized employees for their contributions to the organization.