Labor Relations Paper WEEK 5 IND. ASSIGN. - Copy
Labor Relations Paper WEEK 5 IND. ASSIGN. - Copy
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Date Created: 11/12/15
Labor Relations Paper 1 Labor Relations Paper NAME MGT 431 Human Resources Management DATE Labor Relations Paper 2 Labor Relations Paper Introduction According to MerriamWebster online dictionary 2010 a union is an organization of workers formed for the purpose of advancing its members interests in respect to wages benefits and working conditions Unions offer representation to employees in the organization by supporting their interests and providing fair wages and work conditions Union based associates look at unionizing as a way to have a voice to further their working relationships and their jobs entirely Unions do not only benefit the employees but the organization as well Changes in employee relations strategies policies and practices can affect organization performance either negatively or positively How these strategies policies and practices are presented have a lot to do with the success rate This is where effective communication needs to come into play to make sure all employees are aware of and understand these new implementations Unions and Labor Relations Labor unions stretch deep in the American history where they protected the early settlers against unfair working conditions However over the years the work environment has changed drastically over the years and employees rights are now protected by many different labor laws So are labor unions any longer necessary in modern day business No they are not current day employers know they must offer fair wages and work conditions in order to maintain an effective workforce Unions are organizations formed Labor Relations Paper 3 for the purpose of representing their member s interests in dealing with employers Hollenbeck Gerhart Noe amp Wright 2004 Unions were created to make sure that employees were treated fairly They exist to look represent the interests of hard workers who simply ask for accurate pay and safe environments Unions view their roles as always needed because of the usual employee and manager clash If an employee feels they are not receiving adequate attention from management for work issues they can usually join a union to have these issues addressed In the earlier years unionization was familiar to most workers Universities reacted to this trend by developing a training program known as labor relations to streamline process Labor relations emphasize the skills managers and union leaders can use to minimize the costly forms of con ict and seek the best solution for both parties involved in the disagreement Noe et al 2004 Labor relation includes three parts in the decision making process The first is the labor relation strategy which includes the requirement of management to take action whether it is to implement the use of a union or develop a nonunion operation The second part of the decision making process is the negotiation of contracts This decision affects both the employer and employee for the entire term of the contract and should include fair stipulations for both sides The contract may include work policies and rules work environment safety job security and pay structure The final step is administering this contract Noe et al 2004 explains that this includes the con icts between union members and organization s management on a daily basis E ects 0n Organizations Labor Relations Paper 4 Certain organizations have displayed a concern regarding unionization Organizations have a fear of decreased productivity financial standing and stock performance Profit managers have quickly learned to effectively manage labor relations and positively in uence the results if unionization is used It has been stated that because of unions productivity has decreased or stopped because of strikes limits on hours and work loads and simple rules On the other side of the fence it is stated that unions have increased productivity by reducing turnover rates and improving the moods of employees Some organization may go with the argument that happy employees are productive employees The implementation of a union can persuade managers to focus more attention on employees and their opinions on work environments Managers have been known to forget what its like to be a regular employee and unions can be a little reminder for them Union workers can both negatively and positively affect an organization However research has shown that union workers are more productive than nonunion workers Noe et al 2004 Change in Employee Relations Organizations that set a goal to be more competitive in modern day business should not only implement a labor relations strategy but monitor it regularly Monitoring is important because even if a union does increase productivity in an organization the company may still encounter a loss if the union raises the cost of wages and benefits to more than productivity gain Union employees usually receive higher wages and more benefits than a non union employee Organizations that include employees from a union perform collective bargaining to discuss employees contract with union members on a Labor Relations Paper 5 regular basis The human resources department is responsible for maintaining communication with the union representatives to ensure issues are resolved as soon as they become apparent Noe et al 2004 Like any other change in business employee relations can either have a negative or positive affect on organizational performance Given the fact that employee relations cover many important factors such as communication employee participation in management decisions con ict and grievance solution and collective bargaining it is important that it be effectively implemented within the organization One of the most important steps is to make sure all employees are aware of the new employee relations system and how they can incorporate themselves and inquire about information An employee relations strategy should be a good fit for that specific organization Every organization is different and has different and unique needs Change in Policies and Practices Along with the process of ensuring employees well being unions much also consider and work with the organization s human resource department Organizations uses the human resource department to not only conduct the hiring process but to establish policies related to hiring offer promotions benefits and use effective discipline techniques The human resource department must also make sure to not only develop policies and procedures but communicate them with the entire work force The implementation of policies eliminates any bias as well as promotes fair decision making Another function of the human resources department is to ensure employee safety and security That is keeping all employee information private and confidential Noe et al Labor Relations Paper 6 2004 If policies and procedures are not communicated to employees along with their understanding of them they won t be able to follow them and they will be for nothing Are Unions Still Needed Employers and organizations have really improved working conditions over the years With labor laws and regulations employers have many rules to follow and this makes the need for unions obsolete Basically labor laws and effective employers who want good employees are doing what unions were put in place to do from the beginning Employees are much more educated than they used to be regarding not only laws but methods of keeping employees and training costs in the organization long term Since the civil war labor laws have made it a lot easier for employees to negotiate for themselves regarding safety benefits salary and schedules Employees have a new confidence and employers are aware of this confidence and knowledge and no they must do and provide certain things to have an effective and productive work force If you want good employees and a routine profit you need good employees that are motivated and willing to put in the effort Unions are great and always have the employee s interest in mind However unions can be costly for members and employers Labor laws are free and safe work environments are everywhere Conclusion Labor unions were put in place to protect the employees and make sure they are treated fairly The system is usually implemented by employees who believe his or her concerns are not satisfactorily viewed and resolved Many have argued that the purpose of labor unions is no longer important because of employees awareness labor laws and Labor Relations Paper human resources departments The human resources department should at all times provide employees With the security confidentiality and wages they work so hard for everyday Whether or not an employee is covered by a union it is in the best interest of the company to operate With integrity to best suits its internal and external customers References MerriamWebster Incorporated 2010 MerriamWebster Online Retrieved from httowwwmerriamwebstercomdictionarvIabor20union Noe RA Hollenbeck JR Gerhart B Wright 2004 PM Fundamentals of Human Resource Management 2nd ed McGrawHiIIIrwin 2007 New York NY 7
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