Q 3: How would you feel if confronted by a union representative in your job?
As the union representative is a nominated person for a group of workers in the particular area whose main responsibility is to watch over the interest of the workers and has bargaining link with the company. If I am confronted by a union representative in my job, I will be calm and confident. As an intelligent union representative is the one who help to avoid the misunderstandings of the workers. If there will be a misunderstanding between him and me, I will try to figure it out with him and I expect that a union representative is a one who tries to understand the confusion and will respond to it accordingly. While on the other hand if there’s any fault on my side, I will try to be honest and straight forward and try to narrate by position to him. For example, if I am looking for another job and the union representative got the news by any means and I have been confronted by him, I will try to narrate my reasons for getting another job, which may be that the other company is giving me more salary, or I want to advance my career or it might be that the other job meets my interest more than this job etc. If I am having any issue with the authority or the management, I will raise my voice to him .I also anticipate that the union
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While on other cases like money bouncing or harassment etc, I will remain honest and straight forward to it with a clear mindset and hope that union
Describe the impact of the union on wages within your organization. If your organization's employees are not represented by a union, discuss how union representation might positively or negatively impact employee standards.
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.
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...
7 May 2014 After the Civil War, the victorious Union enacted a policy of Reconstruction in the former Confederate states. Reconstruction was aimed at creating as smooth a transition as possible for the southern states to re-enter the Union as well as enacting economic and social changes. However, several factors brought about its failure, and as a result the consequences can be seen in the race problems we still have today. In 1862, President Lincoln appointed temporary military governors to re-establish functional governments in occupied southern states. In order for a state to be allowed to re-enter the Union, it had to meet the criteria, which was established to be that at least 10 percent of the voting population polled in 1860 must denounce the Confederacy and swear allegiance to the Union again.
Reconstruction was the rebuilding after the war. The Reconstruction period lasted from 1865-1877. Reconstruction was not only the physical rebuilding but also the “political, economic, and social changes” (Berkin, Cherny, Gormly, Miller, 2013, 417). The stages of Reconstruction were the Presidential Reconstruction, Freedom and the Legacy of Slavery, Congressional Reconstruction and Black Reconstruction. Reconstruction started off as a success. It united the United States. States that succeeded from the union had made new constitutions and accepted the Thirteenth, Fourteenth, and Fifteenth Amendments.
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.
During the late 1800s and early 1900s the American movement for Women’s Suffrage grew stronger until it couldn’t be ignored for any longer. Throughout this fifty year time span American women fought for the right to vote and eventually obtained their goal. Probably the most invaluable of the suffragists were Alice Paul and Carrie Chapman Catt, who fought relentlessly for their cause. Their contributions to the movement helped gain the support they needed to for women to vote.
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 Women’s Suffrage Movement was successful in that it achieved its original goal of earning voting rights for women. This movement officially began in the United States in 1848 at the first women’s rights convention in Seneca Falls, New York. They drafted 12 resolutions calling for voting rights for women and overall equal treatment of women. This historic conference created a primary goal of obtaining voting rights for women. The first national women’s rights convention was held two years later in 1850 in Worcester, Massachusetts. This convention held over 1,000 participants and started an annual national convention.
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 Anti-Federalists were not in favor of ratifying the new Constitution. Some Anti-Federalists wanted to keep the Articles of Confederation, others wanted to add some things and change some things in the new Constitution before they agreed to ratify it. Some very important Anti-Federalist’s were Patrick Henry, George Mason, and Richard Henry Lee. Anti-Federalists tended to be poorer and in lower classes than the Federalists. These people feared a central government and were afraid that the government proposed by the new Constitution could easily turn into a tyranny. The Federalists argued that the United States needed a strong central government in order to stand a chance against foreign powers, amongst other reasons that were all beneficial
The women’s suffrage movement was the struggle for the right of women to vote, run for office, and is part of the overall women’s rights movement. In the 19th century, women in several countries most recognizably the U.S. and england formed organizations to fight for suffrage. Beginning in the mid 19th century, several generations of woman suffrage supporters lectured, wrote, marched, lobbied, and participated in civil strike to achieve what many Americans considered a revolutionary change in the Constitution.
This chapter talks about social change and how it happens and the theories behind social movements. The five essay questions at the end of this chapter are answered below.
Finally, after the employee/union have made their case, reiterate the policy (do not give or mention any forms the employee has signed, not at this stage) and importantly, close the meeting. Do not go around and around allowing tempers to flare. Within the allotted time, give a formal short denial. In situations like these, a union may have very limited grounds in adding to the grievance and will have to proceed with what they have. Do Not Give Them More.