...Bridgewater 10/8/2012 Final Paper Unions are meant to represent employees in negotiations with management in the organizations in which they work. Not all organizations are union companies; there are actually more non-union companies than there are ones that are represented by unions. It is important for union representatives and management personnel to get along and work together when trying to negotiate terms of employee contracts and resolving issues that arise in everyday work situations. In this paper we will look at the roles of the union in an organization and the role of management in an organization. We will also explore strategies that unions and management can employ to make the relationship between them more conducive. In what ways can unions work to make this relationship better and in what ways can management work to make the relationship better. Communication and commitment are vital, unions and management must work together. The Role of the Union in an Organization The main role and function of a union is to help with the dialogue between employees and employers and minimize conflict. “It refers to an organization of employees within a trade or profession that has the objective of representing its members’ interest, through improving pay and working conditions” (Labor Unions, 2007). Unions provide workers with a sense of security during times of low economic stability. They can offer them pay when they are not working and benefits such as these are very...
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...(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). Management also has a huge...
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...Management and Unions Introduction This assignment will cover the role of management and unions have in an organization and two strategies that a union and management can use to create a conductive working relationship with each other. It will show the importance of communication, flexibility, opinions from lower level employees, and knowledge gathered before collective bargaining begins. Collective bargaining is a process that both unions and management have the most contact and are frequently meeting to negotiate contracts; it is important to foster the relationship between unions and management so that the process is not drawn out any longer than it already is. Role of Management in an Organization The role of management in an organization is to achieve goals and objectives, they deal directly with employees by doing the hiring and firing, scheduling, resolving any workplace conflicts between employees, increase efficiency, performance reviews of employees and promotions, ensuring the health and safety of workers, and in dealing directly with employees they are directly linked with unions. Management plays a vital role in studying how the organization and employees operate, they are responsible for ensuring that goals and objectives are reached and to reach the goals and objectives management must ensure that their time and effort is put forth to operate effectively and efficiently. It is important that management is always looking for ways to increase efficiency...
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...TABLE OF CONTENTS Introduction Page: 3 Collective Bargaining and the Employer Page 3-4 The Employment Relationship Page 4-5 Trade Unions & Collective Bargaining Page 5-6 Conclusion Page 6-7 Bibliography Page 8 INDUSTRIAL RELATIONS Collective bargaining is the most effective means of giving workers the right to representation in decisions affecting their working lives’ (Donovan, 1968: 54). Discuss Introduction: While Collective Bargaining is a Democratic right of all workers, recent trends have indicated a significant reduction in Trade Union membership. Such a trend is in contrast with recent management directives to integrate employee’s opinion at organisational level. This report attempts to define Collective Bargaining and the approaches undertaken by Employers to manage the area. The Employment Relationship is then studied with a particular emphasis on the structure and balance of power between the Employer and Employee’s. The contribution of the Trade Union movement to the Collective Bargaining issue is then discussed. This Report is then concluded with a definitive view on the role of Collective Bargaining on workers lives. Existing literature will be used to support arguments throughout this...
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...both observed a slow decrease in the union participation ratio, to reach today respectively 18,5% and 8%. In spite of this low participation rate, the labor unions in France often raise their voice and have a considerable power, but it appeared to me that in Japan this is not a topic often seen in the media. This led me to choose this topic in order to learn more about the current situation. In spite of the similar situation of low participation ratio in France and Japan, their characteristics and methods can be considered as opposite. A first part will deal with the Japanese characteristics, followed by a second part dealing with the French features, and a conclusion will end this report. 1. Japan The main particularity of the Japanese labor unions is that most of them are enterprise unions, in other words they are attached to a company, while in France they speak in the name of an occupation or an industry as a whole. That is why labor unions are an important feature of the management system in Japan. In response to the 1950s and 1960s’ huge waves of labor protests and struggles, union leaders relationships operated a shift from confrontation to cooperation and collaboration. In the same time, to resolve the problem of stagnating productivity, the companies started to follow the guidance of the Japan Productivity Center by improving the relationship between workers and management. The establishment of this relationship of trust led to a decrease in the number...
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...Labor Relations Labor management relations has become one of the most delicate and complex problems of modern industrial society. Labor management progress is impossible without cooperation of labors and harmonious relationships. Therefore, it is in the interest of all to create and maintain good relations between employees (labor) and employers (management). The term ‘Labor management Relations’ comprises of two terms: ‘Labor’ and ‘Relations’. “Labor” refers to “any productive activity in which an individual (or a group of individuals) is (are) engaged”. By “relations” we mean “the relationships that exist within the industry between the employer and his workmen.” The term labor management relations explains the relationship between employees and management which stem directly or indirectly from union-employer relationship. Background Information Our history of industrial relations is one of oppression from the owner’s/employers’ part. Our industrial relations date back to the 60’s of the 18th century when rail lines were established here for the first time. The workers had to endure colonial suppression and the employers main concern was their own profits-not the workers well being. Laborers were treated as animals. Any sort of objection raised on part of the labors could be faced with death in the hands of the owners. Reflections of this trend are still visible in contemporary Bangladesh. The labour law system is more than a century old in Bangladesh. The first labour...
