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Employee engagement literature review
Labor unions in the workplace
The implication of change in organization
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Introduction
The purpose of this paper is to evaluate the factors and events that led to union organization activities at SGA Industries as presented in a case study by Nkomo, Fottler and McAfee (2011). This paper will investigate the issues which led to efforts to organize a union, the response strategy implemented by management, and the potential risks and consequences of these actions. Finally, this paper will explore potential preventive measures that SGA Industries might have implemented in order to minimize employee interest in labor organization.
Factors Driving Union Organization at SGA Industries
Change was one of the driving forces that encouraged Amalgamated Clothing and Textile Workers Union (ACTWU) to proselytize employees of the
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This change contributed greatly to the fracture between management and the employees (Nkomo, Fottler, & McAfee, 2011). Change of leadership in any organization creates fear of the unknown and requires communication from management. The incoming managers must work to build a trusting relationship with their employees. SGA failed to do this in the 12 years following the Anderson family’s departure from the company, and the current management’s strategy did not succeed in building a trusting relationship between the company and its’ …show more content…
The intent of these efforts was twofold; employees could voice concerns, while the company promoted team spirit, family values, and reinforced management’s anti-union campaign message (Nkomo, Fottler, & McAfee, 2011).
SGA executives also understood that winning the anti-union campaign depended on community as well as the company. SGA built upon pre-existing relationships with business and religious organizations to extend the anti-union campaign within the community (Nkomo, Fottler, & McAfee, 2011). Overall, SGA’s view and plan of action was clear. SGA’s position was that it was better for the company, and by extension better for the employees and the community, if SGA remained union-free.
The anti-union campaign strategy was capped by the letter written by SGA’s owner to the company. This letter implored employees to reject the unions and work together to craft solutions to the company’s problems. The intent of this letter was to provide a powerful reminder of the Anderson’s family history, the relationships fostered by SGA, and a commitment to continue in the same manner (Nkomo, Fottler, & McAfee,
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).
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.
The union labor movement blossomed early in the century, as membership grew from 2.0 million members in 1910 to 18.0 million members in 1953. However, by 1980 membership was only slightly higher at 20.0 million members. During that time, membership growth was relatively consistent in that it never really declined a significant amount. After 1980, union membership began to decline sharply. In 1985 membership was already back down to 18 million members and by 1990, the number of union members was hovering near 16 million members. As a percentage of the total employment in the economy, unions grew from only 13% in 1935 to 32% in 1953 and have fallen steadily since 1955. In 1980, labor union roles had decreased to 23% and by 1990, the figure had shrunk ev...
Organized labor has seen a long and ever changing history in the United States. What began as minimal organized labor movement catapulted into astronomical union membership rates as the nation grew and developed. The intense power unions possessed only lasted so long and in the years since 1970, union membership in the United States has collapsed. This paper will examine the most significant reasons for the decline in membership. In brief, organizational redesigns, the development of technology and substantial public policy changes have all contributed to the drop in affiliation rates. In addition, policy suggestions will be provided in an attempt to support the continuation of the trend. Much of the research regarding this topic refers to unions consisting of unskilled labor however it is obvious that most members are individuals who are highly trained in a specific trade. Because of this, the terms unskilled labor and trade labor will be used interchangeably.
Throughout the history of the United States of America the continuation of misfortunes for the workforce has aggravated people to their apex, eventually leading to the development of labor unions.
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...
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.
Factories were known for their ill treatment of their employees, long hours and dirty and unsafe conditions. In 1866, unions started to form to improve working conditions for the workers. A fundamental problem faced by democratic societies is as long as people live their lives individually and go their separate ways and be selfish individuals, they are unlikely to meet collectively to resolve issues. There needs to be meaningful unity among people to alleviate this problem to get people obliged to one another, so there is a willingness to sacrifice for shared goals. Bonding of its citizens creates a democracy. Unions seemed to offer the middle class a chance to become a crucial part of fostering institutions of constitutional democracy. The unions have went through several transitions, but have always worked for the working force. I will discuss the history of the various unions, their wins and losses, and the struggle of the employee to achieve democracy in the workplace.
Labor unions were established as a way for workers’ needs and grievances to be heard by management. According to Fossum (2012), “forming a union creates a collective voice to influence change at work” (p. 7). The collective voice of workers in a union holds much more power than any single employee’s voice. It can loudly draw attention to mistreatment or abuse of workers. The organized collective voice of workers demands to be treated in a fair way by its management in terms of wages, hours, benefits, and working conditions.
The disadvantages of union membership are viewed from the employee and employer perspective. Through the employee lens, the disadvantages manifest in the form of fees, loss of autonomy, and less collaborative work environment. As part of the union, you surrender many of your individual rights in exchange for the organized results that can potentially manifest through the collective bargaining process. Therefore, there isn’t any assurance that your individual concern will even be addressed.
Effective new leadership and management begins at the initial transition between leaders prior to the grouping of opposing interests and uncertainty within the group
Throughout American history, labor unions have served to facilitate mediation between workers and employers. Workers seek to negotiate with employers for more control over their labor and its fruits. “A labor union can best be defined as an organization that exists for the purpose of representing its members to their employers regarding wages and terms and conditions of employment” (Hunter). Labor unions’ principal objectives are to increase wages, shorten work days, achieve greater benefits, and improve working conditions. Despite these goals, the early years of union formation were characterized by difficulties (Hunter).
EXMGT 5587 : Organizational Behavior –Section 2 Assignment B – Orange Industries Union-Management Collaboration Plan Submitted by: Matthew Luimes Submitted to: Patrick Hartling Introduction Almost every union-management collaboration initiative is created in response to competition and market opportunities. Often this puts pressure on companies to perform with fewer resources and also, to adjust to new technologies in order to boost profits. A unionized work environment is not always the easiest setting to gain cooperation to program and human behavior changes. In some organizations, past clashes may have broken trust between the two sides that resulted in unpleasant working environments.
Flanagan, R. J. (2005). Has Management Strangled U.S. Unions? Journal of Labor Research, 26(1), 33-63.