Essay On Re-Analysis Of Management In The Workplace

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.

As a Naval Officer I had the opportunity to experience both leadership and management. Today's Navy operates with fewer people and resources than before. Therefore, leadership and management are more important than ever. Very early in my career I was taught leadership and as I advanced through the ranks I experienced management.

Within this assignment I will describe my understanding of the links between management and leadership, the skills and styles of management and leadership, the application of management and leadership theories in an organisational context and planning for the development of management and leadership skills.

The workers are needy for their approval, work extremely hard to avoid punishment, & and are to scared/dependent to quit/go on strike (Colleen: 119)

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.

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).

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.

History shows that there has been conflict of power within the workforce between union and management. This essay will discuss if management should have the right to determine whether a union should operate within their workplace. It is necessary first to discuss the roles of unions and management in the workplace and discuss both points of view on the power distribution between unions and management in the workplace.

The company needs to get the employees on board and support them. The staff do not seem to think the company has their best needs on board and are looking to join the Unite trade union, which the company does not recognise. Trade Unions are not there just to protect their members in matters against their

Management can play a vital role in shaping their workplaces. A manager can invoke increases in co-operation and harmony amongst themselves and workers by addressing key issues that affect both groups. Management can facilitate this, for instance, by implementing plans that attempt to eliminate the issues that many workers face day-to-day such as monotony and fatigue (which have negative effects on productivity). Managers can reduce fatigue and monotony with job rotation and job enlargement, for example (Krahn, Lowe, Hughes, 2011 p. 264). Management can attempt to increase morale in their workplace by involving workers in decision-making processes normally closed off to managerial personnel; for instance, the addition of a new technology that a group of workers will eventually have to use. A manager could adopt a normative approach to managing their employees by conveying true, not fabricated, trust and interest in their employees and the work process as well (Krahn, Lowe, Hughes, 2011 p. 241). A manager could show this by doing the actual labour himself for a day or week or going out on the shop floor and asking meaningful questions. Since unions serve to represent the mass of workers they can work alongside management teams to better shape the workplace. The union,

Successful organizations have strong leaders and managers that develop, support and encourage employee longevity within a company. There is a significant difference between leadership and management however both skills have to be used collectively and both are important to a profitable organization. Leadership is a notion of communicating an organization’s vision, whereas management is more of the implementation of the organization’s vision. The manager typically carries out the responsibilities written by the organization and has a good team underneath them to carry out the duties and meet the goals. Most companies have a mission statement that mirrors and supports a company’s vision. When referring leadership and management, the two

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.

Every manager must have a set of principles, values, and core beliefs that he must follow. These principles, values, and beliefs make up his philosophy of management. Webster defines philosophy as “the most basic beliefs, concepts, and attitudes of an individual or group.” (Webster) I will be discussing the principles, values, and beliefs I as a manager will have to do my job efficiently. I will also discuss the different biblical beliefs that support my management style.

Whether you love him/her or hate him/her everybody has one…a boss. Most people have their own opinions as to what kind of boss it is that they would like to work for. Most would probably agree that the worst kind of boss is a new boss. This is more than likely due to people’s extraordinary fear of change and the unknown. Whatever the reason, the employee always has the option to leave their position and seek work elsewhere. The same can not be said for subjects of states, who by no action of their own, were to be ruled by a new prince. Just as varied as the ways in which one “inherits” a new boss, likewise new principalities have an abundance of ways of being acquired. Niccolo

Management in business is the coordination of people to accomplish set goals efficiently and effectively. It comprises of planning, organising, staffing, leading, and controlling an organisation. Management itself is also an academic discipline, a social science whose object of study is social organisation in order to accomplish a mutual goal.