These large manufacturing enterprises, exploiting workers without regards to human cost, were ripe for National Union Organization. Jerry Borenstein states in his work, Unions In Transition, " They were often loosely organized associations, which were quite short-lived and likely to disappear under hostile pressure from employers and government." (15) The unions of the late 19th and early 20th centuries were formed largely to protect basic human dignity in the work place. Unions addressed basic concerns regarding safety issues, length of work day and wage. They were largely unsuccessful due to the public perception of unions as Socialistic as well as anti American.
The act put a stop to many unfair labor practices started by employers. The Wagner Act deemed it “unfair” for managements to “interfere with, restrain, or coerce employees” in exercising their now legally sanctioned right of self-organization (Sloane, Whitney, pg. 87.) It also ensured that employers could not discriminate on an employee based on the employees’ union involvement, in regards to hiring and firing. It also forced employers to bargain with their employees’ representatives.
This makes it to fire, discipline and hire employees because of the laid down specific standards that is expected from employees. Disadvantages of Contract Employment • Employment contract are two Way Street as an employer you have obligation you have to meet so does the employee. If things do not work there is room for renegotiating of the contract. • Contracts come with restrictions such if you give an employee a five contract and a year into it, you do not need the employee. You cannot just fire them because you no longer need them.
In question 1, Employees should not be allowed to work extra hours. According to FLSA, as the working hours are taken into account, the extra hours which are termed as irrelevant may be ignored because they cannot be termed as a proper record for payroll services. In addition to that, the courts also take a stand that those extra hours are insignificant (Business & Legal Reports, Inc, 2004). However, this rule only applies to times when there is a certain uncertainty in the workplace. This rule applies only where there are uncertain and indefinite periods of time that is involved, minutes in the time period, and where the inability to count that time is justified by industrial realities.
When the productivity is not achieved as expected, the management perceived employee as not fit for the job. This scientific management approach to work greatly have proportional effect on employment relationships as employees relations is subjected to the overall goals and aspiration of an organization and the management structure in place. This period witness lack of tenure for employees as Eaton Mayo asserted that the driving for behind management theory is the search for better ways to utilize organizational resources. This better way of doing things in a way determine the phase of employments relations during this period. With high level of unionism and little diversity, employees were able to stand up with a common front to resist the oppression of the owners of industries to protect skilled craftsmen from extortion.
So the contractor went ahead knowing that the risk and responsibility lied on their company. After work started it was discovered that the caissons wouldn’t stand at high tide. Which were in the specifications, so all work had to be carried out at low tide making the job longer and more costly. The case went to c... ... middle of paper ... ...e buildablility design risk, which could be a big risk for the employer. Or the contractor can get novation of the consultancy agreement to guarantee that the engineer is fully responsible for the specifications and drawings.
He was maximizing profit. Unfortunately companies have found ways to cut corners since the beginning of time. There would be no way to uphold the rules, especially if you have people like Mr. Rana, paying off officials to “look the other way”. Deontological view: It would be the “duty” of each company to come up with the BEST standards of safety for their factories in order to fulfill this approach. Morally driven, there would be no greed, or cutting corners.
A woman from the town shared that after an accident in the mine, the company could have sprayed down the walls of the mine to prevent further explosions. However, because it was too expensive, a measure that could have saved lives and prevented injury was not taken. These types of abuses of power are caused by a feudal economy. A boy at the end of “Matewan” stated: “We got as much help as we can stand.” The help that this town needed involved allowing them the economic choices that are supposedly supplied in a capitalist economy.
If no one stood up to stop the tyranny of business owners, we would probably still be doing things in a similar way, and giving very little rights to workers and people that were unable to start their own businesses. In conclusion, the Industrial Revolution was very beneficial to the way that we operate today, even if living in the times of change was very difficult. It’s important to remember that if just one major advancement had changed, the world might be much more different that we know it today. Works Cited Merriam-Webster.com
While many of the laws and regulations that arose out of the labor movement protect workers and define employer’s responsibilities, there has been significant pressure from employers to ensure that their organization does not organize. Dias (2009) states that “most organizations feel the constraints of having a union organization are too great”; negatively affecting the organization’s cost of operation and efficiency (p. 278). In response to the organizational desire to remain union free, Human Resource Managers (HRM) have an important role to play in regards to employee relations within organizations (Dias, 2009). Dias (2009), identifies three phases of unionization, the first is the “organization is union free and there is little to now interest in unionizing” (p.