Case Study on Labor Negotiations

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.

Collective Bargaining is important in the employment relationship as it recognises the TU’s right to represent its employees for consultative or bargaining purposes and represents a fundamental and irreversible change in the employment relationship (Trade Union Recognition Institute of Personnel Management 1977, p24).

The Zinnia Labor Agreement Project was an insightful learning simulation. It was interesting, frustrating, and a unique experience. The project required keeping an open mind and approaching the simulation with an integrative approach. However, all parties involved in the negotiation process must take into consideration this same approach. Additionally, trust between management and labor union is beneficial. Trust can be a slippery thing when it comes to negotiating. Considering the reason management enters into negotiation with the other side of the table (labor union) is because there’s the hope of reaching a deal, ultimately trust is one of the things that’s going to allow both sides to

I feel the labor relations system as currently constituted is effective for resolving disputes as long as both parties are committed to negotiating in good faith. Although, I feel the current system is effective a further explanation of the systems strengths and weaknesses will better explain the effectiveness of resolving disputes. It is in both the companies and the labor interest to negotiate with as little third party interaction to come up with an agreement. In times when there are disputes their different course of action that start from a least costly without giving up power in the decision to the possibility of becoming more costly to either party and give up the power in the decision. As discussed in the text when an organization and labor cannot come up with an agreement a third party may be asked to come in to negotiations to resolve a dispute which includes mediation, fact-finding, and interest arbitration.

Two years ago the United Steel Workers organized the 400 workers at Maple Grove Foods, a food processing company in Western Ontario. Previously the company had been in operation for over thirty years as a non-union shop. Management had tried to convince employees not to join the union. The employees were paid quite well, in the view of the company.

During our negotiation with D.G. Barnhouse (DGB), we intend to utilize an integrative bargaining strategy with management. Before coming to this conclusion, we weighed the advantages and disadvantages of a distributive approach, however, we eventually decided to take an integrative and predominantly interest based stance versus a position based stance in our negotiations after assessing internal and external environmental factors. In addition, we settled on this strategy because we ultimately believe that management and the union share at the very least, one fundamental common interest, which is the firm’s financial stability. That being said, even with our plans to use integrative bargaining, we still plan to negotiate assertively to achieve

Colorado is one of nine states in which local school boards have latitude and discretion regarding whether to recognize unions or other organizations as exclusive representatives of employee groups. Of Colorado’s 178 school districts, currently 39 are known to have one or more collective bargaining agreements. The industrial labor model is used in these 39 districts to negotiate education employee pay, benefits, and working conditions, in addition to various union perks and

The AFT works to tear down the artificial barriers between contract bargaining matters and other professional issues, and reframed the education reform discussion to include teachers and paraprofessionals as decision-making partners. (Professionals, 2015) The federation entered in the last decade of the 20th century, with nearly 700,000 members, all the issues that the union has

Unions in America and globally are facing declining numbers compared to thirty years ago. Specifically, the teacher’s union are losing members due to work trends changing and political agendas. For unions to maintain their members they must adapt to current issues and partner strategically. Working conditions are not what they once were and now corporations are doing everything in their power to avoid employees seeking union representation. In this paper, we will discuss the teacher’s union, present day union issues, and the future of unions.

Particularly, it is not uncommon for negotiations, especially distributive ones, to become contentious to the point of breakdown. One of the many factors contributing to this peculiar event, is that discussion and advice to negotiators who wish to negotiate collaboratively, find they must deal with others who are reluctant to do so, in this occurrence however influence and power did not, though some intended otherwise. However, from March 12, 2011, to July 25, 2011, negotiations and conflict did not escalate and interpersonal relations helped “resolve labor disputes by decreasing the

Having analyzed the scoring scheme and weights given to each outcome, I realized that the most important outcome was obtaining a large federal loan from the government. In fact, obtaining a $2 billion loan outcome alone would satisfy the governor’s scoring scheme to support the project. Therefore, before going into the negotiation I realized that this issue would be a pivotal outcome in the negotiation for me. If I succeed in negotiating the right federal loan amount I could be flexible with the other issues in the negotiation but keeping in mind that the higher the score the better the result for the governor. My BATNA was to walk away from the deal where I would still maintain the 30 points in that situation which meant that if the result of the outcome was less than 30 points, I would vote against the deal.

The topic for my real world negotiation is to come to an agreement with my supervisor for a promotion as well as an increased salary. I currently work as a student assistant at the student services Planning, Enrollment Management, and Student Affairs (PEMSA) department. My goal is to increase my hourly pay from $10.15 to $12.70, a 25% increase. Having worked in this department for three years, I have taken on tasks not part of my job description such as processing return mail, data entry, and supervision.

Teacher Unions have evolved over time and have been essential in education equality and reform. Some now question the motivation behind these unions and whether or not they are now a barrier to reform, rather than a assistant. This paper will explore the evolvement of not only Teacher Unions, but the purpose and motivation behind said unions. Two of the most predominately known unions are American Federation of Teachers (AFT) and the National Education Association, NEA.

Collective bargaining is the process by which conditions of employment are negotiated between management, and the labor organization representing employees in the bargaining unit. However, “collective bargaining refers to a situation in which union members and officials meet with an intent to resolve any issues or conflicts, in an attempt to maintain relationships” (Holley, Jennings, & Wolters, 2012, p. 243). The collective bargaining process relies on four aspects: recognition of the meeting, meeting with appropriate parties, bargaining in good faith, and incorporating the reached agreement (Adam, 1997). Nevertheless, collective bargaining activities are governed by the National Labor Relations Act (NLRA). The NLRA requires bargaining

When entering into contract negotiations, the objective of each side is to obtain a contract of greatest benefit to their organization. This desirable outcome never happens by chance; it is always the result of careful planning. A critical part of this planning is understainding the role of power. This includes determining who possesses the power in bargaining, and establishing strrategies to bargain with individiuals who have more power than you. This power is needed to obtain the advantage in negotiating which will increase the liklihood of obtaining the goal (Lewicki, Saunders & Barry, 2011). Once in the heat of negotiation, it can be too late to try to catch-up on planning which failed to occur before the negotiation process began.