The Union Of A Human Resource Director

As your union organizer, I wish to dispel some of the inaccurate information you have been receiving concerning union representation. I want to provide you with facts that will help you decide if you would like to be represented by a union. A recent article in a leading human resource management textbook noted, “Workers dissatisfaction with their jobs and, in particular dissatisfaction with their wages, benefits, and supervision are most related to the tendency to vote for a union” (Bernardin & Russell, 2013, p. 327). These are the exact reasons we want to form a union here at ARC to represent our interests as

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.

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

Why Labor Unions Are (A Short History of American Labor) Still Effective In America Today Labor, or trade, unions first started in America in 1794. They came about as a means to protect workers common interests. These labor unions were crucial in providing for fair and safe working conditions. They helped to put an end to long hours and little pay and child labor.

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.

Our responsibilities as workers are to get the word out and get other workers to agree to form a union. We are allowed to do this by distributing union literature, wear buttons, or solicit co-workers (NLRB, XXXX). We also have the responsibility to make sure this does not interfere with work. Make sure you are not conducting union activity on work time, because that is one thing that management can enforce on us trying to form a union.

Labor unions are an organized association of employees who come together who would all like to better the relationship with their employer. They have power to impact things such as wages, job training and other work related issues. So why would employees want to start and organize a union? Well, one reason employees would want to start a union it’s usually because employees are dissatisfied with something in their job and they would like to fix it. The ‘things’ they would like to fix could range from something as basic as wages and to job security (Hunter 1).

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.

The strategies used by U.S. companies today to keep them union-free and why is it critical to the success of an organization in meeting its goals and mission is a process of defining its strategy, or direction, and making decisions on allocating its resources to pursue this strategy would be for business owners to: 1) take ownership of policies and decisions of management and not place unfavorable decision-making skills solely on management by thinking and acting proactively 2) creating a competitive advantage in their organizations by taking the actions in which union formation in their organization will be forced to show it’s face at their competitor’s door 3) allow all employees to openly communicate with management regardless of complaints and concerns. For instance, this open communication would include: surveys, suggestion boxes, an open door policy, bulletin boards, job orientations, a variety employee benefits (attendance and safety bonuses), and company events such as holiday parties 4) wages should be evaluated on similar situated employee of other companies to determine if their workers are being paid a competitive wage 5) analyze internal compensation levels (from salary/wage to ranges/rates) to determine if compensation is competitive for industry standards. If there are any discrepancies on any level of an organization that do not appear within reason, they should be evaluated.

The Human Resource Department will be renovating our current structure to emphasize strategic partnership with our internal clients and maximize human capital’s highest potential guided by legal compliance and IT Company’s mission and values. Our transformation will include streamlined processes parodying the organization’s structure to provide our clients with world-class and highly specialized service. Human Resources have been an integral part of IT Company growth as it partners with leaders and human capital to meet the company’s objectives and goals. Human resources success begins with attracting the right talents, retaining top talents through employee development and total rewards (benefits and compensation), and measurement of progress for continuous improvement. A comparison of current and future state will serve as a compass in revolutionizing the human resource department through distinct organizational model. The human resources transformation will consist of three units, shared services, human resource operations and center of strategic excellence. Each unit is will increase partnership with internal customers, leverage of knowledge and proactive approach to doing business with management. The structure is expected to be versatile with economic change, and cost savings is a long-term expectation.

The union and staff development committee were responsible for coming up with the different policies for the teachers and their rights. The first policy that we were presented was about the teachers and the union. In order to join the union the teachers will pay fifty dollars a month that will give them many different benefits, there will also be staff meetings, and teacher appreciation week. I feel that as a future educator this policy is extremely important in making sure that teachers are successful. Being in a union has many benefits, not only the discounts but it also gives teachers support and they are able to find help if they need it, it also provides a sense of unity by knowing that they have someone behind them. Having staff meetings allows the teachers to be able to collaborate with one another and collaboration is extremely important in making sure that the students are being taught the same thing and it allows the teachers to talk about any problems they may be having with teaching, whether something is not working or something is creating a problem in their classroom. I feel that all of the parts of this policy benefit the teacher in making sure that they have the support that they need and allows them to work out any problem that they are faced with. The next policy is about teacher pay and where the pay should start at for Seeburger Heights and when you should get a raise. At Seeburger Heights we are going to start off paying $50,000 per year for teachers

     The past of Unions is indisputable; however, the outlook can be altered to form a promising future. The reversal of history can be done through reconstruction and restatement of workers rights. A reestablishment of worker liberties should be considered in order to clarify any confusion in which present and prospective employees are faced with. Unions are notorious for being tyrannical and inconsiderate towards employees and thus union heads should confront this issue head on and give workers a voice (i.e. vote). In order to regain union strength in today’s society I believe Unions must give workers honorable rights and a democratic right to be heard.

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).

In this paper we will talk about some important qualities a leader can have that will make them ideal for dealing with these kind of situations. We will also discuss some strategies and mitigation efforts that the upper leadership of both the Union and the Corporation can utilize for fair and equal consideration.

Question-1: Discuss the relationship between corporate human resources structure and operations at the plant level. What impact, if any, did that relationship have on the situation described by Newcombe?