Employee Unionization Efforts And Its Effect On The Level Of Value Added Essay

The role of unions and their importance has changed over the years. A mixture of poor wages, high unemployment, non-existent benefits and insignificant professional stability amongst the more youthful era makes a ready demographic for restoration. The younger era is the slightest unionized section of our general public today by a long shot. Unions are important in today’s society because checks and balances are necessary entities in business and government, so if CEOs are just focusing on themselves and profits, unions are a necessary check to all that corporate power. Today and in the future, labor unions will continue to play an important role in our country 's work force and the quality of life for working families.

Unions were a major turning point in Canada’s labor industry since they were meant to put the power of government behind the rights of the workers for them to bargain collectively with their employees on matters like working conditions, wages, and working hours. Trade unions were supposed to protect workers against arbitrary decisions like sudden wage cuts, layoffs and firing. Trade unions were majorly meant to protect the interest of the workers. Employers, however, do not like trade unions. In an economy that has a lot of uncertainty, employers want to have the flexibility of cutting wages, hiring and firing and also adding extra hours to the workers when there is a need. However, there is a decline in labor unions due to the current employment shift. There was a shift in employment from industries that had high unionization rates like the manufacturing and construction industries to occupations with lower unionization rates like retail trade and professional services. Even though most of the things trade unions did like ensuring comfortable working conditions have been enshrined in the law, trade unions are still crucial in ensuring workers are safe in their workplace.

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.

Employees generally seek union representation because they feel their workplace rights from their employer is not being met, or that they have an unfair disadvantage in regards to any needs or workplace desires. They turn to unions to help bridge the gap and ease the power differential that exists

Case 5-5, Bulletin Board Use p. 236 1. Is an employer required to have bulletin boards at the workplace? No, I do not believe an employer is required to have a bulletin board. My company does not have a bulletin board; with the use of technology such as email and intranet websites, a traditional bulletin board is not needed.

A Union Shop is an employer who is able to hire new employees on the the condition that these new-hires will join organized unions within a specified time. The unions, which are an organized group of workers, have the ability to impact wages, workings hours, benefits, and other work-related issues. However, with membership comes the requirement of dues paid for by the employees as well as the collective movement of all members to partake in strikes, and/or protests. Unions have made great strides in the workforce, specificially in response to the social and economic impact of the industrial revolution.

Introduction Today’s economic climate has lost and shed more jobs than ever. Organizations need unions to survive and a process to keep them. Under the present conditions, unions need to embrace revolutionary change. They need to experiment with innovative models and build on existing ones that have already proven their value that works for workers, business, and overall society.

Rachel Krueger, I agree with is that being proactive and preparing the management response is key to combat unionization. As management, we have an opportunity to guide other and provide us an opportunity to imitate God character. God character as provided in James 3:17 “…peaceable, gentle, open to reason, full of mercy and good fruits, impartial and sincere.” Preparation allows us to imitate these characterizes as manager. I like that you use a real life example (America West Airlines) and was able to show how they executed handling potential unionization attempts. This is important because it allow us the measure our theory our textbook material with real world application. I had not considered the use of antiunion flyers. Since the rights

• In this article, it discusses how teachers’ unions in Ontario being decidedly non-activist and rarely giving any voice heard about the union right. Teachers’ unions had pushed away from supporting themselves with other unionized workers and had refrained from employing of labour to bring to their members. The sudden growth in teachers’ union strength during the late 1960s and early 1970s resulted in the attempt to contain teachers’ forcefulness. In response, union leaders turned to mobilize their membership and to be heard without giving in to

Certainly, mixed opinions exist regarding unions. Some individuals view them with disdain, while others praise them for their value. “Employers with positive attitudes towards unions see them as contributing to a form of workplace democracy, enabling labor and management to join in improving conditions of employment” (Berman, Bowman, West, & Van Wart, 2016, p. 440). Unions can function to improve conditions for employees, and provide benefits for employees which are found in no other way. However, in this role, they may foster negative sentiments which have detrimental effects on the employee-management relationship.

In my company the positions that might be unionized will be the mechanics, electro mechanics and car painters. I would discourage unionization because the employees are responsible for themselves however I am always available to hear any complaints they have. The steps I will take to discourage unionization is, I will have a complaint box. If anything happens and my employees do not like it, they can complain about it. I would sit with the team and discuss the problem that has been occurring. If they continue to complain and do not like my proposal, they have to come up with the solution. If what the employee’s opinions are over reacting then, I would give them a direct answer, showing and explaining why their opinion would not work and mine

Difference in environments of union and non-union workplace 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

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).

Management and Unions 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

Managers appear to discourage staff from joining trade unions. Trade unions have been around for years. The amount of workers joining trade unions account for 27% of the workforce (Barrett 2009, as cited in, Rees and French,2013); although the membership of them are declining they are usually joined by employees to agree contractual terms between employees and employer. This is evident if the psychological contract between employee and employer may be ambiguous so levels of perceived fairness within the