Responsibility Unit-IV Topic - maximum ability of the human to have a close relationship to over come the mind trafic to rescue himself from the complicated situation

importance of the responsibility

1. UNIT – IV SAFETY, RESPONSIBILITIES AND RIGHTS

2. The Responsibilities of Engineers 1. Internal Responsibilities (Responsibilities to Employers) Collegiality Loyalty Respect for authority Collective bargaining

3. Internal Responsibilities In today’s competitive world, the success of any organisation relies on its team-play. The software companies such as Infosys, Wipro, IBM etc that success of a project is mainly based on the ethics of team-play among professionals . Team-play involves virtues of: Collegiality Loyalty Respect for authority Collective bargaining

4. Collegiality Collegiality is the tendency to support and cooperate with the colleagues. Definition: “A kind of connectedness grounded in respect for professional expertise and in a commitment to the goals and values of the profession” Elements of Collegiality: 1. Respect – Valuing one’s colleague for their professional expertise or affirming the worth of other engineers. 2. Commitment – Sharing a devotion to the moral ideals inherent in the practice of engineering. 3. Connectedness – Sense of unity among engineers that induces cooperation and mutual support.

5. Loyalty It is defined as the quality of being true and faithful in one’s support. Many engineering codes insist engineers to be “faithful agents or trustees” of their employers i.e. to be loyal. Two senses of Loyalty: Agency loyalty – To fulfil one’s contractual duties to an employer. Contractual duties may include particular tasks for which one is paid, general activities of cooperating with colleagues, and following lawful authority within the organization. Identification loyalty – It is much concerned with attitudes, emotions and a sense of personal identity as it does with actions.

6. Respect for Authority What is meant by Authority? Authority is the right to make decisions , the right to direct the work of others , and the right to give orders. Authority provides a way for identifying the areas of personal responsibility and accountability.

7. Sources of Authority Institutional Authority Expert Authority – Authority Vs Power Morally Justified Authority Accepting Authority Paramount Obligations

8. Institutional Authority This refers to the authority within the organization. It is the right of employers and managers to exercise their power on employees and to force them to achieve their institutional goals. In other words it is the institutional right given to a person to exercise power which is mainly based on the resources of the institution. In order to enable the mangers to carryout some duties such as allocating resources properly, making policy decisions, giving recommendations, looking after the project, issuing orders or directions to subordinates, they should be empowered to act as authorities.

9. Limits of institutional authority The owners of the company delegate the institutional authority to ineffective and incompetent individuals. Those individuals unable to exercise their authorities effectively in order to meet company’s objectives.

10. Expert Authority For avoiding the problems in institutional authority (i.e. incompetence), Expert Authority comes into existence. It is the possession of special knowledge, skill or competence to perform a given job in a better way or to give beneficial advice regarding a job. Example, doctors are the authorities on health, computer professionals are the authorities on software and hardware etc. This authority is also known as ‘authority of leadership’ i.e., the power to direct others in an effective manner. Engineers are said to have the expert authority on projects in which they have no institutional authority to take proper decisions.

11. Expert Authority In most of the companies, expert authority is rested with the staff engineers, advisers and consultants while the institutional authority is given to the line managers.

12. Sl. No. Authority Power 1 It is the legal right of a superior , which compel his subordinates to perform certain values It is the ability of the person to influence others to perform an act. 2 It is delegated to an individual by his superior It is earned by an individual through his own efforts 3 It lies in the position held and the authority changes with change in position Even when the position has changed , his power remains with him 4 It is mostly well defined and finite It is undefined and infinite

13. Morally Justified Authority The institutional authority assigned to employee may ensure in achieving the institutional objectives. But those institutional rights and duties should necessarily be morally justified institutional rights and duties. The institutional authority is morally-justified, only when the goals of the institution are morally permissible or morally desirable and the way in which it is exercised does not violate other moral duties.

14. Accepting Authority Employees acknowledge their employer’s authority by accepting the guidance and obeying the instructions given by the employer in their activities that are covered by the employer’s institutional authority. Whenever subordinates simply adjust their behavior as guided by the decision of a superior, without analyzing the facts and advantages of that decision, then they are said to be accepting the authority. But at the same time they should not forget to analyze critically the instruction of the employer in order to behave morally. They should look at the justified extent of their “zone of acceptance” of employers authority.

15. Accepting Authority An engineer should not forget his important obligation to protect the public health,  safety and welfare . It should be given primary importance than obeying the employer’s institutional authority.

