Assess the Advantages and Problems Facing an Employer Seeking to Manage Employee Relations in a Non-Union Environment.

Expectations: Work must be typed, 12 point font, double-spaced. Label each section appropriately with each number. Please check your work for complete sentences and grammatical errors. The answer for each section should be about a half to full page.

Initially, the intent of labor unions was for employed workers to meet together and collectively agree on fundamental workplace objectives and goals. The rise of the union came about after the Civil War, in the United States- responding to the industrial economy boom. Following the war, labor unions finally reached public popularity within the 1930-1950’s, and then again began to slowly decrease, through the 1960’s and on to today’s times. Although, the popularity of labor unions has decreased, its importance remains to be evident with politics, journalism, auto, and the public education industries.

Expectations: Work must be typed, 12 point font, double-spaced. Label each section appropriately with each number. Please check your work for complete sentences and grammatical errors. The answer for each section should be about a half to full page.

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I attest that the work submitted for this assignment is entirely mine, that no another person has written or dictated this assignment in whole or part, and that all material relied on (if any) is fully and properly attributed and cited.

From early 2006, ‘WorkChoices’ legislation has claimed to invoke protection against unfair dismissal for employees and prioritized individual contracts to undercut award conditions. It also restricted union on accessing to workplaces and industrial action Overall, the main external challenges are caused by financialization which including restructured product and labour markets, antagonistic employers and legislation restriction. In addition, internal challenges contained declining in resources and memberships, which made unions realised that small unions could not survive in a neoliberal environment. Thus, a structural reform of merger wave would be embarked to respond a declining density, resulting in increased membership services and union power.

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.

These ammendents included, among other things, the introduction of a non-union/collective bargaining system in the form of Enterprise Flexibility Agreements. The intention of the 1993 Industrial Relations Reform Act, for example, was to make enterprise bargaining the main process for determining wages and other conditions of employment. Awards continued to provide effective regulation for employees who were not enjoying the benefits of enterprise bargaining, even if award wages rose slowly and fell well behind wage increases in enterprise agreements (Bray etc al, 2006). The Business Council of Australia’s strong support for enterprise bargaining and for a weakened role for arbitration tribunals gradually became the mainstream position among most Australian employers, even among those who had previously supported centralized bargaining (Thornthwaite and Sheldon, 1996). This was the first time in history, in which the unions were excluded from having any involvement in all forms of agreement in relations to employment conditions in the federal jurisdiction. It was at the time of this introduction that it became evident that these agreements would allow employers to begin to de-unionise their operations and to accelerate their move towards a non-union status.

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).

Employment relation is one of the vital and critical parts of HRM. For making an effective and healthy relationship between employers and employees, it is important to understand the perception of employment relations along with its importance in an organisation (Wang & Chen, 2005). Thus, if an organisation fails to understand its significance of employment relations and unable to manager employer and employee relationship efficiently, this might lead to impact on the organisation power and will deter its strength and profitability. According to Singh (2011), employee relations is basically a study of regulations, agreements and rules through which employees are accomplished with collective and individual group, importance imposed to individual

Your assignment is to be not more than 8 pages double spaced using Time Roman 12 point font. It is to have an introduction and conclusion. You must include reference to the course readings or sources outside the course that you have consulted in preparation for this assignment. Be sure to properly cite your references and to provide a reference list following the conclusion to the essay. Make liberal use of section and sub-section headings in the structure of the

When we take a look into the organizational environment, two aspects come into play one being the union workplace and the other non-union workplace. Unionized workplace is that where the union negotiates with the employers for an agreement and makes a point that the agreement is followed out. In this agreement,the union talks about its wages, benefits and how their working environment will be. Whereas in a non- unionized workplace, the employer holds the right to make decision for the employees.This paper discusses the differences in the organizational environment of the unionized and non -unionized workplace.

Compare and contrast the role of the HR Business Partner with that of an external consultant. Evaluate effectiveness of a HRBP v an external consultant

The relationship between unions and organization is a touchy one. Dating back to the start of unionization in the 19th century, the two bodies have held opposing viewpoints. Unionization was formed from the opinion that organizations took advantage of workers and some form of a negotiating agreement was needed. There were documented events of workers working long taxing hours for insignificant pay; no healthcare coverage; dangerous working conditions; and gender and or racial discrimination. Companies believed that unionization caused less productivity which endangered profits. Companies also believed that unions interfere in daily processes, and limits the employer’s say over compensation and benefits. The

My signature indicates that this document represents my own work. Excluding shared data, the information, thoughts and ideas are my own, except as indicated in the references. I have submitted an electronic copy through Balckboard to be scanned by TurnItIn.com. In addition, I have not given aid to another student on this assignment.