One of the most controversial workplace issues in the past century has been regarding unions in the workplace and the right to work. This has caused many companies such as Volkswagen to adopt policies favoring modern unions and encouraged them to work with employees to unionize their plants by setting up a works council (McMorris, 2013). “The Chattanooga factory is the only one of Volkswagen’s sixty-two plants worldwide that is not unionized” (SC Digest, 2013). Modern unions are beneficial to both the company and its employees by providing better pay and benefits, increased productivity and job stability, and better working shifts and hours. For over 150 years, employees have struggled with their employers regarding pay, hours, benefits, and job stability. All corporations want the most for their money from all of their workers to maximize profit margins. This often led to bad work conditions and abuse of a person’s quality of life. Workers began to band together and fight the tyrannical corporate juggernaut over time, and as a result, unions emerged. Unions however were not always the answer and there are just as many pros as there are cons. Unions have benefited all workers today whether they work for or do not work for a union company by providing better pay, retirement, and health-care benefits, most of which are now mandated by US laws. Unions are also directly responsible for the forty hour work week and federal minimum wage laws. Sometimes unions have caused companies to fail, while other times companies have thrived, and over time, many unions have evolved and adapted to better practices. One example of union evolution is the modern day works council in use by many European unions. A works council model which ... ... middle of paper ... ...rs Into Accepting Unionization. The Washington Free Beacon. Retrieved from http://freebeacon.com/complaint-uaw-vw-coerced-workers-into-accepting-unionization/ SCDigest Editorial Staff (2013, November 19). German Workers Throw Weight Behind Unionizing US Auto Factories. SCDigest. Retrieved from http://www.scdigest.com/ontarget/13-11-19-1.php?cid=7601 WBIR (2013, April 6). Union tries to sell Chattanooga plant on friendlier works council concept. Retrieved from WBIR news.com Web site: http://archive.wbir.com/rss/article/263621/2/UAW-chums-it-up-with-VW Mishel, L., and Walters, M., (2003). How Unions Help All Workers. Retrieved from Economic Policy Institute Web site: http://www.epi.org/publication/briefingpapers_bp143/ American Psychological Association, (2003) Occupational Stress and Employee Control. Retrieved from https://www.apa.org/research/action/control.aspx
Tensions between union supporters and management began mounting in the years preceding the strike. In April of 1994, the International Union led a three-week strike against major tracking companies in the freight hauling industry in attempts to stop management from creating $9 per hour part-time positions. This would only foreshadow battles to come between management and union. Later, in 1995, teamsters mounted an unprecedented national union campaign in attempts to defeat the labor-management “cooperation” scheme that UPS management tried to establish in order to weaken the union before contract talks (Witt, Wilson). This strike was distinguished from other strikes of recent years in that it was an offensive strike, not a defensive one. It was a struggle in which the union was prepared, fought over issues which it defined, and one which relied overwhelmingly on the efforts of the members themselves (http://www.igc.org/dbacon/Strikes/07ups.htm).
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.
Graham, L. A. (2008). How foreign-owned auto plants remain union-free. New Labor Forum (Murphy Institute), 17(3), 58-66. doi:10.1080/10957960802362738
David Brody argues that the rise of contractual or collective bargaining relationships during the post WWII era formalized the relationship between employers and unions, but simultaneously began to put a break on shop floor activism. Explain Brody’s argument and, where relevant, incorporate Weber’s theory of bureaucracy.
Throughout the history of the United States of America the continuation of misfortunes for the workforce has aggravated people to their apex, eventually leading to the development of labor unions.
Wallerstein, M. & Western, B. 2000. Unions in Decline? What Has Changed and Why? Annual Review of Political Science. 3: 355-377.
Across the United States there has been a decline in union membership. Looking back as far to 1954 the union work force had peaked at 34.7% but has since been in decline. According to the Bureau of Labor Statistics, the total number of union members fell by 400,000 in 2012 to 14.3 million even though the nation’s overall employment rose by 2.4 million (Greenhouse, 2013). In 2011 the percentage of union workers was 11.8% and in 2012 dropped to 11.3%, which is the lowest union membership has been since 1916. The percentage of private sector unions in 2012 was down to 6.6%, which left many labor specialists questioning whether private sector unions were sinking towards irrelevance (Greenhouse, 2013). What are the reasons for this decline? And what does this mean for the future of private sector unions? This essay will take a lot closer look at these two questions.
Beginning in the late 1700’s and growing rapidly even today, labor unions form the backbone for the American workforce and continue to fight for the common interests of workers around the country. As we look at the history of these unions, we see powerful individuals such as Terrence Powderly, Samuel Gompers, and Eugene Debs rise up as leaders in a newfound movement that protected the rights of the common worker and ensured better wages, more reasonable hours, and safer working conditions for those people (History). The rise of these labor unions also warranted new legislation that would protect against child labor in factories and give health benefits to workers who were either retired or injured, but everyone was not on board with the idea of foundations working to protect the interests of the common worker. Conflict with their industries lead to many strikes across the country in the coal, steel, and railroad industries, and several of these would ultimately end up leading to bloodshed. However, the existence of labor unions in the United States and their influence on their respective industries still resonates today, and many of our modern ideals that we have today carry over from what these labor unions fought for during through the Industrial Revolution.
The 'Standard' of the 'Standard'. Role of Labor Unions in Labor Markets. In R. C. Free (Ed. 21st Century Reference Series.
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.
The Industrial Revolution that took place after the Civil War made for a more economically sound country. American workers, however, were becoming more and more dependent upon their wages; a fear of unemployment also stemmed from this. Workers didn’t share in the benefits that their employers reaped. In a chart representing the hours and wages of industrial workers, from 1875 to 1891, it shows that even though their wages were subtly increasing, their 10-hour work day remained the same (Doc. A). Factories were headed by large corporations; this, in turn, meant that new machines lessened the amount of workers in certain fields. As a result of these unsuitable conditions, labor unions were formed. The challenges that these unions faced weren’t easy. If the workers involved in organized labor got too far out of line, these corporations could get federal authorities involved. Moreover, these companies could enforce “ironclad oaths” upon their employees. In a Western Union Telegraph Company employee contract, in 1883, it states that the employee will not be affiliated with any societies or organizations (Doc. E). Despite such setbacks, by 1872 there were over 32 national unions.
The ethical issue in this situation is the willingness of the company’s director to prevent the employees from organizing in union. Among others, the company’s director try to use unfair tactic like diversion, intimidation, manipulation, termination of job contract and threat to shut down the company leading to massive loss of job. In an ethical standpoint, these tactics are wrong.
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).
Flanagan, R. J. (2005). Has Management Strangled U.S. Unions? Journal of Labor Research, 26(1), 33-63.
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...