Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
collective bargaining in labour markets
unions and management
unions and management
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: collective bargaining in labour markets
1. Does the presence of unions increase the likelihood that management will be fairer and more consistent with employers?
Management is on the side of the employers, since many of those positions are unable to in the union (Huston, 2010, p. 294). If the manager holds a full-time supervisor position, then they aren’t eligible to join the union, which in turn may upset them when the union renegotiates their terms, and the nurses get better benefits. An example of this is that a floor supervisor can actually make less money than that of the floor nurse, and they don’t get any overtime pay (S. Smothers, personal communication, Fall, 2009).
There are two types of relations that unions can have with management; acceptance, and accommodation (Huston, 2010, p. 297). Since unions have realized that they don’t make progress when they are aggressive they try to use these tactics to help improve their relationship with management (Huston, 2010, p. 296 & 297). Acceptance is when management is willing to accept what the union is proposing, but is still hesitant, and apprehensive of them (Huston, 2010, p. 297). They sometimes feel as though the union is stepping on their toes sort of speak. With accommodation there is a mutual respect for one another, and together they can establish mutual goal (Huston, 2010, p. 297). Of course out of the both of these the unions would most prefer to have accommodation with management, since it would be much easier on them to deal with management.
Many times nurse aren’t included in bargaining for wage increases, benefits, staffing ratios, and therefore need to have unions represent them in these types of negotiations with management (Huston, 2010, p. 291). When issues where brought up to management by...
... middle of paper ...
...
American Federation of State, County and Municipal Employees (AFSCME). (2011). The impact of collective bargaining. Retrieved from http://www.afscme.org/publications/2202.cfm
Huston, C. J. (2010). Collective bargaining and the professional nurse. In Professional issues in nursing: challenges & opportunities (pp. 287-302). Philadelphia, PA: Lippincott Williams & Wilkins.
National Nurses United. (2010). Health Care employees RNs adopt national bargaining standards. Retrieved from http://www.nationalnursesunited.org/news/entry/health-care-employees-rns-adopt-national-bargaining-standards/
Rosenbaum, S. (2008, September-October). When worlds collide: public health and union rights in Virginia Mason Hospital v Washington State Nurses Association. Public Health Reports, 123(5), 664–666. Retrieved from http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2496941/?tool=pubmed
To conclude this analysis on the basis of the labor’s extensive history, Sloane & Witney (2010) propose, “it is entirely possible that labor’s remarkable staying power has been because of the simple fact that to many workers, from the nineteenth century to the present, there really has been no acceptable substitute for collective bargaining as a means of maintaining and improving employment conditions” (p.80). In the end, it is important to anticipate unions and employers presently work together to find solutions that will enhance collective bargaining strategies and practices to serve the interest of both parties.
Even though the very purpose of a union is to defend the interest of its members, the company could also use the instrument to promote the official point of views of the company’s management. In clear, the union and the management could work in good intelligence to promote the interest of worker and the interest of the company. Generally, the problem between management and union come when they one as another as an adversary and not as a partner. To be more constructive and create a working atmosphere profitable for both parties, union and company’s management need to work side by side to address real problems. Thus, worker must understand that the best job security for them comes primarily from the existence of the company and so their union should not be a mean for jeopardizing the company’s purposes. Similarly, the management must also understand that he will not achieve his annual goals unless the workers are well treated and the condition of work meet the standards set by official rules and regulations. This is a clear psychological contract between the company and it workers. The success of the company depends heavily on the respect of that psychological contract. Personally, I will play the role of a mediator between my boss and the worker who want to unionize and explain. I will clearly explain to my boss the benefit of having a union in the company and also explain to the worker the necessity to help the company increase it performance by working harder. And the union should not be a tool for undermine the efforts of the management to achieve better
Unions have an extensive history of standing up for workers. They have advocated rights of steelworkers, coal miners, clothing factory employees, teachers, health care workers, and many others. The labor movement is based on the idea that organized workers as a group have more power than individuals would have on their own. The key purpose of any union is to negotiate contracts, making sure workers are respected and fairly compensated for their work. “In theory” unions are democratic organizations, resulting in varying inner authority. Workers look for security within a job a...
History shows that there has been conflict of power within the workforce between union and management. This essay will discuss if management should have the right to determine whether a union should operate within their workplace. It is necessary first to discuss the roles of unions and management in the workplace and discuss both points of view on the power distribution between unions and management in the workplace.
