netrashetty
Netra Shetty
Bechtel Corporation (Bechtel Group) is the largest engineering company in the United States, ranking as the 3rd-largest privately owned company in the U.S. With headquarters in the Financial District of San Francisco,[2] Bechtel had 49,000 employees as of 2010 working on projects in nearly 50 countries with $30.8 billion in revenue.
Bechtel participated in the building of Hoover Dam in the 1930s. It has also had involvement in several other high profile construction engineering projects, including the Channel Tunnel, numerous power projects, refineries, and nuclear power plants, BART, Jubail Industrial City, the largest Airport in the world by land area King Fahd International Airport in Dammam, and Kingdom Centre and Tower in Saudi Arabia, Hong Kong International Airport, the Big Dig, the rebuilding of the civil infrastructure of Iraq funded by the United States Agency for International Development (USAID), and the hauling and installing of more than 35,000 trailers and mobile homes for Hurricane Katrina victims in Mississippi.
The Bechtel family has owned Bechtel since incorporating the company in 1945. Bechtel's size, its political clout, and its penchant for privacy have made it a constant subject of scrutiny for journalists and politicians since the 1930s. Bechtel owns and operates power plants, oil refineries, water systems, and airports in several countries including the United States, Turkey, and the United Kingdom.
Employee relations strategies must be distinguished from the employee relations policies, because strategies are dynamic and provide sense of direction for the organization, while the employee relations policies focus about the here and now (p. 177). The employee relations strategy is concerned with how to build stable and cooperative relationship with employees who minimize conflict. It also focuses to achieve commitment through employee involvement and communications processes. Above all, it also helps to develop mutuality, a common interest in acquiring the goals of organization by the development of the organizational cultures that is based on the shared values between the management and the employees.
On the other hand, it is important to consider that the intensions that are being expressed by the employee relations strategies can direct the organization towards the changing forms of recognition, including single union recognition or de-recognition. In addition it can also change in the form and content of procedural agreements and it will also provide new bargaining structures, including the decentralization or single-table bargaining. Thus, it will help to achieve the increased levels of commitment through involvement or participation by giving the employees a voice. Furthermore, it can also help to increase the extent to which management controls operations in such areas of flexibility that will help to improve the employee relations climate to produce more harmonious and cooperative relationships. Above all, it can also help to develop a partnership with the trade unions that will help to recognize the employees as stakeholders and that it is to advantage of both parties in order to work together and increase mutual commitment
Trade Union
Labor union is the association of the workers that seeks to improve the economic and social status and condition of its member by group action. Labor union represents its members in different negotiations with an employer over all of the factors that are connected with employment such as contract, wages, working environment and other benefits. The said contract negotiation is called the collective bargaining (MSN Encarta 2008).
In the case of the company, there are about 30% of the employees belong to the trade union. However, the company still continues to consult the workforce through a process of management or by conducting meetings and Work Council that happens four times a year.
It is important to consider the having a direct relationship with the trade union can help the organization to save money, time and effort in having sound and updated relationship with the entire human resource. The primary advantage of incorporating the union in the human resource strategies and human relations strategies is that it helps the management to know the entire reactions and opinions of the populations of the employees. This is vital due to the fact that the satisfaction of the employees is important in the entire management of the human resource due to the fact that motivation has a great influence over the performance and productivity of each and every individual.
Bechtel participated in the building of Hoover Dam in the 1930s. It has also had involvement in several other high profile construction engineering projects, including the Channel Tunnel, numerous power projects, refineries, and nuclear power plants, BART, Jubail Industrial City, the largest Airport in the world by land area King Fahd International Airport in Dammam, and Kingdom Centre and Tower in Saudi Arabia, Hong Kong International Airport, the Big Dig, the rebuilding of the civil infrastructure of Iraq funded by the United States Agency for International Development (USAID), and the hauling and installing of more than 35,000 trailers and mobile homes for Hurricane Katrina victims in Mississippi.
The Bechtel family has owned Bechtel since incorporating the company in 1945. Bechtel's size, its political clout, and its penchant for privacy have made it a constant subject of scrutiny for journalists and politicians since the 1930s. Bechtel owns and operates power plants, oil refineries, water systems, and airports in several countries including the United States, Turkey, and the United Kingdom.
Employee relations strategies must be distinguished from the employee relations policies, because strategies are dynamic and provide sense of direction for the organization, while the employee relations policies focus about the here and now (p. 177). The employee relations strategy is concerned with how to build stable and cooperative relationship with employees who minimize conflict. It also focuses to achieve commitment through employee involvement and communications processes. Above all, it also helps to develop mutuality, a common interest in acquiring the goals of organization by the development of the organizational cultures that is based on the shared values between the management and the employees.
On the other hand, it is important to consider that the intensions that are being expressed by the employee relations strategies can direct the organization towards the changing forms of recognition, including single union recognition or de-recognition. In addition it can also change in the form and content of procedural agreements and it will also provide new bargaining structures, including the decentralization or single-table bargaining. Thus, it will help to achieve the increased levels of commitment through involvement or participation by giving the employees a voice. Furthermore, it can also help to increase the extent to which management controls operations in such areas of flexibility that will help to improve the employee relations climate to produce more harmonious and cooperative relationships. Above all, it can also help to develop a partnership with the trade unions that will help to recognize the employees as stakeholders and that it is to advantage of both parties in order to work together and increase mutual commitment
Trade Union
Labor union is the association of the workers that seeks to improve the economic and social status and condition of its member by group action. Labor union represents its members in different negotiations with an employer over all of the factors that are connected with employment such as contract, wages, working environment and other benefits. The said contract negotiation is called the collective bargaining (MSN Encarta 2008).
In the case of the company, there are about 30% of the employees belong to the trade union. However, the company still continues to consult the workforce through a process of management or by conducting meetings and Work Council that happens four times a year.
It is important to consider the having a direct relationship with the trade union can help the organization to save money, time and effort in having sound and updated relationship with the entire human resource. The primary advantage of incorporating the union in the human resource strategies and human relations strategies is that it helps the management to know the entire reactions and opinions of the populations of the employees. This is vital due to the fact that the satisfaction of the employees is important in the entire management of the human resource due to the fact that motivation has a great influence over the performance and productivity of each and every individual.
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