The Trade Unions Affect The Productivity

This essay will look at various methods that have been used in the historical and modern context to give employees ‘voice’ which include Voluntarism, Trade Unions (TU’s) and

According to the Mainstream Economics school of thought, there is not a labor problem, in their eyes there might me a labor situation which will work itself out naturally. Having no problem with labor, there would be no solution, having nothing really change the Mainstream Economics school of thought. The ‘mosquito' in the Human Resources school of thought is poor management, and if management can be improved then employees will feel more appreciated better wages will follow due to the realization of the value of the employee. Therefore, employees will be happier in the workplace increasing productivity. In the Human Resources school of thought, the improvement to management will create a balance between efficiency, equity, and voice. In the Industrial Relations school of thought, the labor problem is blamed on the unequal bargaining power given to large corporations and so little given to the individual workers. Industrial Relations' solution to such inequality of bargaining power is to increase workers bargaining power through organized unions to create collective bargaining. In a different scenario the cause of the labor problem lies with the control of societal institutions and the means of production for the benefit of certain classes; this is through the lens of Critical Industrial Relations school of thought. This extreme school of thought calls for an extreme solution; being that there should be a significant restructuring to the nature of capitalism. Critical Industrial Relations is the most extreme thinking and is sometimes referred to the Marxist school of

If we try to change our working futures as individuals, we will never have the best lives we are capable of having, but if we unite as a union to stand up for what we believe in, we can successfully, positively define our futures. Without the union, the working citizens will always be treated like animals, but with the union, workers can one day be treated appropriately. One way in which the union will improve workers’ lives is by giving benefits, which means a worker take a day off of work without getting fired. This also means if someone happened to get hurt on the job, they could take as much time off as they needed, without their position being replaced. Furthermore, the union will secure workers with less working hours, so they have more time to spend with family and doing personal interests. Along with these examples of what the union will do, it will provide numerous other benefits not mentioned. Together, if we unite as one, we can create a higher quality and optimistic working future through the

Targeting our key factors: union instrumentality, job dissatisfaction, general union attitude, and collective social identity (Budd, pg. 205). To address union organizations, I would emphasize how much unionization could be damaging to our company and employment. Unionization could potentially harm the status of the company and lead to failure, especially considering the fact that we are not competitive, and solely deliver

Trade unions can be very powerful organisations, however their power does not inevitably lead to increases in wage rates, but not always.

If management were to control union operation within the workplace, unions could be eradicated all together as they pose a threat to management being able to make all decisions affecting the workers using their managerial prerogative.

Todd (2012) has interviewed employer association representatives and examined their public statements and submissions. From her research, she questions whether the changes to the industrial relations system that employer associations advocate would enhance productivity. With regard to issues such as penalty rates and job security, there is evidence that these relate to cost cutting and enhanced managerial prerogative rather than productivity. Discuss

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).

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.

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,

“Collective voice achieves what a lone voice could never do”. Collective representation is also the foundation of a partnership relationship between employers, employees and unions that bring positive benefits for the business (Prosser, 2001).

The union advantage is even greater when you compare the percentages of union vs. non-union workers receiving specific benefits:”

Given the 21st century table in our text we can clearly see the differences of today’s managers in comparison with yesterday’s management styles. The 21st century manager is a more positive approach to dealing effectively with employees. In the past when the capitalist society and its capitalist factories and organizations were flourishing, the employees were pushed to their limits. Unions were subsequently formed to deter any potential wrongdoings and unfair labor practices. Today there are some unions, but are they necessary?

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.

The Decline in Union Membership has Helped to Improve Industrial Harmony Assess whether the decline in Union membership has helped to improve industrial harmony. From 1979, the British labour market has experienced an era of de-unionisation that is still occurring at present. In 1979, 53% of workers were union members (Machin, 2000) and by 2004 only 27% of all workers were affiliated to a union. In the 10 year period between 1991 and 2001, there has been a fall in membership of 15% (Labour Market Trends, 2001) Trade Union Memberships, Britain, 1989-2003 Source: office of national statistics