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...Employee Relations What are the implications of the decline in union forms of representation for effective employee voice within workplace? Introduction: Union has been a very important part in employee relations. This was actually the voice of employees towards the management/ employers at workplace. Basically union is “an association, combination, or organization of employees who band together to secure favourable wages, improved working conditions, and better work hours and to resolve grievances against employers” (Bagchi, 2003). Unions always try to protect workers right and maintain a balanced relationship between workers and management. Unions’ existence can be traced from the 18th century, when the rapid growth of industrialisation took place. This industrial growth drew attention of women, children, rural workers and immigrants to the work force in different roles and actions. This unskilled and semi-skilled work force continuously organized them to fit in to the system from the beginning; and later become an important arena for the development of trade unions. In recent age the relationship between employee and employer has changed so does the process of representation process. The relationship between employee and employer should have some sort of equality in it. But as a matter of fact this has rarely be a case when an applicant or employee gets the choice to select the desired workplace or work itself from the employers. It’s rather more driven by employers’...
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...Executive Summary Employee relationship is a very important issue in the modern business world. All the managers must maintain a good relationship with the employees attain the organizational goal. It will enhance the firm reputation and productivity of the firm. The employees will be ethically stronger. To maintain good flow of the business the manager must maintain a good employee relationship. So, managers must be aware of this issue. He/she can follow a lot of theories for maintaining a healthy and strong relationship with the employees. Learning Objective 1: Understand the context of employee relations against a changing background Task 1: Understanding Unitary and Pluralistic Approach Unitary Frames Unitary frame of reference is defined as a way of thinking, asset of assumptions, attitudes, views, values that are related with the management and organizational membership. The main theme of this frame is though the employees have different views based on their learning and education; they must have some common goals to be achieved while working in an organization. It finds expression by the implementation of the mission statements and it measures the success through the achievement of actually got. Unitary frames starts from the values and assumption. It says that workplace conflict is not expected at all between the manger and employee in the working environment [ (Dicker, 2003) ]. A conflict starts from two people’s behavior or occurrence that have a huge influence...
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...organizer trying to bring the union to the mill. Norma decides to join forces with the union organizer, Reuben Warshosky. Management saw her as a threat and ordered her out of the mill, but not before she inspired the mill workers. It is greatt leadership that finally brings the mill workers together and they vote in and start a branch of the Textile Workers Union of America. The film is a real testament to the transformation of an oppressed woman who was a follower and then become a leader. The story of Norma Rae is based on an actual event, it tells how a fast talking, middle class union organizer named Reuben Warshovsky comes to a small souther mill town to organize a branch of the textil workers union. The textile mill O.J. Henley Plant was run with low, unfair wages, and unhealthy working conditions. In the beginning Reuben wasn't having any luck and through his struggle with the mill workers he inspired one worker Norma Rae and she joined forces with Reuben. Norma was a tough, southern middle class working woman who felt stick in her ho hum drab extistence. She has a love-hate relationship with her father Vernon, who was overprotective of Norma. She was trapped with a job going no where and two teenage children. She has very little time for anything else but with Reuben's prodding finally joins him in his efforts to bring a textile workers union to the mill. He was horrified by their working conditions and pay. Norma is not just about union organizing she is very concerned...
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...successful employment relationship is the fundamental element of any successful business or organisation, hence, it is essential and the reason of all the organizations continues seeking methods to improve and maintain these relationships. There are many philosophers and writers have studied and written lots of different theories and approaches that are related to employment relationship. These theories and approaches have changed rapidly from the classical era to the modern era. Furthermore, illustrating issues that have evolved through changes in the employment relations environments such as the nature of work, technology, managerial regimes, regulation, policy and globalisation. The purpose of this essay is to identify and explain the main changes that listed above. The second part of this essay identifies those changes or improvement of employment relations environment that can benefit both the employers and employees by creating a healthy and supportive working environment. Employees who have strong employment relationships, are more satisfied and keen on work, also, they tend to have helpful and friendly co-workers as well as high levels of employee trust and commitment with employer. The establishment of regulation and policies such as labour law, minimum wages, Occupational Health and Safety (OHS) enhance safety and security in workplace. Thus, strong employment relationships are beneficial to both employees and employer. In addition, a better quality of working environment could...