The phrase politics of nursing or even politics in nursing has so much meaning to the individual nurse. In nature politics have a dichotomy nature, and depending on who you talk to, their individual slant is unique. This makes the discussion of politics a very complicated issue. Agreement is the basis for the efforts that arise from politics, yet with every issue there are two sides who have to compromise something to get a bit of what they want. So what happens when a nurses are so busy they cannot advocate for themselves? Who will advocate for nurses when they can no longer bridge their essential needs in a health care environment? Unions are a modern option for nurses who struggle with voicing their needs and patient needs in an outdated bureaucratic twenty first century capitalist world of health care. The purpose of this paper is to look into the contributions of Unions on nurses, patient care, and the way health care facilities address issues that limit a collaborative approach to health care.
Labor unions have a long and colorful history in the United States. A union is an organized group of workers who work together and use their strength to have a voice in the workplace. As a union, workers are able to have an impact on benefits, hours, safety and many other work-related issues. Many Americans involved in unions have an understanding of the process and what exactly it does, although those who are not, have some idea but not a complete understanding. The unionization of Registered Nurses has been an ongoing debate for years. In the United States many nurses, doctors and hospitals have unionized. As with all other labor issues, there are pros and cons to this issue. In the following, the positives and negatives of being a part of a union will be addressed as it pertains to Nurses.
Nurses are pivotal members of the health care team. Nurses work constantly with the constraints of health care delivery, which includes equipment, staffing and bed shortages that plague the healthcare system in Canada (Furlong & Smith, 2005). These specific inherent flaws and funding deficits in the healthcare system may not be controlled directly by one hospital or even the health authority, but momentum of change can be driven by the unified voice of advocating nurses and their unions. Due to the nurses close interaction with patients and their families in a wide variety of settings, they are the best candidates to engage in policy reform and service strategies (Furlong & Smith,
Although our main mission is to provide great care to our patients, Florence Nightingale has taught us (Burkhardt & Nathaniel 2008, 3rd Ed. P18-19) that if we do not have legislative power many of our ideas can be oppressed therefore prevent the profession from thriving. To be well organized as a profession is very important, since many of the rules and regulation that govern us often come from a legislative process. According to Burckhardt and Nathaniel, we nurses, are nearly 3 million, ( Abood, S. January 2007). In addition to our caring skills we need to enact our lobbying and legislative skills to participate in the process and help protect the legitimacy of the profession. While many lawmakers may have advisers with some medical knowledge. However, many of these lawmakers have no background in the medical field particularly in the nursing field. We must get involved, let them feel our presence, not only through voting, but al...
Stokowski, L RN, MS (2010) Healthcare Reform and Nurses: Challenges and Opportunities; Medscape News; Nursing Perspective. Retrieved September 16, 2011 from: http://www.medscape.com/viewarticle/721049
Labor unions were established as a way for workers’ needs and grievances to be heard by management. According to Fossum (2012), “forming a union creates a collective voice to influence change at work” (p. 7). The collective voice of workers in a union holds much more power than any single employee’s voice. It can loudly draw attention to mistreatment or abuse of workers. The organized collective voice of workers demands to be treated in a fair way by its management in terms of wages, hours, benefits, and working conditions.
The disadvantages of union membership are viewed from the employee and employer perspective. Through the employee lens, the disadvantages manifest in the form of fees, loss of autonomy, and less collaborative work environment. As part of the union, you surrender many of your individual rights in exchange for the organized results that can potentially manifest through the collective bargaining process. Therefore, there isn’t any assurance that your individual concern will even be addressed.
Flanagan, R. J. (2005). Has Management Strangled U.S. Unions? Journal of Labor Research, 26(1), 33-63.
When it comes to contract negotiations, labor unions may differ from one and another throughout the different industries, but they usually share the same goals when it involves contract negotiations (Sloane & Witney, 2010). During these procedures, demands are usually made by from both parties, the employer and the union; this processes main goal is to negotiate a written agreement between each other covering a multitude of issues and concerns (Sloane & Witney, 2010). These talks are typically the most confrontational part of the relationship between labor unions and management, especially when it comes to wage issues (Mayhew, n.d.). This author will take a look the wages and wage-related issues, employee benefits, institutional issues, administrative clauses, and make recommendation that will would prevent wage-related grievances from happening.
The institution of collective bargaining distinguishes between rights and freedoms associated with it, namely: the freedom to bargain collectively; the right to use collective power; and a duty to bargain (Grogan,
The laws and regulations surrounding Industrial Relations since the 1900’s have, at each reform, placed tighter constraints on the amount of power unions are able to exert. The reforms have also radically increased managerial prerogative, through an increased use of individual bargaining, contracts and restrictions imposed on unions (Bray and Waring, 2006). Bray and W...