South/non-south differentials in national labor relations board certification election outcomes: Comment

1983 ◽  
Vol 4 (4) ◽  
pp. 375-384 ◽  
Author(s):  
Edmund R. Becker ◽  
John Thomas Delaney
Keyword(s):  
Labor Relations ◽  
Board Certification ◽  
National Labor Relations Board ◽  
Certification Election

The Effect of Union Characteristics on the Outcome of NLRB Certification Elections

ILR Review ◽  
1987 ◽  
Vol 40 (2) ◽  
pp. 225-240 ◽  
Author(s):  
Cheryl L. Maranto ◽  
Jack Fiorito
Keyword(s):  
Labor Relations ◽  
White Collar ◽  
Blue Collar ◽  
National Union ◽  
Strike Activity ◽  
National Labor Relations Board ◽  
White Collar Workers ◽  
Certification Election ◽  
Certification Elections

This paper examines the determinants of National Labor Relations Board certification election outcomes in individual election units between 1972 and 1980. Particular emphasis is given to the role of national union characteristics in determining union success or failure. The authors find that union success in organizing both blue- and white-collar workers is influenced positively by union size and internal democracy and negatively by strike activity and the centralization of its decision making. Benefits provided directly to members by unions significantly increase, and higher dues significantly reduce, white-collar organizing success, whereas the same factors have no significant effect on blue-collar organizing.

Legal and Cultural Implications Inherent in Managing Multilingual and Multicultural Labor: Selected Translation Issues from the US National Labor Relations Board

2017 ◽  
Vol 62 (1) ◽  
Author(s):  
Pietro Manzella ◽  
Karl Koch
Keyword(s):  
Labor Relations ◽  
Cultural Theory ◽  
The United States ◽  
Cultural Management ◽  
National Labor Relations Board ◽  
Intercultural Management ◽  
Cultural Implications ◽  
The Us ◽  
Cross Cultural Management ◽  
Culture And Language

AbstractThis paper examines one consequence of the increasingly multilingual and multicultural labor market, resulting from migratory flows caused in part by globalization. It focuses on selected legal and translation issues in labor relations arising from misinterpretations and cultural disparities in communication between different languages and cultures. It draws on decisions of the United States National Labor Relations Board (NLRB), where there were misleading and ambiguous translations. It employs a theoretical approach based on concepts from cross-cultural management, including cultural theory, and thereby expands the discipline of Translation Studies. The findings suggest that an understanding of the cultural content, particularly in the practice of intercultural management, is imperative. The paper concludes that a systematic methodology linking culture and language in labor relations should be adopted.

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