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The relationship between Management and the Union
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LABOR - MANAGEMENT RELATIONSHIP
Every year in this country, there are major labor disputes that result in strikes or work stoppages. In each case, the organization, the labor union, and the public are negatively affected. Why can't there be a better way of resolving disputes between the management and labor unions to avert unnecessary strikes? Why does the relationship between the labor unions and management have to be adversarial in nature? Does anybody benefit from strikes and work stoppages? These are some of the questions that I will explore in this study.
Firstly, it will seem that the management and the labor union of any organization have a stake in the success or failure of that organization. The success of the organization has to be the priority or the number one goal of any member or members of the organization. As such, the entire organization has to work as a team in order to succeed, thrive and survive. In the real world, that is not what is happening. As a matter of fact, the labor unions and the management of some organizations see each other as adversaries.
MTA Strike of Year 2000
The year 2000 saw a disastrous labor strikes in Los Angeles County. The United Transportation Union (a labor union) of The Metropolitan Transportation Authority of Southern California (MTA) went on strike that lasted for almost six weeks. A lot of people thought that the strike was unnecessary and could have been avoided. The management of the Metropolitan Transportation Authority of Southern California blamed UTU Labor Union organization for the strike. The MTA's Chief Executive Officer, Mr. Julian Burke, said that the leadership of United Transportation Union repeatedly delayed or deliberately cancel...
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... and save taxpayers and businesses lots of money that are lost during labor strikes.
Bibliography
James Bates, Claudia Eller and Meg James, “Writers Close to Clinching New Contract”, Los Angeles Times, May 4, 2001
www.latimes.com/hollylabor
www.google.com/search?q=%22MTA+strike%22&btnG=Google+Search
http://www.tcunion.org/mta_home.htm
http://www.metrolinktrains.com/news/091800_Metrolink_Trains_Relief.htm
http://www.latimes.com/news/state/updates/lat_mta000926.htm
http://www.latimes.com/news/state/updates/lat_patt000922.htm
http://www.utu.org/DEPTS/PR-DEPT/NEWS/NEWS2000/062100.htm
http://www.libertyhaven.com/theoreticalorphilosophicalissues/libertarianism/whowins.html
California Association of Professional Employees (CAPE) Years 2000&2001 Newsletters.
http://images.cnn.com/2000/US/09/16/transit.strike.ap/index.html
The case study of GMFC provides an example of a company attempting to avoid unionization of its workers. GMFC is expanding by building a new U.S. plant which will manufacture motorized recreational equipment. The company plans to hire about 500 production workers to assemble mechanical components, fabricate fiberglass body parts, and assemble the final products. In order to avoid the expected union campaign by the United Automobile Workers (UAW) to organize its workers, GMFC must implement specific strategies to keep the new plant union-free. GMFC’s planning committee offers suggestions with regards to the plant’s size, location, staffing, wages and benefits, and other employee relations issues in order to defend the company against the negative effects of unionization and increase...
Tensions between union supporters and management began mounting in the years preceding the strike. In April of 1994, the International Union led a three-week strike against major tracking companies in the freight hauling industry in attempts to stop management from creating $9 per hour part-time positions. This would only foreshadow battles to come between management and union. Later, in 1995, teamsters mounted an unprecedented national union campaign in attempts to defeat the labor-management “cooperation” scheme that UPS management tried to establish in order to weaken the union before contract talks (Witt, Wilson). This strike was distinguished from other strikes of recent years in that it was an offensive strike, not a defensive one. It was a struggle in which the union was prepared, fought over issues which it defined, and one which relied overwhelmingly on the efforts of the members themselves (http://www.igc.org/dbacon/Strikes/07ups.htm).
The Pullman Strike of 1894 was the first national strike in American history and it came about during a period of unrest with labor unions and controversy regarding the role of government in business.5 The strike officially started when employees organized and went to their supervisors to ask for a lowered rent and were refused.5 The strike had many different causes. For example, workers wanted higher wages and fewer working hours, but the companies would not give it to them; and the workers wanted better, more affordable living quarters, but the companies would not offer that to them either. These different causes created an interesting and controversial end to the Pullman strike. Because of this, questions were raised about the strike that are still important today. Was striking a proper means of getting what the workers wanted? Were there better means of petitioning their grievances? Was government intervention constitutional? All these questions were raised by the Pullman Strike.
David Brody argues that the rise of contractual or collective bargaining relationships during the post WWII era formalized the relationship between employers and unions, but simultaneously began to put a break on shop floor activism. Explain Brody’s argument and, where relevant, incorporate Weber’s theory of bureaucracy.
against their employers, employees were able to go on strike and prove a point. Some
Unions have an extensive history of standing up for workers. They have advocated rights of steelworkers, coal miners, clothing factory employees, teachers, health care workers, and many others. The labor movement is based on the idea that organized workers as a group have more power than individuals would have on their own. The key purpose of any union is to negotiate contracts, making sure workers are respected and fairly compensated for their work. “In theory” unions are democratic organizations, resulting in varying inner authority. Workers look for security within a job a...
