11 Feb Discuss why there has been a recent (within the last t
Q1a) Discuss why there has been a recent (within the last two years) labor uprisings. What are the key labor issues? Analyze the impact and effects on employees and businesses. Who is really winning?
or (Answering both won't increase the grade)
Q1b Research a recent (within the last 2 to 3 years) dispute over a labor contract negotiation. What was the employee and business positions? Was the business close to "busting the union?" Who won? What impact will the contract ultimately have on the business and employees. Alternative, this question might be answered where employees actually decertified their union. Discuss the issues and what was the outcome?
Attitudes towards Employee Unions
1.A, 2.A, 3.A, 4.A, 5.B, 6.A, 7.B, 8.B, 9. A, 10. A, 11. A, 12.A, 13. B, 14.A, 15.A, 16.B, 17.A, 19.A, 20.A.
The total number of As selected is 14, compared to 6 Bs. I choose to support unions because they are fundamental in any workplace; the blocks control the authority and powers of the company, safeguarding organizational productivity. The fact that I have more As than Bs demonstrates my positive attitude toward unions and how likely I am to support labor unions. One of the reasons I like blocks is that, as an employee, I benefit from collaborations to get a better salary and avoid severe employment punishments (Obiekwe & Eke, 2019). Partnerships give employees a voice in representing their grievances to the management and negotiating wages on their behalf. When employees face harsh working environments, it is the role of the union to look for solutions with the employer company. I cannot compare the benefits that unions bargain for to the dues employees pay for the blocks; the benefits are more significant.
Most employees have a positive attitude towards unions due to the unions' benefits. The unions advocate for equality in employment, fair rewards, reasonable punishments, good working conditions, and equitable working hours (Obiekwe & Eke, 2019). These negotiations are the most important for employee satisfaction; hence the employees prefer to join the unions to voice their opinions. The workers cannot address the employer directly; therefore, the union is responsible for approaching the management. Unions encourage employee productivity and improve job security by discouraging employment-at-will relationships. Employers should have a legal reason for dismissing an employee, having followed all the requirements of the Civil Rights Act and other federal regulations (Doellgast & Benassi, 2020). However, if the employee fails to gain union membership, they may not be protected, making most employees support the partnerships.
Despite the employees' benefits that the union provides, some individuals have a negative attitude towards the blocks, but they remain in membership to satisfy employers' and labor relations requirements. Employees are discouraged by the dues they pay for the union and negotiation procedures, which at times do not meet their expectations (Doellgast & Benassi, 2020). The employees believe that the union's representation of their interests discourages individuality while minimizing the chances for promotion. If the unions provided negotiations for free, it could be better, and most individuals could support the groups. Sometimes, the union's decisions may differ from the employee's expectations, discouraging the worker from taking a different path. At times, employees' poor morale with the blocks is driven by the tendency of unions to pit workers against their employers.
An upcoming event will be the NLRB's injunction initiative to prevent employers from threatening and coercing employees, especially during campaigns. In this case, the employee unions are critical to protecting the workers' rights and statutory violations by minimizing anti-union actions that escalate coercion and unlawful discharges stated under section 10j of the National Labor Relations Act (Estlund & Liebman, 2021). Coercion and threats in the work environment have been an authentic experience in organizations targeting employees, especially non-union members. Employer threats cause obsolete actions and impose burdens on employees in the company.
In my experience in my current workplace, the union has been supportive and influential when it comes to ensuring employee satisfaction. Most junior workers have no say in the company until the union intervenes to negotiate employment terms with the organization. The approach has been successful in enabling work environments for safe production. Salaries have always been dependent on union negotiations.
References
Doellgast, V., & Benassi, C. (2020). Collective bargaining. In Handbook of research on employee voice. Edward Elgar Publishing.
Estlund, C. L., & Liebman, W. (2021). Collective Bargaining Beyond Employment in the United States. Comparative Labor Law & Policy Journal, 42(2).
Obiekwe, O., & Eke, N. U. (2019). Impact of employee grievance management on organizational performance. International Journal of Economics and.
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