...BUS372: Employee & Labor Relations (BWK1307A) Unions and management are two crucial components for any organization. Also, management and unions play a crucial role in any organization. However, some unions feel that the organization does not compensate its members fairly, or that the organizational working conditions are less than desirable. Conversely, some employers feel that unions interfere with management decisions and impede on a positive relationship between managers and employees. There may be some truth to both perceptions. However, management and unions need to come together and achieve a great healthy work environment for everyone who is involved with the organization. So, this paper will briefly describe the role of management in an organization, discuss the role of a union in an organization, will describe two strategies/actions an organization can implement to create and maintain a conducive, working relationship with unions as well as explain two strategies/actions a union can implement to create and maintain a conducive, working relationship with management. First, the role of management in an organization is very important. Management has many responsibilities in an organization. Management helps an organization to become successful. Without the use of management the organization will not be successful. Management is also the ones who are responsible for conducting actions linked to hiring, employee training, compensation, evaluation etc… (DeSilva, 1997)...
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...Labor Relations Labor relations can refer generally to any association between workers and management about employment circumstances. Most frequently, labor relations refers to dealings involving a workforce that is already unionized and management, or has the potential to become unionized. Labor relations are vital to organizations. The National Labor Relations Act was passed in the 1930s, which gave workers the right to bargain collectively and form unions in the United States (http://www.investorglossary.com/labor-relations.htm). To begin to understand the contributions of unions and their effects on organizations, we must first determine what unions are and what their role has been in labor relations and the nation’s organizations. Labor unions are groups formed by laborers who share a certain characteristics. Characteristics such as the industry, the type of work they do, and who agree that the union will act as their spokesperson or negotiator in all matters dealing with employment involving the employees and their respective employers. By forming unions, employees individually are able to work concurrently to negotiate with their employers to promote every member of the union. The course of bargaining for mutually beneficial benefits or agreements, and the communication between employees and their employers during that process and after that process, are what forms the basis of labor relations. Labor relations cover all aspects of an organization and of being...
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...Labor Relations Unions are the voice of many individuals within work environments. Some organizations and employees happily accept unions into an organization while other organizations and employees would rather keep them out of their workplace. There are positive and negative impacts when a union is involved. This paper will define unions and labor relations and what the union’s purpose is. The paper will discuss the affects that labor relations have on organizations, as well as, discuss the affects of changes in employees organizational performance. Last, this paper will look at unions of today and answer the question, are they still relevant in the U.S.? Defining Unions and Labor Relations Unions support the best interest of the employees in an organization. Employees pay to join unions as unions can help employees get what they deserve within the organization. According to the textbook, Fundamentals of Human Resource Management, Second Edition (Noe, Hollenbeck, Gerhert, & Wright, 2007), unions are defined as “organizations formed for the purpose of representing their members’ interests and resolving conflicts with employers” (p.459). Labor Relations is the interaction and decision making process between management and unions. According to Fundamentals of Human Resource Management (Noe, et al., 2007), “labor relations is a field that emphasizes skills managers and unions leaders can use to minimize costly conflicts and disagreements” (p.459). Unions use a collective...
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...Labor Relations Abstract This report covers a synopsis of human resources, specifically labor relations. The range of duties for labor relations specialists, various aspects of the job, and a phone interview conducted with a labor relations officer assigned to the city of San Diego. Labor Relations “There are many types of human resources, training, and labor relations managers and specialists. In a small organization, a human resources generalist may handle all aspects of human resources work, and thus require an extensive range of knowledge. The responsibilities of human resources generalists can vary widely, depending on their employer’s needs. In a large corporation, the director of human resources may supervise several departments, each headed by an experienced manager who most likely specializes in one human resources activity, such as employment and placement, compensation and benefits, training and development, or labor relations. The director may report to a top human resources executive” (United States Department of Labor, 2009). Every organization has a human resources department who specialize in different areas including labor relations. Labor relations staff plays...
