The Relationship between Organizational Management and Unions

1558 Words Jun 23rd, 2018 7 Pages
Management and Unions
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
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Prior to the arrival of unions in the workplace, conditions were considered unsafe and workers continuously moaned about poor wages and benefits. Unions pursued to improve the working conditions for members through fair and reasonable wages, quality healthcare and benefits; and safe working conditions and quality of life. The union represented the workers and through a collective bargaining process negotiated the interests of the workers. Collective bargaining helps work through tribulations with the organization. Collective bargaining is the process between employers and employees to reach an agreement regarding the rights and responsibilities of employees. This tool used to come to a collective agreement which concentrates on different things such as employees working hours, their pay their rights, rules and details of how to participate in company affairs. (Lewin, 2012)
Unions have had their share of developing troubles. The joining of two power house unions in 1955, American Federation of Labor (AFL) and Congress of Industrial Organization (CIO), reportedly had a collective membership of fifteen million. The AFL-CIO became the world biggest union and represented more than fifty separate labor unions in numerous industries. Leadership within both unions realized this as a way to considerably increase membership and starve off the belief of being an unimportant presence in the workplace. This move showed to be
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