Question

• What is the NLRB? What is it and what is it's role?

• "Fair labor standards Act". Provide an overview.

• "Espoused" versus "in use" cultural values. Define these terms. Why are these terms important to organizations/HR?

• Please answer all of them in details

Answer 1

NLRB stands for National Labor Relations Board .It is an independent federal agency vested with the power to safeguard employees' rights to organize and to determine whether to have unions as their bargaining representative. Its role is to prevent and remedy unfair labor practices committed by private sector employers and unions.

Congress enacted the National Labor Relations Act in 1935 to protect the rights of employees and employers, to encourage collective bargaining, and to curtail certain private sector labor and management practices, which can harm the general welfare of workers, businesses and the U.S. economy.

FLSA stands for Fair Labour Standard Act which is a federal law to establish minimum wage,overtime pay eligibility,recordkeeping, and child labor standards affecting full-time and part time workers in the privtae sector and in federal , state and local governments.They help in establishing wage and hour standards for most public and private employers. The FLSA's basic requirement is to minimum wage for each hour worked by nonexempt employees.

Espoused Values are values that are expressed on behalf of the organization or attributed to an organization by its senior manager in public statements such as in the firms Annual Reports.Whereas in use cultural values are the standards and norms that are actually exhibited by a company and the organizations employees on a daily basis. They both typically differ slightly from each other. For example when there is a big discrepancy between both the values, it can be confusing and frustrating for employees.

These values set acceptable or expected norms or bounds of behavior for the individual members of the organization so they are important to the HR. Without these, organization members will, by default, follow their individual value systems. These may or may not promote behavior that the organization finds desirable. Therefore, organizations establish values to provide their members guidelines for their behavior.These values of the organization helps the HR to support the mission of the organization.