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...1. Labor relations are generally defined as relations between management and workers. They are also called industrial relations. Workers or group of workers are represented by trade unions. Labor relations may take place on different levels such as regional, national, international. The main challenge for such relation is ability to adapt to emerging changes. The world and technology develops very fast, so do relations between workers and management. Trade unions (also called) labor unions are organizations of workers who united to defend their rights, solving problems in the industry such as wages, working hours, bonuses, Union represent workers and negotiate with the management on behalf of the workers (Jochem, 2000). Such relations are usually accompanied by tensions and conflicts and company owners usually want to earn more and pay less. Workers are willing to work in better conditions for a better salary. Labor unionism in the United States is an expression of the American democratic spirit working itself out in industry is hardly to be doubted. Its beginnings coincided with the period when the free colonies were establishing state governments, and the principles of the federal Constitution were subjects of great political debate. It developed stretch in Jefferson's administration, and grew to a full-fledged labor movement during the presidency of Andrew Jackson. Workmen's clubs, unions, were part of the movement of "Republican-Democratic Societies" which marked "the...
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...Labor Management Relations Labor management as a definitive term spans over the centuries. Despite the age and issues presented over the years, labor management and, more pointedly, unions continue to be the subject of great debate in today’s business and government environments. As workers and union representatives remain in the forefront of corporate debates over workers rights and wages, one must question how effective labor management relations are today. Unions present the opportunity for workers to have a representative voice; however, as history proves, unions also present the opportunity for union heads to fulfill self-serving agendas that offer little, if any, respite to workers. As such, this paper examines the history of labor management relations to set the stage for included discussion on current labor and union issues to determine how beneficial unions are and whether they do more harm than good in protecting workers’ rights. History Von Otter defines labor management relations as being related to “the rules and policies which govern and organize employment, how these are established and implemented, and how they affect the needs and interests of employees and employers” (np). Labor management relations involves both industry and economics and often encompasses strategic human resources. However, not all sectors of business, economic and social environments “work” well together as history has proven. The world economy experienced massive growth in the twentieth...
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...the major subjects of bargaining: * Compensation: wages, benefits, vacations and holidays, shift premiums, profit sharing. * Personnel policies and procedures: Layoff, promotion, and transfer policies, overtime and vacation rules. * Employee rights and responsibilities: seniority rights, job standards, workplace rules * Employer rights and responsibilities: management rights, just cause discipline and discharge, subcontracting, safety standards. (Budd, p. 11) According to ABC News, Brian Bennett from ESPN talked about Northwestern players get Union Vote. The NLRB ruled that Northwestern Football players qualify as an employee of the university and can unionize. This was accepted after three years member colleges and universities have worked to re-evaluate the current rules. This is beneficial for employees in this case the athlete and employer in this case university. The player is an employee since the player sign a contract for the university and as result obtain a scholarship. For now, the push is to unionize athletes at private schools, such as Northwestern, because the federal labor agency does not have jurisdiction over public universities. (ABC NEWS) Jack Murtha, a writer for Greater Media Newspaper website writes about Township of Marlboro, settles new contracts for incoming employees. The new terms of these contracts provide less paid time off and a reduction in benefits, according to municipal...
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...| LABOR RELATIONSBYGERALD HODGESLABOR RELATIONS FALB10 Sec ADEVRY UNIVERSITY14 JAN 20111. From the beginning labor relations has an issue for the United States. Labor Relations is the area that organizations have to deal with between employees and management. Union leaders can use to minimize conflicts between employers and employees (such as strikes) and seek agreements. Unions are organizations formed for the purpose of representing their members' such as employees to deal with their issues. In this paper, I will identify how unions and labor relations impact organizations. I have interview Clinton Harris a labor officer for his organization from Computer company in Virginia. He is in the Nation guard and is currently deployed here with me in Afghanistan. The typical functions of Clinton Harris the labor officer are to manage labor relations program of organization. He analyzes collective bargaining agreement to make sure both sides are fair in terms wages, hours of work, work environment, and health care by contracts. | Clinton Harris advice management about labor relation laws and also interpretation of labor relations policies and practices within the organization. He prepares reports, using records of actions taken concerning grievances, and identifies problem areas. He also monitors implementation of policies concerning wages, hours, and working conditions, to ensure compliance with terms of labor contract. Clint has to research information about additional...