16. Paramount Obligations The codes of ethics of the professional societies state that an engineer’s paramount obligation is to protect the public health, safety, and welfare, rather than the obligations of loyalty and faithful service to employers. The basic moral task of engineers is to be aware of their obligations to obey employers on the one hand and to protect and serve the public and clients on the other hand.

17. Collective Bargaining What Is Collective Bargaining?  The term “collective bargaining” refers to the negotiation of  employment terms   between an employer and a group of workers. Employees are normally represented by a  labor union   during collective bargaining. The terms negotiated during collective bargaining can include working conditions, salaries and compensation, working hours, and benefits. The goal is to come up with a collective bargaining agreement through a written contract. According to the International Labour Organization, collective bargaining is a fundamental right for all employees.

18. Definition Collective Bargaining refers to the discussion and negotiation between the employer and the employees on the terms of employment, including the working environment, conditions of employment, shift length, work holidays, vacation time, sick leave, and health care benefits, as well as compensation based items like basic pay, overtime pay and retirement benefits.

19. Objectives of Collective Bargaining To foster a pleasant and cordial relationship between employer and employees. To equally safeguard the interests of both employer and employees. To ensure that the government intervention is maintained at a minimum level. To encourage the maintenance of a democratic environment at the workplace.

20. How does it Work? In collective bargaining, negotiations occur between the employer’s management and the labor union leaders, who represent the trade union workers. The union members pay the labor union leaders for representing the latter. The negotiations result in the collective bargaining agreement, which describes the rules of employment for a certain number of years. Collective bargaining is very important because dissonance between employer and employees can result in various antagonistic events, such as labor strikes, lockouts, etc.

21. Collective Bargaining Examples Example #1 In 1968, the National Football League Players Association (NFLPA) players went on a strike to pressure the National Football League (NFL) team owners to  increase the minimum salaries   and pension benefits offered to the players. Eventually, after 11 days of strike , a collective bargaining agreement was reached between NFLPA and NFL team owners. The salaries of both rookies and veterans were increased along with the pension benefits.

22. Example #2 In 2018, a 4-year collective bargaining agreement was reached between the  United Steelworkers (USW) and United States Steel Corp (USSC) . As per the agreement, each member will be given a signing bonus of $4,000, a 14% wage hike over the next four years, and increased pension benefits. The agreement ensured that the employees’ share in the profit distribution increased. It resulted from the pressure created by the union after years of stagnant pay growth as USSC suffered due to low steel prices.

23. Distributive Bargaining In this type of negotiation process, one party benefits at the expense of others. It discusses redistribution of profit sharing to increase wages, bonuses, or financial benefits.

24. Integrative Bargaining In this type of bargaining, the agreement is reached so that both the participating sides tend to benefit – a win-win situation. In other words, both parties consider each other’s needs and concerns.

25. Productivity Bargaining In this type of bargaining, the negotiations revolve around productivity and pay. The two parties agree to certain changes that promise to boost productivity in exchange for higher wages.

26. Composite Bargaining This type of negotiation emphasizes various factors not directly related to pay but rather focused on employee welfare and job security. It ensures the long-term relationship between employer and employee that is mutually beneficial.

27. Concessionary Bargaining In this type of bargaining, the union sacrifices some benefits to bail out the employer during the stressed economic situation, which benefits the employees in the long run.

28. Models

29. Negotiation:  In this process, two conflicting parties or their representatives discuss among themselves, without the involvement of a third party, to settle themselves. However, most involved parties hire seasoned lawyers themselves to settle such matters. Mediation:  In this process, a neutral third party acts as the mediator between the conflicting parties to settle. The mediator aids communication between the two parties and ensures that it occurs fairly, honestly, and impartial. They help identify and clarify the underlying issues of the dispute. Arbitration:  In this process, the third party, known as the arbitrator, decides on the settlement. The arbitrator listens to the arguments of the conflicting parties and then makes an informed decision, similar to what a Judge does in the court.

30. Importance of Collective Bargaining Management:  The primary objective of the management is to make maximum utilization of the workforce and earn higher profits. It can only be achieved if the workforce co-operates, where collective bargaining comes into play. Trade Union:   Each labor at the individual level has poor bargaining power against the management. Hence, the working class united to form a powerful union and protect their interests through collective bargaining. Government:  Typically, collective bargaining keeps the Government at bay, and they are not required to employ force to resolve disputes.

31. The Responsibilities of Engineers 2 . External Responsibilities (Responsibilities to the Outside World) Confidentiality Conflict of interest Occupational crimes

32. Thank You