What Are Good Industrial Relations?

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.

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

“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)

The history of trade and industrial union has in the past year been very powerful and proficient when influencing members, employers and politicians. Recently, they have evolved to become less powerful and influential. This is because of the major relapse of the membership of unions and also the government disparaging trade unions in the area of workplace relations. Some governments marginalized those unions in order to significantly reduce the role played by unions by reorienting the relations among and between the employers and the employees.

This paper will explore the role of labor unions within the Unites States. The effectiveness of Unions and how they are important for the stability of the American economy. Unions provide many benefits to employees due to the working relationship with management and politicians in the U.S Congress. Some of the benefits that provided by unions are, paid vacations, pensions, an 8 hour work day with breaks and social security benefits. Unions are continually fighting with politicians and the State Government for better benefits. Will discuss the role of HRM’s employee relations within the organizations and what role the government should play.

In a unionized environment, employers exert their power mainly by working against union organizing. Their most important goal is to be union-free. Efforts to control organizational costs have also contributed to employer’s resistance to unions. The management may work towards sidelining union membership by designing work in such a way that it creates a work culture that increases employee commitment and job satisfaction. Employers use a variety of methods to refrain worker’s from organizing campaigns and unionize. Their efforts range from hiring consultants to distributing leaflets and letters to presenting the company’s viewpoint at meeting with employees. Some employers also

This Paper is a systematic review of articles relating to labor unions and how they affect the workplace. Labor unions are becoming a part of the past workforce as we move forward into the modern workforce and the right to work laws. In general the literature pointed to many different benefits of having a unionized workforce. These benefits are on both sides of the line, employees and employers. These benefits can range from group bargaining during contracts, protective action when to come to discipline, and overall organization for employees. On the employers side the union brings organization when it comes to discipline, and gives direction when it comes to policies and procedures.

This essay will answer the three essay questions put forward. Firstly, it will briefly explain what is meant by employer militancy. It will outline the main features of the aggressive approach adopted by employers in their relations with trade unions since the 1980’s. Secondly, this essay will describe the changes in employer actions towards unions. It will outline the different phases that have

Workers have and always will be the most valuable asset a company has. Without employees, no business can function. Because of employees’ worth, businesses are obligated to satisfy their employees needs and this was accomplished by the formation of the labor union. Before the formation of the labor union, employees had no say or voice. After, however, labor unions acted as the employees’ voice to their employers. The historical changes of the labor union have shaped what labor unions stand for today and what they will stand for in the future. By understanding the historical timeline of the formation and development of labor unions, it is easier to understand the problems that we face today and in the future as a modern society.

Labor Unions otherwise called Trade Unions can have a tremendous effect on the employee-employer relationship. Employers have different positions regarding labor unions. Some are opposed to unions and resist organizing campaigns, some remain neutral others are pro-unions and encourage the partnership. Environments where employers are opposed to unions and or where active organizing campaigns exist can become hostile

Dunlop states that the industrial relations system is seen to be 'comprised of certain actors, certain contexts and ideology which bind the industrial relations system together and a body of rules created to govern the actors at the workplace (Blyton Turnbull, 2004, P27). And

Individuals have been at work for thousands and thousands of years. Over the last century there have been many changes in the United States that protects workers in their positions and the duties they perform. There has been many changes for employers as well that protects companies and organization and offers beneficial information to keep them in compliance with changes and away from any from and form of discrimination. Over the last century there has been the organization of Unions (Bargaining Unit) in which are to protect workers in their positions, give them fair marketable pay and be the liaison between the employer and employee. Union organizations represent employees and negotiate contracts that

Employers must respect the role of the union as the only and restricted agent of the employees. Respect between the employer and the union, on behalf of its employees, is the key to a successful relationship. The association between parties must adhere to the employer 's exclusive right to manage its operations and to direct its workforces. Both parties must identify and acknowledge their respective rights and obligations under labor and service legislation and, under a cooperative agreement, the rights and duties of the employees covered by this agreement (HR in an Unionized Workplace).

In conclusion, the brief history of more than one hundred years of the modern trade union movement can only touch the high spot of practices and recognize the principal trends of a century of achievement in the United States. In such history’s condensation, episodes of significant and of high human drama should also be of significance discussion far too briefly, or in some instances relegated to a mere mention. However, the issue that is clearly evident is that the working individuals of America have experienced unionization in struggle for achieving the benefits that they have accumulated during this century. Improvements did not emerge in an easy way. In addition to this opinion, the National Labor Relations Act guarantees the employees right to organize and bargain collectively with their employers, and get involved in other protected concerted

Labor relations purpose is to minimize costly employee and organization conflicts and try to always find a "win-win" solution to issues that arise. Labor relations strategies, negotiating contracts and administering contracts are the three levels of decision that are involved within labor relations.