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...Labor relations are generally defined as relations between management and workers. They are also called industrial relations. Workers or group of workers are represented by trade unions. Labor relations may take place on different levels such as regional, national, international. The main challenge for such relation is ability to adapt to emerging changes. The world and technology develops very fast, so do relations between workers and management. Trade unions (also called) labor unions are organizations of workers who united to defend their rights, solving problems in the industry such as wages, working hours, bonuses, Union represent workers and negotiate with the management on behalf of the workers (Jochem, 2000). Such relations are usually accompanied by tensions and conflicts and company owners usually want to earn more and pay less. Workers are willing to work in better conditions for a better salary. Labor unionism in the United States is an expression of the American democratic spirit working itself out in industry is hardly to be doubted. Its beginnings coincided with the period when the free colonies were establishing state governments, and the principles of the federal Constitution were subjects of great political debate. It developed stretch in Jefferson's administration, and grew to a full-fledged labor movement during the presidency of Andrew Jackson. Workmen's clubs, unions, were part of the movement of "Republican-Democratic Societies" which marked "the Rise...
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...Unions and Labor Relations Danielle Hofer University of Phoenix MGT 431 Michael Hedrick February 21, 2012 Unions Unions have been a part of the workforce since the 1800s .Unions offer representation to employees to support their interests and to provide a bargaining process, which provides a way to assist in managing conflict between managers and employees. Union employees perceive unions as a way of attaining a voice to further working relationships within an organization and with his or her job. Unions are beneficial for employees but for employers as well. Labor unions with various workers focus on the social and economic welfare of the union members. Labor unions negotiate between the union members and the company for which he or she is an employee. The negotiations include employee contracts, wages, benefits, and working conditions. Unions have provided benefits to ensure employees against layoffs, illness, retirement, and funeral expenses. Generally these benefits are mandatory in each state; however, the member can still receive advice, representation, and training for some of the key benefits. Unions have the greatest power known as collective bargaining. Collective bargaining allows members...
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...Resource Department for the Fort Hood Community that provides a Labor Relations Office to look out for the well-being of the federal employees as well as the Bargaining Unit Employees in utilizing the best approach in resolving labor disputes and labor conflicts while working closely with the union. Most federal employees are represented by the American Federation of Government Employees, Local 1920 which without membership is the union who also fall under the Bargaining Unit. The Labor Relations office is there to provide guidance as representatives should the bargaining unit employees find themselves in a dispute with their employer or supervisor that could lead to filing grievances or they choose to address their issues to the union. As a federal employee myself and of the 5, 5000 federal employees on Fort Hood, I chose to conduct an interview with a Labor Relations Specialist working with in the Labor Relations office of the Human Resource Department on the installation to gain a better insight of how the labor issues are handle from the federal government perspective while working hand in hand with the AFGE. Labor Relations Functions Fort Hood being a military installation holds a Human Resource Department within the Civilian Personnel Advisory Center (CPAC). Human Resource department also has a Labor Relations office consisting of three Labor Relations Specialists. I had the...
