Human Resource Management Final Exam

Labor unions represent workers interests and the collective bargaining process provides a way to manage the conflict (Noe, 2003). More than ever, union employees have come to see unionizing as a way to achieve an

3. Why is it important for HR management to transform from being primarily administrative and operational to becoming a more strategic contributor?

The document outlines the pros and cons of labor unions in America. The analysis takes into consideration how unions have improved the working environments for workers, and may continue to do so. The paper considers the power of unions for net social benefit, including the role they play in lobbying lawmakers, using collective bargaining to advocate for employees, and the prevention of abuse and discrimination. The cons of labor unions are also addressed. These drawbacks to labor unions include but are not limited to: decline in competitive advantage for American companies, corruption, potential decrease in productivity, possible reduction in employee motivation, and increased inefficiencies.

Furthermore, one of the most efficient recommendations is to improve human resource management strategies and management styles. The idea is to create a comfortable atmosphere in the working place fostering the desire to communicate openly and protecting the right to voice as one of the primary needs mentioned by the employees (Mayhew, n.d.). In addition, it is supposed that changing the format of the representative campaign to purely informative instead of the forced imposing of anti-union moods might have been a productive step because it might have enhanced trust to senior management due to providing relevant and accurate facts instead of trying to manipulate employees and create the environment and moods beneficial for the leaders of SGA Industries. All in all, the company might have found interest in studying the strategy deployed by the union because it has caught attention and gained support among employees. For example, switching to television and computerizing instead of distributing newsletters might hint at the modernization of the working environment in the future helping win

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.

I, Marion Forbes the recently appointed senior human resources manager at Hallington Utilities Services (HUS), am facing with a dilemma; work out HR strategies with the Organizations mission and handle employee’s issues and concerns. HUS has made changes due external and internal factors encountered in the market as well as the new regulations happening within the sector. All are very complicated and my main issues are privatizing, downsizing, unionization, motivation, training and compensation. With the information collected, I need to figure out

d. Do not voice your opinions or feeling about the union to the employees unless asked, if asked make it clear that this is your own personal opinion and that it should not influence anyone’s decision on how the feel about unions; ensure them whatever decision they make they do not have to worry about threats or fear of reprisals if they support the union. Finally do not make any implied promises to employees in exchange for their vote.

“Robert Tobias (2010) argues that to be effective, human resource managers need to embrace the possibility of positive and productive relations with labor unions.” (Riccucci pg. 10-11)

It is easy to see why companies do not want their workers to join unions. If workers join a labor union, the company will be split in half: the union vs the employer. Companies may be forced to change the way they run the things such as how much they pay their employees, how many benefits they have to provide, the safety requirements for the

What the union can do to help labor is to increase pay, help fix or get improvements in working conditions, or increase benefits, like vacation time, health benefits, etc. For example, according to Walters & Mishel, “unions raise wages of unionized workers by roughly 20% and raise compensation” (2003). So unions play a pivotal role in taking our issues as workers and taking those issues to management to represent us. Some of the advantages of forming a union is job security since termination of an employee has to

In developing a labor relations strategy, the first step is to carry out an analysis of the current status in terms of the organizational practices in labor relations and assessing whether that is compliant with the expectations as set out in the law. According to the Federal Labor Relations Agency (FLRA) it is important for all organizations to carry out an in-depth analysis of the current position before determining the need for the organization to have in place a labor relations strategy (Dean, 2009). The analysis will help an organization determine its levels of compliance with the law and how well it relates with the labor union representing their employees and thereby be in a position to develop appropriate goals for the strategy the organization chooses. In line with this, there are five key legal principles that the government has set that apply to both unionizable and non-unionizable employees of an organization. These are:

Is it in the workers’ best interest to unionize? As part of their retention and benefit plan, many companies offer stock options. Do stock option plans for unionized companies perform better than for non-unionized companies? This question will be answered by a study authored by representatives of Rutgers University and New York Institute of Technology. Do the proposed union rules by The National Labor Relations Board and the Department of Labor help workers and support job creation? Two major components of the proposed legislation are snap elections and the formation of micro unions. According to James Sherk of the Heritage Foundation, these measures would undermine employees’ rights and discourage job creation. Data from a Hearing before

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.

2. The collective value of the capabilities, knowledge, skills, life experiences and motivation of an

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