Essay On How Can Wage Surveys Be Effectively Used In Collective Bargaining

Unions could help pursue these principles in a couple of ways. Employees that are represented by a union usually are more satisfied with their

Dan Swiney stated in his 2005 interview “The low road is where somebody thinks of their immediate self-interest in solving their particular problem no matter what it costs to somebody else.” When either a business or labor union think of their self-interest and think of no regards to what it could do, it hurts the other. This makes neither organization come out in the end looking better than the other, it does the exact opposite. On page 225 in chapter 9 of section 1 it states “Benefits now make up 30 percent of workers’ compensation. This adds up to a large cost for employers – especially since benefits like health insurance are becoming expensive.” If labor unions made the compromise of paying 50/50 for fringe benefits then businesses could have that extra 20 percent to help labor unions or help the business that will in turn benefit the employees. In the cartoon in the unit 3 essay warmup it states “Gentlemen, nothing stands in the way of a final accord except that management wants profit maximization and the union wants moola.” By having both organizations negotiate and try to reach a conclusion they both feel is fair they achieve their goal of making money and in turn the business can benefit by having productive workers and

the welfare of their employees and how they want to keep their employees satisfied in turn

Increasing the wage for all employees will cost a lot of money for employers. Business will be faced with two decisions, either “raise their prices”, or “simply cut employees or reduce benefits” (Williams). If they choose to raise up prices, then there will be no benefit for the increase of wage. Employees will get an increase in wage, but so is prices of almost everything. And if businesses choose to cut employees and benefits, then the number of unemployment could possibly arise, and the benefits such as paid vacations and PTO, can be easily get demolished.

The union will need to engage in intra-organizational bargaining in order to reach a greater consensus as to what is essential to our workers. By going through this process away from the bargaining table, we can come to the table with a firm and unified stance. We indent to do this in a number of ways. First, we can educate workers about how in actuality, their interests are aligned because a victory for the union is a victory for all members. For example, an improved pension plan does not only benefit older workers, but also younger workers because of the precedent that this proposed pension plan will set for their future pension plans. The same is true for job security. We will ensure the workers that we as their union are their agents in their desire to improve their wages and working conditions. This emphasis on unity will increase our relative power and aid us when it comes time for zero-sum bargaining.

In addition, an expanding conversation about how to end working poverty through decent jobs points out that is to not only important to make minimum wage, but an adequate living wage. For instance, the Raise The Minimum Wage Campain noted, “The minimum wage should be set 10% above the poverty line, using the Low Income Measure”. Unionization employees that get paid above minimum wage feel more comfortable and satisfied with their job, which indicates that they are less likely to resign from their duties. With skilled workers in greater demand, their job opportunities and their

If the economy is booming then there is likely to be a rise in wages to entice new people to work for certain companies. This could mean that a trade union forces a rise in wages because of how it views that the company is likely to have more money than previously meaning that it could raise the prices of its wages whilst keeping the same number of employees. This force by the trade union could lead to a standoff between the trade union and the employer, because the employer would argue that the workers were prepared to work before hand, and therefore it does not see the value in raising its wages just because the company is doing well at that point in time.

done studies that shows employees morale and work ethic increase when given a fair wage. This

At 1981, The George A. Hormel Meatpacking Company cut wages from $10.69 to $8.25 to claim the need to remain competitive. Companies threat workers that they either close one plant and then open it at lower wage places or exit the business directly. Local unions like P-9 firstly request that all the workers should stick to $10.69 an hour in ten or fifteen years that we could call its target point. The company didn’t agree, they asserted new member workers the company recruited would be paid two dollars less for the same work, which is different from the P-9 decision. Union P-9 refuses any concessions in the negotiation process at first, which proves it is an over-aspiring negotiator. It reveals its reservation point that keeping the $10.69 at least three years too early because it has absolute confidence to win the negotiation. But actually P-9 Local wrongly assesses the counterparties interests and BANTA and lead to final negotiation failure unavoidably.

company is getting up to 35 percent more wages. One point I'd like to bring up

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.

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.

They would want to earn high wages and keep their jobs. Employee is more of an internal stakeholder.

The employee’s morale is low, they feel undervalued and unappreciated. With inflation rates and lack of raises their take home pay is less than before and the employee’s perception is that the company is doing well. During some tough years before, the employees that remained had pulled together and working harder to help keep the company open, they now feel that since business is good, they have not been appreciated or recognized for their commitment. They are concerned about their benefits plan and pension changes that may be happening.

Some organizations are unwilling to show their reward systems and pay policies (Lawler, 1995). Many Human Resources professionals believe gender pay gaps to be resolvable through the monitoring of pay levels and communication (Report on Salary Surveys).Greater pay transparency has been a great benefit to the board, employees and managers as they now know what is happening across the business and they are able to confidently justify their actions (Commission Policy Report).All market-related supplements are recorded and reviewed separately from basic salary to ensure openness and transparency. Regular research market rates within the various labor markets in which they operate is undertaken improving transparency would also help to improve talent development, as employees would be able to see what they could earn if they wanted to move to another division and upgrade their skill set. (Commission Policy Report).