1. Describe what it means for HR managers when employees win an election to unionize. What can HR do at this point to make sure the employees and company's interests align?
2. How might a management rights clause determine which conditions an employer can control in the workplace? What is identified by the union security agreement, and how might it reflect the results of the bargaining process?
3. Are the fundamental principles of getting employees highly involved with their work provide an adequate context for designing high-performance work systems? What other concerns or guidelines for developing high-performance work systems would you suggest?
4. Do high-performance work systems always result in a win-win situation for employers and their employees? Why or why not?