Labor Management Case Study Essay

The main reason of the rise of labor unions was the quick industrialization of the US economy. During the post-Civil War period, the US economy became extremely industrialized. This meant that more and more people were working in factories owned by large companies rather than working in small shops for themselves or for small businesses. In addition, large numbers of immigrants were coming to the US. They created a huge pool of labor that made labor prices go down and the quality of working conditions.

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.

During the Progressive Era of the Gilded Age, many laborers were being mistreated by the companies that they worked for. Because of this, workers started forming labor unions or organized association of workers, formed to protect and further their rights and interests. Many of these labor unions failed, while few of them achieved their goals and still exist today. Many factors contributed to the failure of these labor unions. The labor unions were given a bad image, the reason for this was the media, and they did this by publishing articles depicting the unions as violent, communist groups. The government supported big business during this time, since the government had a lot of power; this was a huge setback in the labor unions’ battles.

than $5.15 an hour. Overtime pay at a rate of not less than one and

The National Labor Relations Act (NLRA), also known as the Wagner Act, was enacted in Congress in 1935 and became one of the most important legacies of the New Deal. Prior to the passage of the NLRA, employers had been free to spy on, interrogate, discipline, discharge, and blacklist union members. Reversing years of federal opposition, the statute guaranteed the right of employees to organize labor unions, to engage in collective bargaining, and to take part in strikes. The act also created a National Labor Relations Board (NLRB) to arbitrate deadlocked labor-management disputes, guarantee democratic union elections, and penalize unfair labor practices by employers. The law applied to all employees involved in the interstate

In her book, Labor and Legality: An Ethnography of a Mexican Immigrant Network, Ruth Gomberg-Muñoz describes the lives of ten busboys, she referrs to as the Lions, living and working in the Chicago area. Gomberg-Muñoz provides an insight into the lives of these undocumented Mexican workers. They share their stories of crossing the border, the affects of their absence on family back in Mexico, and the daily struggles of living in a country without the benefits of citizenship. The Lions, as well as other undocumented Mexicans, have to face Americans stereotypes every day. Probably the biggest stereotype the Lions contend with is the belief that all Mexicans are hard workers.

Between 1875 and 1900, with the growth of industrial factories that pushed the American economy to the top. Big business owners, such as Carnegie and Pullman left workers in horrid conditions and with low wages they could barely survive on. There was growing tension between the organized workers and the management of the factories. The workers went on strike and rioted, but this did little to help the horrid conditions they were living in. Organized labor was not successful in greatly improving the position and living of workers. During this time workers were not seen as individuals, but as part of a machine to get a job done. The strikes that occurred were often violent and fatal for both sides. Lastly, society saw the labor unions as evil

Labor Unions have had an effect of American history as well as world-wide history from the time they became popular. Following WWII Americans were predominantly pro-labor, however, as time went on union’s credibility fell short of perfect. Union strikes proved to be bothersome to both the general public and company. Unions were also suppressing to employees through fraud and lack of worker rights (in earlier years, before Acts were passed). Although Union labor had its shortcomings, this type of labor is noted to be the most productive and economically beneficial. With both sides shown, I feel Unions will again thrive in the future with a few key adjustments made.

Throughout American history, labor unions have served to facilitate mediation between workers and employers. Workers seek to negotiate with employers for more control over their labor and its fruits. “A labor union can best be defined as an organization that exists for the purpose of representing its members to their employers regarding wages and terms and conditions of employment” (Hunter). Labor unions’ principal objectives are to increase wages, shorten work days, achieve greater benefits, and improve working conditions. Despite these goals, the early years of union formation were characterized by difficulties (Hunter).

The labor union movement over the years has shaped the way individuals work and live for both the nicest and unpleasant. Some would think the unions influence has created a power struggle between management and union leaders. In today’s time, some citizens insist the existence of unions are a must to aid in employee freedom, while others view the labor unions as just another problem in the line of progress. The purpose of labor unions was for employed workers to come together and collectively agree on fundamental workplace objectives. The rise of the union came about after the Civil War- responding to the industrial economy. Surprisingly at the least unions became popular within the 1930-50’s and began to slowly decrease,

The National Labor Relations Act (NLRA) started in July 1935 to protect the rights of employees, rather, they be union or nor-union employees (Pozgar, 2012). The employees are protected under the Act or may employ in bubble-like, rigorous goings-on in situations other than the customary union organizations and cooperative bargaining. The National Labor Relations Board regulates the employers from interfering with the rights of the employees to implement or organize and join with a groups that offers assists with collective bargaining purposes like organization union or joining one (Pozgar, 2012). The employer may not restrain, coerce or stop employees

For the firth week of Human Resource Management, the focus on labor relations, global management, and functionality of human resource management. Each chapter focused on how human resource management is incorporated in various areas of business. From Chapter 14, I was able to learn how labor management is handled in the United States. This chapter focused on labor unions and the various strategic measures that are involved with labor management. Chapter 15 focus on the expansion of international and global markets. “The environment in which business competes us rapidly becoming globalized; more and more companies are entering international markets by exporting their products overseas, building plants in other countries, and entering into alliances with foreign companies” (Noe, Hollenbeck, Gerhart, and Wright, 2013, p.650). This chapter was very informative regarding international markets. Chapter 16 focused on the roles of Human Resource Management. This was the main focus of the class, and learning how HRM plays an important role in a business.

O’Neil (1998) suggests six minimal criteria for the design of a performance based pay system. The first of these criteria is that the reward system should be self-funding, that is, the performance increases should as a minimum offset the cost of the rewards provided. The second criterion is that the distribution of the rewards must be consistent, fair and justifiable. In addition reward plans must be transparent and clearly communicated. The third criterion

In addition, the following elements form an integral part of Your Way Property Services work stoppage prevention plan:

Aguinis (2013), teaches us there are many factors that contribute to organizations complimenting an individual performance management system with a team performance aspect. Increased pressures for global competition, the need for product innovation, and the reduction of hierarchical levels in the organization allows for a natural extension of a system that focuses on individual performance only. This paper will analyze the team based reward system designed for the State of Georgia by Georgia’s Department of Human Resources. First, will discuss the positive and negative aspects of their reward system. Next we analyze the labor relations issues facing this reward system and uncover and legal implications the State may be facing. Finally, this paper will make a recommendation to the State of Georgia to improve its current reward system by also taking into account labor relations and legal implications.