1.) Individuals may elect to become involved as a member of a union for many benefits and advantages they offer. The primary issues surrounding individual decision for unionization are their dissatisfaction with wages, benefits, operating conditions or environment, promotions, and lack of job security (Rue, Ibrahim, & Byars, 2016, p. 392). Union involvement opens up a direct line of communication with members and their employers to increase the odds of negotiations or attempts to resolve any discrepancies employees may experience within the workplace (Rue, Ibrahim, & Byars, 2016, p. 392). Unions advocate on behalf of employers for their health, safety and overall well-being (Rue, Ibrahim, & Byars, 2016, p. 392). Having stronger communication …show more content…
If an organization wasn’t producing to its potential and needed improvement, then hiring externally would allow an organization to maximize any outside talent, skills or even fill positions of weakness necessary (Rue, Ibrahim, & Byars, 2016, p. 122). The talent pool of potential candidates is far greater than can be found internally and can reduce costs that can come from having to develop internally (Rue, Ibrahim, & Byars, 2016, p. 122). With the hiring of external sources new talent, skills, ideas, visions, perspectives can benefit an organization greatly (Rue, Ibrahim, & Byars, 2016, p. 122). Hiring externally can be more effective in regard to not only cost, but also time wise, especially if there are no individuals qualified at the time to promote or replace (Rue, Ibrahim, & Byars, 2016, p. 122). Also, decreased production and inconsistency can play a role in an organizations decision to recruit externally (Rue, Ibrahim, & Byars, 2016, p. …show more content…
226-227). There are six steps in the Management by Objectives process (Rue, Ibrahim, & Byars, 2016, p. 226-227). The first step must involve a defined outline of objectives to be accomplished by an employee and the second step entails a course of action to reach those desired goals and objectives outlined (Rue, Ibrahim, & Byars, 2016, p. 226-227). The third step is to actually allow employees to apply the course of actions to outlined objectives or desires and the fourth step is to measure the results (Rue, Ibrahim, & Byars, 2016, p. 226-227). If necessary the fifth step would be to take any corrective action necessary, whether it be improving employee performance or conduct, necessary training or development needed, promotion/demotion or termination (Rue, Ibrahim, & Byars, 2016, p. 226-227). The six step is to chart new attainable goals for the future (Rue, Ibrahim, & Byars, 2016, p. 226-227). It is essential that management communicates effectively and engages employees through the entire process for it to be effective (Rue, Ibrahim, & Byars, 2016, p. 226-227). Employee and managerial full involvement throughout the process so employees are
The paper will discuss minicases on ‘The White-Collar Union Organizer’ and ‘The Frustrated Labor Historians’ by Arthur A. Sloane and Fred Witney (2010), to understand the issues unions undergo in the marketplace. There is no predetermined statistical number reported of union memberships in this country. However, “the United Bureau of Labor Statistics (BLS) excludes almost 2 million U.S wages and salary employees, over half of whom are employed in the public sector, who are represented at their workplaces by a union but are not union members. Not being required to join a union as a condition of continued employment, these employees have for a variety of reasons chosen not to do so. Nor do the BLS estimates include union members who are currently unemployed” (Sloane & Witney, 2010, p.5). Given this important information, the examination of these minicases will provide answers to the problems unions face in organizational settings.
As companies look to expand operations and hire new employees, many economic and environmental factors are taken into consideration. The cost of labor is one of the primary concerns as labor generally constitutes a large part of company budgets. The organization of labor by unions further increases this concern. The wages of unionized workers are significantly higher than the wages of nonunion workers in almost every industry (Fossum, 2012). Higher wages generally result in reduced company profits, lower share prices, and reduced shareholder returns (Fossum, 2012). Unionization also reduces the employer’s flexibility with regards to hiring, transferring, or promoting employees (Fossum, 2012). Productivity may be negatively impacted by unionization because merit is often eliminated as a criterion for wage increases or promotions (Fossum, 2012). As a result of these negative impacts, employers are motivated to oppose unionization.
Wallerstein, M. & Western, B. 2000. Unions in Decline? What Has Changed and Why? Annual Review of Political Science. 3: 355-377.
Unions have always been a pain in employers’ sides. From today to the 1910s, workers have tried to unionize for better conditions in their jobs. Today, people try to opt out of being in unions, avoiding the union’s dues but still reaping the rewards. That’s a long way away from what people experienced in the 1910s. During that time period, people were struggling to even be apart of a union.
