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

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.

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.

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 between employers and their employees. In order for a group of employees to obtain representation, they must undergo an election process to choose their union or decide if they, as a unit, want a union at all (Cox, Bok, Gorman, & Finkin, 2012). Here, we will discuss the history of and changes to the manner in which employee votes have been counted to determine an outcome in these elections.

Unions have a long and sometimes contentious history in Canada, although they are also the source of many of the labour laws and standards that we have come to accept as normal. However, since the 1980s, an increasing trend towards favouring neoliberal policies has erased many of the social welfare and employment standards gains by unions, with particularly harsh effects on more vulnerable populations including women, immigrants, younger workers, and Aboriginal peoples. A striking example of these shifts is seen in the restaurant sector in B.C., where recent controversies with Canada’s temporary foreign worker program has at least brought some discussions of worker’s rights to the headlines in regional and national newspapers. Unfortunately, despite this new attention the current political climate continues to be hostile to workers’ groups and to workers’ rights.

In a unionized environment, employers exert their power mainly by working against union organizing. Their most important goal is to be union-free. Efforts to control organizational costs have also contributed to employer’s resistance to unions. The management may work towards sidelining union membership by designing work in such a way that it creates a work culture that increases employee commitment and job satisfaction. Employers use a variety of methods to refrain worker’s from organizing campaigns and unionize. Their efforts range from hiring consultants to distributing leaflets and letters to presenting the company’s viewpoint at meeting with employees. Some employers also

“The trade union movement represents the organized economic power of the workers... It is in reality the most potent and the most direct social insurance the workers can establish.” Samuel Gompers. A trade union is an organization of workers who have come together to achieve common goals such as protecting the integrity of its trade, improving safety standards, achieving higher pay and benefits such as health care and retirement, increasing the number of employees an employer assigns to complete the work, and better working conditions. Unions are of a great benefit for workers and communities as being in an union delivers better pay alongside benefits and a right to fair treatment becomes enforce. Displayed by the Canadian Labour Congress’s

Employers initially resisted unions as they were seen as a ‘tool of worker power’, and some countries even banned the groups all together (Baoill 2011). Although these restraints have been lifted, restrictions and guidelines have been put in place by government bodies to govern union activity; and employees internationally have the right to form unions (Baoill 2011).

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

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).

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

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

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

program. In the program, a driver with a company for six months will grant drivers an option to this program. In the contract negotiation after three or four years, the driver can give that company $1 and walk away with the truck. There have been numerous reports on companies snatching the track away for several reasons after drivers get close to horning the contracted agreement. One of the reason, drivers can’t finishing paying off the truck is because companies reduce, the amount of loads a driver can haul. This will affect the amount of pay a driver receives on meeting a commitment of the contract. They also will place hiding locks on the website, where owner operators can’t select loads that will give them a fair change on paying their

Within the last decade, EWI generated over $15 million in profits seven out of 10 years (Colorado State University - Global Campus, 2015a). However, a recent drain on employee motivation is causing EWI’s productivity to decline and error rate to rise (2015a). Subsequently, three of four unions representing 80% of the employees at EWI are pushing labor to confront management on issues affecting the workplace (2015a). Union-filed grievances at EWI rose to 37% in the past three years, whereas grievance percentages in industry-related organizations remain consistent (2015a). Leaders at EWI are asking the human resource (HR) consultant to explain the impact unions has on manufacturing production, reasons for volatile labor relations, and strategies to promote conducive relationships between unions and management.

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