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...ASIA E UNIVERSITY EXECUTIVE BACHELORS IN MANAGEMENT (HRM) ASSIGNMENT INDUSTRIAL RELATIONS Q2. What is the role of the Ministry of Human Resources in the industrial relations system? Who are the parties involved in the industrial relations system? The scope of Ministry of Human Resources in the industrial relations system encompass employee and workers state of safety, health and welfare and human resource matters such as training, employment, labour rights and industrial relations. It includes the PERKESO (Pertubuhan Keselamatan Sosial), PSMB (Pembangunan Sumber Manusia Berhad), JTM (Jabatan Tenaga Malaysia), JKKP (Jabatan Keselamatan dan Kesihatan Pekerja). The role of the Human Resources Ministry is to encourage harmonious relationships between employers and employees in the interest of the nation’s productivity. The objective of Human Resource Ministry in the industrial relations is: • To protect the welfare of the employees-safety, and rights • To promote good employer-employee relationship through a stable and peaceful Industrial Relations system • To equip the unemployed with basic industrial skills and to improve the skill level of the workforce • To assist in maximizing country’s manpower resources through manpower planning • Department of Labour, Peninsular Malaysia, Sabah and Sarawak-enforces Employment Act 1955, Workmen’s Compensation Act 1952, Wages Council Act 1947, Young Persons Act 1966, Employment Restriction Act 1968...
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...------------------------------------------------- Employment relations essay “Management should have the right to determine whether a union should operate within their workplace” Discuss. Due April 27, 9AM By cassidy Eastabrook 2171192 Due April 27, 9AM By cassidy Eastabrook 2171192 Introduction Unions have been a heavily debated topic in Australian workplaces for decades. Some see unions as unnecessary evils, interfering with employee obedience and trustworthiness, the overall employment relationship and an organisation’s practices. On the contrary, many other employers and employees see unions as a channel for collective bargaining and better employee representation. Throughout the years of debates one question has remained prominent, “Should management be able to dictate whether or not a union should function within their workplace?”. This question is, of course, controversial resulting in their being no clear cut answer. On one hand, some may argue that should management have this right, organisations may experience increased managerial prerogative, boosted productivity and performance and decreased levels of conflict. However, on the other hand, critics disagree, stating that whilst this may be the case, the overall wellbeing of employees will suffer as they are taken advantage of through individual contracting. This essay aims to delve into both perspectives; the perspective of management and the perspective of the employee and identify more clearly the benefits...
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...For the employment relations, there is complicate and compelling area of study which involves relationships with employees, employers, trade unions and government on a regular basis. At the same time, there are three perspectives which are unitarism, pluralist and radical, each offers a special perception of workplace relations and explain the actions, statements and employers behaviours and trade unionists, such as workplace conflict, role of unions and job regulation vary differently. Based on the UK employment relations structure, the essay will analysis which perspectives appropriate for employee relations in the UK. Unitarist pespective The unitaty perspective is based upon the assumption that the organisation is, at the same time, the unitary perspective organisation can be as an integrated and harmonious whole with the ideal of "one happy family", where management and other members of the staff are all share a common purpose, emphasizing mutual cooperation(Naukrihub, 2007) and they have a set of common values, interests and objectives. Furthermore, unitarism has a paternalistic approach where it demands on all employees loyalty, being predominantly managerial in its emphasis and application. For unitary perspective, there are two important implications stemming from this. The first one is that conflict as the expression of employee dissatisfaction and differences with management is perceived as an irrational activity. Here, the conflict is regard as ‘ bad’ for the organisation...
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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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...Human Resource Management Table of Contents Consultant Report 1 2 Introduction 2 Human Resource Theories and Current Market Place Trends 5 Human Resource Theories 5 Current Market Place Trends 9 Strategies To Be Implemented For The Next Ten Years 11 Recommendations 12 Conclusion 13 References 14 Consultant Report 2 17 Introduction 17 Human Resource Theories and Current Market Place Trends 19 Human Resource Theories 19 Current Market Place Trends 22 Strategies to Be Implemented For the Next Ten Years 24 Recommendations 26 Conclusion 28 References 29 Consultant Report 3 32 Introduction 32 Human Resource Theories and Current Market Place Trends 34 Human Resource Theories 34 Current Market Place Trends 38 Strategies to Be Implemented For the Next Ten Years 40 Recommendations 41 Conclusion 42 References 43 Consultant Report 1 Introduction The term ‘trade union’ is referred as an association which includes variety of members consisting of both workers and union leaders among others, integrated to defend and endorse the universal interests. Trade union acts as a weapon for the labourers or workers to fight for their own rights against the management of an organization. The prime objectives of a labor union may include bargaining about wages and provisions of working circumstances, legalizing the relations in between workers and owner, taking necessary actions for implementation of the policies of communal bargaining...
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