Whilst it is evident that there is a decline in union membership, it is important to analyse why this is so and what the unions are doing to combat the downward trend. In attempting to tackle this issue, it is important to state the main objectives of a union that attract employees to join a membership and why the memberships are declining.
Have you ever wondered what life would have been like if labor unions never existed? Labor unions were originally formed to help improve the worker’s low wages, their horrible working conditions, and lower the hours they work a day. “ Unions are powerful by the power of members acting together, linking arms, figuratively and literally, taking a stand , and forcing their agenda on either their employers or political representatives” ( Asher 650).Unions are only powerful if everybody is working together, if one person does something wrong, the whole organization fails. Labor unions formed after the Civil War as a response to the modern Industrial Economy. Labor Unions impacted workers everywhere by helping increase wages, better working conditions, and better benefits.
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.
Labor unions have been in America for a very long time. There are many unions in a myriad of different fields. Labor unions were and are used to allow for equal treatment of workers. Employers always want to maximize their profits and they try to give the least to get the most in return. For reasons such as this is why unions were formed. Generally a union boss is appointed or hired to protect the rights and privileges of the employees. The union boss is generally very representative of the demographics of the workers. The leader of the employees needs to know what they want and what is fair for them and this is why he tends to represent one type of work force, such as the teachers union. This type of representation is made easier when most of the workers come from the same background. Background meaning family size, education, race, etc. Labor unions have helped shape the American work force, as have the backgrounds of the men and women who have worked in them. America was founded on diversity and the freedom to choose. Many different backgrounds have found their way into America and labor unions. As stated earlier, labor unions have people of the same background in them. America’s first settlers were generally of the same background and because of that, so were the members of the first labor unions. As the United States expanded so did the work force and the diversity in it. Diversity and understanding the challenges and benefits is what enables America to be great. In the pages of this paper we are going to look at the change in the make-up of labor unions by the entrance of African-Americans and how they have influenced America and the labor unions for the better. This paper is and expansions on my paper “A Shield Against the Power of Industrial Capitalism”.
Throughout American history, labor unions have served to facilitate mediation between workers and employers. Workers seek to negotiate with employers for more control over their labor and its fruits. “A labor union can best be defined as an organization that exists for the purpose of representing its members to their employers regarding wages and terms and conditions of employment” (Hunter). Labor unions’ principal objectives are to increase wages, shorten work days, achieve greater benefits, and improve working conditions. Despite these goals, the early years of union formation were characterized by difficulties (Hunter).
Unions traditionally were “a continuous association of wage earners for the purpose of maintaining or improving the condition of their employment” (Webb & Webb, 1894, as cited in Bryson, 2011b, slide 7). Their function was to campaign for compassionate management procedures, equivalent bargaining power between employers and employees, and for fairness and democracy to be initiated into the workplace (Bryson, 2011a). Union activity at this time tended to focus on nationwide bargaining for industrial groups (Geare, 1983, as cited in Haynes, 2005), with their role seen as wage bargainers and in...
At this point in time, our company is non-union and believes the disadvantages of unionization to be greater than those benefits which may come from it. Many of the benefits which are supposed to come from unionization are canceled by various disadvantages. Additionally there are several, negative effects brought on by joining labor unions which should make any employee think long and hard before they begin the process of joining a union.
One benefit is that the union can help to secure an employee's job, and fight for better wages and benefits. Also, the union can help with fair supervision. In like manner, they can help to provide protection against “biased or unreasonable supervisors” (Carrell & Heavrin, 2013, p. 10). The union also has the ability to bring employees together and network, which can allow them to feel connected to one another, especially if the employees believe that there are strength in numbers. One of the cons that are the result of joining the union is paying union dues.
Its people. If the candidates aren’t hired or positions remain vacant for an extended time and work suffers because of it. The company’s growth is bound to be affected. However, outsourcing staffing and recruiting process can help you fill such gaps, make sure you have the right quantity and quality of people, operations runs smoothly and the business grows consistently.
Once the actions and objectives have been recorded by the employee, they ‘Connect’ with their manager to review their plans. This is where the employee receives and gives feedback on his/her learning and development process. The third step is to execute the plan. The actions are defined in a SMART way according to the 70:20:10 model.