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...Hennessy 1 Practice 2.1.8: Business and Labour 1. You need to analyze the relationship between business and labor. Write a question that your essay will answer. You can use one of the ideas on page 2, or you can come up with your own. The relationship between business and labor is a partnership in the enterprise of making money. What is fair when it comes to work? Labor relations are generally defined as relations between management and workers. They are also called business relations. Workers or group of workers are represented by trade unions. Labor relations may take place on different levels such as regional, national, international. The main challenge for such relation is ability to adapt to emerging changes. The world and technology develops very fast, so do relations between workers and management. Trade unions (also called) labor unions are organizations of workers who united to defend their rights, solving problems in the industry such as wages, working hours, bonuses, Union represented workers and negotiate with the management on behalf of the workers. Such relations are usually accompanied by tensions and conflicts and company owners usually want to earn more and pay less. Workers are willing to work in better conditions for a better salary. Labor unionism in the United States is an expression of the American democratic spirit working itself out in industry is hardly to be doubted. Its beginnings coincided with the period when the free colonies were ...
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...in the labor relations process since their actions are controlled by union leaders and/or management officials. 1. Arbitrators, unlike mediators do not have authority to make final and binding decision concerning labor disputes. 1. One general category of work rules pertains to employees’ and employers’ job rights. 1. Mediators have binding legal authority to require the parties to settle an interest dispute, but they often first restrict themselves to offering advice to help each party to clarify their own priorities and assessment of costs or risks associated with failing to reach a voluntary agreement. 1. Arbitrators differ from mediators because arbitrators are almost always appointed by the government to resolve strikes in the private sector. 1. Public opinion reflects influential individuals and/or organizations as well as cultural values and traditions. 1. Work rules, while complex in nature, have a common dimension since the all pertain to compensation for work performed. 1. Public opinion of institutions in general is low in the United States. 1. Although union leaders are usually elected by the members, members and leaders do not completely agree on bargaining priorities. 1. Public opinion, while a potentially powerful influence, pertains only to the first phase of the labor relations process, particularly union organizing drives. 1. Negotiation of the labor agreement occurs during the third phase of the labor relations process...
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...in the labor relations process since their actions are controlled by union leaders and/or management officials. 1. Arbitrators, unlike mediators do not have authority to make final and binding decision concerning labor disputes. 1. One general category of work rules pertains to employees’ and employers’ job rights. 1. Mediators have binding legal authority to require the parties to settle an interest dispute, but they often first restrict themselves to offering advice to help each party to clarify their own priorities and assessment of costs or risks associated with failing to reach a voluntary agreement. 1. Arbitrators differ from mediators because arbitrators are almost always appointed by the government to resolve strikes in the private sector. 1. Public opinion reflects influential individuals and/or organizations as well as cultural values and traditions. 1. Work rules, while complex in nature, have a common dimension since the all pertain to compensation for work performed. 1. Public opinion of institutions in general is low in the United States. 1. Although union leaders are usually elected by the members, members and leaders do not completely agree on bargaining priorities. 1. Public opinion, while a potentially powerful influence, pertains only to the first phase of the labor relations process, particularly union organizing drives. 1. Negotiation of the labor agreement occurs during the third phase of the labor relations process...
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...Chapter 11- Organized Labor Definitions Union- An organization formed by employees for the purpose of acting as a single unit when dealing with management about workplace issues. Labor relations process- The process in which management and the union jointly decide on and administer terms and conditions of employment. National Labor Relations Act- The legal framework for the labor relations process in the United States; it contains significant provisions intended to protect workers’ rights to form and join unions and to engage in collective bargaining; and defines unfair labor practices. Authorization cards- Signed by individual employees; these designate the union to act as the employees’ collective bargaining representative. Bargaining unit- A group of employees recognized by the National Labor Relations Board to be an appropriate unit for collective bargaining under the National Labor Relations Act. Decertification- An NLRB procedure available for employees when they believe, usually as a result of an election, that the union no longer represents the interests of the majority of the bargaining unit. Fair representation- A union’s legal obligation to even handedly represent all bargaining-unit employees, union members and non-members alike. Collective bargaining- An activity whereby union and management officials attempt to resolve conflicting interests in a manner that will sustain and possibly enrich their continuing relationships. Mandatory bargaining issues- Topics...
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