Beginning in the late 1700’s and growing rapidly even today, labor unions form the backbone for the American workforce and continue to fight for the common interests of workers around the country. As we look at the history of these unions, we see powerful individuals such as Terrence Powderly, Samuel Gompers, and Eugene Debs rise up as leaders in a newfound movement that protected the rights of the common worker and ensured better wages, more reasonable hours, and safer working conditions for those people (History). The rise of these labor unions also warranted new legislation that would protect against child labor in factories and give health benefits to workers who were either retired or injured, but everyone was not on board with the idea of foundations working to protect the interests of the common worker. Conflict with their industries lead to many strikes across the country in the coal, steel, and railroad industries, and several of these would ultimately end up leading to bloodshed. However, the existence of labor unions in the United States and their influence on their respective industries still resonates today, and many of our modern ideals that we have today carry over from what these labor unions fought for during through the Industrial Revolution.
The paper will discuss minicases on ‘The White-Collar Union Organizer’ and ‘The Frustrated Labor Historians’ by Arthur A. Sloane and Fred Witney (2010), to understand the issues unions undergo in the marketplace. There is no predetermined statistical number reported of union memberships in this country. However, “the United Bureau of Labor Statistics (BLS) excludes almost 2 million U.S wages and salary employees, over half of whom are employed in the public sector, who are represented at their workplaces by a union but are not union members. Not being required to join a union as a condition of continued employment, these employees have for a variety of reasons chosen not to do so. Nor do the BLS estimates include union members who are currently unemployed” (Sloane & Witney, 2010, p.5). Given this important information, the examination of these minicases will provide answers to the problems unions face in organizational settings.
There are many people who criticize rap music for its intolerance towards women and its effect on the youth of today, and those criticisms are warranted. Rap music has long had the “tendency to represent misogyny at its true best, capturing the essence of women in the oh-so-catchy rhymes of debased and objectified, crude animal forms” (Farooq 1). Rap music not only offers up ideas of disrespect towards women, but condones these actions! This music preaches using women as nothing more than objects of pleasure. In addition to the devaluing of society that misogynistic rap music promotes, the ideas presented in rap music are having a very negative effect on today’s youth. “Rap music and hip hop, with their particular emphasis on sex and demeaning depictions of women, were blamed for encouraging early sexual behaviour” (Rap Music Blamed 1). These lyrics are pushing sexuality onto children at a younger age each year. Everyone sees the pre-teen girls walking around the malls dressed up in mini-skirts and crop tops with more makeup than your average clown, drawing lewd stares from males of all ages. The over-sexualized attire and attitudes are the beginning of a self-destructiv...
Gordon, Maya. "Media contributions to african american girls' focus on beauty and appearance: exploring the consequences of sexual objectification." Psychology of Women Quarterly 32.3 (2008): 245-256. ERIC. Web. 18 Sept. 2011.
...eas defined the course of future adopted stands as his psychoanalytic theory improved the modern life and increased and understanding of the human psychology.
Flanagan, R. J. (2005). Has Management Strangled U.S. Unions? Journal of Labor Research, 26(1), 33-63.
Pyrolysis is a rapid thermal decomposition process of organic biomass, in absence or little supply of oxygen, brought about by high temperatures into useful biofuel products such as pyrolysis oil, ethanol, biodiesel, methanol etc. During the process, large hydrocarbon molecule’s chemical composition structure breaks down into relatively smaller molecules into solid (char), liquid or gas phase (Figure 1). The process is very similar to many other biomass decomposition processes such as torrefaction, carbonization, devolatilization etc. however pyrolysis cannot be compared to gasification due to external activation required for gasification.
The relationship between employer and employees plays a pivotal role in the performance of the organization. Employers and employees have certain responsibilities towards each other which facilitate a fair and productive workplace. Positive work relationships create a cooperative climate with effort towards the same goals. Conflict, on the other hand, is likely to divert attention away from organizational performance.
Traditional literature in the field of labor relations has focused immensely on its benefit towards the employer and in the process equating it to working rules. This has been so despite the field being expected to cover the process of, labor management, union formation, and collective bargain; all which are anticipated to create a positive employer-employee relationship. This relationship is said to be positive if there exist a balance between employment functions and the rights of the laborer. Also important to note, is that this relation is equally important to the public sector as it is to the private one. Therefore, to ensure a mutually conducive labor environment exists, effective labor management process and inclusive negotiation program should be adopted (Mulve 2006; Walton, 2008).