Managing Unionization Assignment Paper

Managing Unionization Assignment Paper

Write a 750 to 1,000 word (approximately 3 to 4 pages) paper that addresses the following:

Describe the benefits to an organization of being unionized or union-free.
Describe actions that employers can take to avoid unionization and to achieve strong and lasting positive employee relations.
Describe the actions an employee may take when employee relations fail to result in a positive outcome.
Summarize the various methods of conflict resolution in both the union and non-union environments. Describe the process for and the value of each method of conflict resolution.
Include at least three authoritative sources. Managing Unionization Assignment Paper

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Describe the benefits to an organization of being unionized or union-free.

A union’s primary function is to set and enforce minimum wage and working conditions for its members. As a result, union members reap the largest benefits over non-union members. Union benefits include shorter workweeks, greater job security, improved working conditions, and higher wages for most workers (Skripak, Parsons & Cortes, 2018). The importance of productivity, profitability, efficiency and stability cannot be overstated; these are all critical. Salaries are often negotiated in contracts between management and unions. Employees’ compensation is influenced by the type of work they do, the length of time they’ve worked for the organization, and other factors. A contract stipulates benefits such as health insurance and vacation time (Skripak et al., 2018). Payroll management is made easier by standardizing wages and benefits. A collective bargaining agreement ensures there is no need to negotiate remuneration with each employee. Employee requests do not necessitate a raise or time off. Managing Unionization Assignment Paper

There may be a reduced turnover rate at unionized factories, warehouses, and other industrial sites. Union members may be happy to stay at their current employer if they continue to reap the benefits of their union membership (Skripak et al., 2018). Consequently, employees and employers benefit from long-term employees. Productivity is often greater in unionized organizations due to reduced turnover. Experienced personnel can stay on the job and increase production when beginner mistakes are avoided. Moreover, unionism amongst workers has the potential to alter hazardous working conditions. Unions care about the well-being of their members; workers’ compensation claims can be reduced in high-risk industries such as construction, machine operation, and chemical handling (Skripak et al., 2018)Managing Unionization Assignment Paper. Both employers and employees gain from increased safety; it is in the best interests of an organization’s bottom line to avoid accidents and injuries at all costs.

Describe actions that employers can take to avoid unionization and to achieve strong and lasting positive employee relations.

Labor unions usually arise due to workers’ dissatisfaction. As a result, the union relies heavily on an unhappy workforce to obtain entry and stoke resentment. Thus, employers should implement employee relations programs before a union is even formed; this is the greatest way to keep the union at bay (Bolton, 2021). One of the advantages of an excellent employee relations program is that it is union-free. A more productive workforce has a higher sense of purpose, which benefits the company’s bottom line. Communication between management and employees is critical to a successful employee relations program (Bolton, 2021)Managing Unionization Assignment Paper. No one wants outsiders to speak up for them more than workers who believe they have a voice.

When it comes to union recognition, one can be expected people to consider a reputable employer’s opinion seriously. It is a two-way street when it comes to human resources management. Having a set of standards that employees can follow and believe the organization will follow consistently is essential for their well-being (Skripak et al., 2018). A company should document employee policies in a manual or handbook. Additionally, employers should create uniformity in employees’ behavioral conduct. Management principles are also necessary for effective people administration; It is important to recognize and reward hardworking employees. Paying union dues is difficult for employees who have been treated fairly (Bolton, 2021)Managing Unionization Assignment Paper. This feature should be included in all manuals or handbooks; unlike the regular CBA, this does not have to be a formal arbitration mechanism.

Describe the actions an employee may take when employee relations fail to result in a positive outcome.

The company’s performance depends on employee engagement. Some companies have an employee relations team, while others use human resource managers (Tarallo, 2020). As a resource for employees, they would guide pay and benefits, work-life balance, and work hours. They also help to prevent and resolve management-employee conflicts. They must be fair in their evaluations and firm in enforcing rules to keep the workplace safe. Employers should arbitrate disputes between management and employees (Tarallo, 2020). There is no one-size-fits-all approach to what offends people. Employers should consider establishing company values so employees can refer to them when stressed or perplexed by someone’s behavior. They should also allow employees to express their concerns and make workplace suggestions anonymously (Tarallo, 2020)Managing Unionization Assignment Paper. That reduces rumors and misconceptions, improves trust, and encourages open communication.

Summarize the various methods of conflict resolution in both the union and non-union environments. Describe the process for and the value of each method of conflict resolution.

Although workplace conflict is inevitable, employers can learn to handle it more effectively. A team’s cohesiveness and dynamic capacity to meet goals can be improved with good dispute resolution (Pon Staff, 2021). The majority of businesses have policies in place to keep workplace tensions to a minimum. These norms define how people should act, speak, and dress. Conflict can be avoided if corporate policies are strictly adhered to by owners and management. Employers can implement disciplinary measures when employees violate corporate policies (Pon Staff, 2021). Dismissing employees who refuse to adapt is the only option in the most extreme circumstances of dispute amongst coworkers. Cooperation and negotiation are also crucial in overcoming workplace conflicts. The human resource manager can also consider arbitration to solve conflicts between workers (Pon Staff, 2021)Managing Unionization Assignment Paper. Lastly, employers can use mediation; although it is similar to arbitration, the mediator does not make any conclusion. It is an increasingly popular method of resolving workplace disputes is mediation.

References

Bolton, A. (2021). Ideology, unionization, and personnel politics in the federal budget process. Journal of Public Administration Research and Theory, 31(1), 38-55.

Pon Staff. (2021). What are the Three Basic Types of Dispute Resolution? What to Know About Mediation, Arbitration, and Litigation. PON – Program on Negotiation at Harvard Law School. Retrieved from

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https://www.pon.harvard.edu/daily/dispute-resolution/what-are-the-three-basic-types-of-dispute-resolution-what-to-know-about-mediation-arbitration-and-litigation/.

Skripak, S. J., Parsons, R., & Cortes, A. (2018). Fundamentals of Business; Canadian Edition.

Tarallo, M. (2020). Effective Strategies for Working with Problem Employees. SHRM. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/strategies-for-working-with-problem-employees.aspx Managing Unionization Assignment Paper