Annotated Bibliography Of Employee Union

The history of unions in the US is based on a time line that represents workers struggling to organize unions. In the United States, the history of unions played an important part in the independence process for trade unions and everyday workers. Labor unions have played a tremendous part in molding the workforce as we know it since the passing of the National Labor Relations Act (NLRA) in 1935. However, not long ago, collective bargaining and unions opened the eyes of many Americans by negotiating with management about working conditions and pay wages. Whether they are still perceived as important today is still a major question. As noted in the text, union favorability ratings have declined from 35% to 7% over a thirty-year span. A questionnaire was distributed to a non-random sample (N = 50) to ascertain their attitudes and perceptions on labor unions. Sixty-seven percent of respondents believe that unions should be in every state with 60% of those in a non- Right to Work

This essay will look at various methods that have been used in the historical and modern context to give employees ‘voice’ which include Voluntarism, Trade Unions (TU’s) and

This article talked about the general things of the National Labor Union back in the 1800’s. It mostly talked about the negative effects of the NLU such as exclusion of women, racial prejudice, and failing to enforce the eight-hour labor law. The article did mention about groups of skilled, unskilled, and farmers were unable to share and participate in united political views unless they were intensely focused on labor union. After William Sylvis death in 1869, the NLU suffered politically and dealt with the Depression of 1873, where the NLU finally collapsed.

“I regard my workpeople just as I regard my machinery...When my machines get old and useless, I reject them and get new, and these people are part of my machinery” (Sands 12). A foreman at a textile mill in Fall River, Massachusetts spoke these words in possibly the worst time during American labor history, the Industrial Revolution. During the Industrial Revolution, large numbers of people in the United States flocked to work in factories where they faced long hours, unsanitary and unsafe conditions and poor wages. Labor unions, or groups of organized workers, formed in the United States to ensure workers the right to a safe workplace and a fair wage in the face of capitalistic factory owners seeking wealth. In exchange, union

Title: Unions have played a significant role in workforce history, have they outlived their purpose.

Being part of a union gives members the benefit of negotiating with their employer collectively, as part of a group; giving them more power than if they were to negotiate as individuals (Silverman, n.d.). Overall, unions demand fairness which can lead to the unions influencing and changing ‘managerial decision-making at the workplace level’ for decisions in which employees are affected (Verma 2005). Unions are also beneficial to have present in the workplace because their bargaining of better condition will often benefit non-members as the conditions negotiated with management are implemented across the organization with no regard to membership status. Management is also able to avoid union disagreement by benchmarking conditions to that of an already unionized workplace.

From this perspective, trade union is perceived not necessary and the role of it is creating conflict, and it is seen an unwelcome intrusion into the organization from outside competing with management for the loyalty of employees (Rose, 2004). Trade unions exist either as the result of wickedness or perverseness of individual employees, or because of a failure of management to anticipate and incorporate worker needs and concerns (Bray, Deery, Walsh and Waring, 2005).

The role of management and unions in society today is to protect the employee. The management team needs to make sure she/he is treating the employee fairly, needs to provide a good work environment. If management fails to do a good job and the employee feels discriminated, treated unfairly, feels discontent for different reason, management does not want the union to get involved, they feel respect for unions and will do whatever it takes to make their team happy. This is why so many companies have employee parties, employee recognitions, etc.

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.

A union is an organization of workers who join together in order to have a voice in improving their jobs and the quality of work within the organization. In many occasions, unions help employees of an organization negotiate pay, benefits, flexible hours and other work conditions that may arise. Unions have a role because some degree of conflict is inevitable between workers and management (Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an organization.

Labor Unions have become an important factor in our industries. For many years, labor unions have served as the main voice of the workers to their employers. The continuous effort of labor unions in helping the laborers ensure their rights in their jobs, acquire all the benefits they need and to eliminate the injustice experienced by workers in their workplace is still an ongoing process. In order to understand labor unions in general, knowing the roots of it is the best way to start. In this paper, the progress of the labor unions throughout history, the issues faced the developments it achieved, laws passed and the problem faced by today’s unions will be tackled.

“Collective voice achieves what a lone voice could never do”. Collective representation is also the foundation of a partnership relationship between employers, employees and unions that bring positive benefits for the business (Prosser, 2001).

With globalization,many changes have been brought up in the workplaces that are leading towards more flexibility and enrollment of the employees (Tong Fay and Anil Verma,2002). “According to a survey -unionized workers across Canada earned$5- 28/hour more than non-union workers; Women with unions earned more too and got paid more fairly (Why unions? ,2015)”. Thus ,it gives us an idea what changes are being brought about by the unions in comparison to non-union when it comes to the wage sector. The union workplaces give a chance to the members to bargain for their benefits which includes not only social well being but also the say,the right to speak up about their own views therefore giving them the chance to talk about their problems. The union have been progressed to give a fair wage

Besides, power imbalance between employer and employee in the workplace seems to be unavoidable. As noted by Wilkinson et al. (2014), employees are citizens who have the right to be informed and consulted; therefore, the aim of employee voice is to communicate with management and express employees’ concerns about their work situation. Nevertheless, in recent years, decreasing union density has gradually shifted the form of voice in most organisations and countries from collective and unionized channels to direct and individualized mechanisms (Wilkinson et al., 2014).

David Brody argues that the rise of contractual or collective bargaining relationships during the post WWII era formalized the relationship between employers and unions. The use of collective bargaining agreements to resolve workplace disputes weakened unions and the power of workers. Other actions, such as using collection bargaining as a form of substitution for direct action and using it instead of the strike for grievance and arbitration procedure served , also has weakened the unions and the power of workers. The rise of contractual or collective bargaining relationships changed the dynamic of the workplace, shifting the power from the union side to towards the employers. The perspective could best be argued suing Weber’s theory and