Unions are a great benefit for employees when it comes to protecting their interest. When employees are in a union they have a voice when it comes to getting what they want. Do employees ever think about how having a union in the company effects the employer? There are several differences between working in a unionized work place and a non-unionized work place. In a unionized work place from the employer’s point of view they are at a disadvantage. The reasons why they are at a disadvantage is because of the demands of the union will cost them more money, with unionized workplace it will be hard to motivate employees to meet their quotas, and the hoops they have to go through to if they need to lay employees off due to economic hardship. Employers …show more content…
In a unionized work place most employees work hard and the employer will recognize and reward personnel for their effort and increase productivity, if you work hard you will get a raise and have the opportunity to clime the company latter. As you can see employers would rather work in an environment where there is no union involved. It makes their life at work easier, not saying that employees will be mistreated or not have their questions or concerns heard. It will just make the employer focus on the main objective making the company successful; in return the employees don’t have to worry about losing their jobs due to the company not doing so well. During a union campaigns management has to be careful on what they want to talk about some things are prohibited while others are acceptable. Management can bring up concerns when if the union campaign actions might get in the way of the company work. Some good examples where management can express their concerns is when employees talk about union issues in front of a client, also management can express their reasons on how union campaign and membership can be harmful to the
As companies look to expand operations and hire new employees, many economic and environmental factors are taken into consideration. The cost of labor is one of the primary concerns as labor generally constitutes a large part of company budgets. The organization of labor by unions further increases this concern. The wages of unionized workers are significantly higher than the wages of nonunion workers in almost every industry (Fossum, 2012). Higher wages generally result in reduced company profits, lower share prices, and reduced shareholder returns (Fossum, 2012). Unionization also reduces the employer’s flexibility with regards to hiring, transferring, or promoting employees (Fossum, 2012). Productivity may be negatively impacted by unionization because merit is often eliminated as a criterion for wage increases or promotions (Fossum, 2012). As a result of these negative impacts, employers are motivated to oppose unionization.
The ethical issue in this situation is the willingness of the company’s director to prevent the employees from organizing in union. Among others, the company’s director try to use unfair tactic like diversion, intimidation, manipulation, termination of job contract and threat to shut down the company leading to massive loss of job. In an ethical standpoint, these tactics are wrong.
Unionism is the concept that traditionally business, especially big businesses are inherently going to exploit their employees. Therefore, in order to protect themselves, the workers form organizations called unions, in which all laborers who work at a certain craft, or in a certain industry band together. By this process of “joining forces”, the unions gain power in numbers. Unions traditionally try to protect employee interests by negotiating with employers for wages and benefits, working hours, and better working conditions.
Unions have always been a pain in employers’ sides. From today to the 1910s, workers have tried to unionize for better conditions in their jobs. Today, people try to opt out of being in unions, avoiding the union’s dues but still reaping the rewards. That’s a long way away from what people experienced in the 1910s. During that time period, people were struggling to even be apart of a union.
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...
... and gone, thrived and waned, but have always worked for employees. Unions brought democracy to the workers by having their voices be heard and participation in company organization. Unions give employees a democratic workplace and legislation was passed to protect workers during a strike. As imported goods rose and companies fled the northern states to the South or overseas, the union has found itself waning as their wage demands never ceased and wages increased to the extent companies could not compete with oversea competition.
Have you ever wondered what life would have been like if labor unions never existed? Labor unions were originally formed to help improve the worker’s low wages, their horrible working conditions, and lower the hours they work a day. “ Unions are powerful by the power of members acting together, linking arms, figuratively and literally, taking a stand , and forcing their agenda on either their employers or political representatives” ( Asher 650).Unions are only powerful if everybody is working together, if one person does something wrong, the whole organization fails. Labor unions formed after the Civil War as a response to the modern Industrial Economy. Labor Unions impacted workers everywhere by helping increase wages, better working conditions, and better benefits.
Labor Unions have had an effect of American history as well as world-wide history from the time they became popular. Following WWII Americans were predominantly pro-labor, however, as time went on union’s credibility fell short of perfect. Union strikes proved to be bothersome to both the general public and company. Unions were also suppressing to employees through fraud and lack of worker rights (in earlier years, before Acts were passed). Although Union labor had its shortcomings, this type of labor is noted to be the most productive and economically beneficial. With both sides shown, I feel Unions will again thrive in the future with a few key adjustments made.
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.
No, one should not be forced to join a union, even if 56% of coworkers want to. Unions play an important role in making sure voices are heard in the workplace, but there are many personal reasons why one would not like to be a part of one. Joining a union binds an individual to the decisions of others even when they may disagree, impedes the chance for growth in the union, and requires one to pay a fee that cuts from a member's salary. Joining a union requires you to be bound by your union's decisions, even if you disagree. If 56% of people share the same opinions and thoughts, that doesn’t disregard the 44% who disagree with creating a union.
At this point in time, our company is non-union and believes the disadvantages of unionization to be greater than those benefits which may come from it. Many of the benefits which are supposed to come from unionization are canceled by various disadvantages. Additionally there are several, negative effects brought on by joining labor unions which should make any employee think long and hard before they begin the process of joining a union.
Chapter #1 - Union-Management Relationships in Perspective. The labor relations process involves management and a labor organization (union). Management’s role is to represent the best interests of the company, whereas the union’s role is represent the union members (employees) interests. There are three phases to the labor relations process, recognition of the legitimate rights, negotiation of a labor agreement, and administration of the negotiated labor agreement. The focal points of the process include three major elements, negotiation and administration of work rules, key participants in the process, and constraints that affect the parties in negotiating and administering the work rules.
Employers respond to unions in a negative way and discourage employees from joining unions as unions fight for extra pay, extra work hours and additional benefits for employees. Many employers ignore employee’s interest in joining a union as they believe that trade union have to play their role effectively as there are rising pressure on employers to deteriorate collective bargaining on wages, working conditions and job security. The tactics of employers has a significant impact on the choices made by unions. The relationship between the employers and unions is built on the power imbalance in the workplace. A union is formed for the purpose to negotiate with an employer or employees over working conditions, wages, and the term and condition
The Collective voice/ institutional face: on the other hand is quite different. Under this, unions have positive effects on productivity, by reducing quit rates, inducing managers to alter methods of production and adopt more efficient policies and thus improving morale among workers.