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First Flanagan offers four hypotheses: one, changes in the structure of the American economy "favor nonunion over union employment"; two, union organization is less intense than it was; three, workers' interest in general has tapered off with reference to unions; and four, management vigorously opposes unions in many instances (Flanagan, 2005, p. 33). Adding to that list, Flanagan asserts that many companies have adopted "human resource management policies" that are similar to what unions have demanded in the past and this results in "diminished demand for unionization" (Flanagan, 34). In other words, if a company is keeping its workers happy and satisfied with progressive policies and sharing the profits, the need for a union in a progressive company is greatly reduced.
Meanwhile, what if a fellow employee asks another employee to sign an "authorization card"? The steps that unions take include the following: a) after a small group discusses the idea, a union representative is contacted; b) issues / needs for improvement in working conditions are developed; c) a "card campaign" is launched, and if substantial numbers of employees sign cards the local or federal labor board is petitioned...
And it appears that even though states like Wisconsin and Ohio have attempted to shut down public sector unions, there will continue to be strong resistance to those right wing efforts because public sector unions represent people that serve the public -- nurses, police, teachers, and fire fighters.
Works Cited
Farber, Henry S., and Western, Bruce. (2011). Accounting for the Decline of Unions in the Private Sector, 1973-1998. Journal of Labor Research, XXXII (3), 459-480.
Flanagan, Robert J. (2005). Has Management Strangled U.S. Unions? Journal of Labor
Research, XXVI (1), 34-60.
Kleiner, Morris M. (2001). Intensity of Management Resistance: Understanding the Decline of Unionization in the Private Sector. Journal of Labor Research, XXII (3), 519-526.
UeUnion. (2008). The Five Basic Steps to Organizing…
Works Cited
Farber, Henry S., and Western, Bruce. (2011). Accounting for the Decline of Unions in the Private Sector, 1973-1998. Journal of Labor Research, XXXII (3), 459-480.
Flanagan, Robert J. (2005). Has Management Strangled U.S. Unions? Journal of Labor
Research, XXVI (1), 34-60.
Kleiner, Morris M. (2001). Intensity of Management Resistance: Understanding the Decline of Unionization in the Private Sector. Journal of Labor Research, XXII (3), 519-526.
UeUnion. (2008). The Five Basic Steps to Organizing a Union. Retrieved May 9, 2012, from http://www.ueunion.org/org_steps.html.
Public and Private Sector Unions? More than 200 members of the U.S. House of Representatives and U.S. Senate have in recent times supported the Employee Free Choice Act to permit workers the freedom of choice to develop unions. The consequences of the support surrounding the legislation and the larger concentration on the economy and workforce-related issues have made the right of workers and unions the topic of many discussions across
Public Sector Unions Public-Sector Unions in United States HISTORY OF PUBLIC SECTOR UNIONS COSTS OF PUBLIC SECTOR UNIONS OVER THEIR BENEFITS DEMOGRAPHICS OF LABOR IN AMERICA EDGE OF PUBLIC-SECTOR UNIONS OVER PRIVATE ONES THE HIDDEN COSTS OF PUBLIC UNIONS THE DISTORTION OF DEMOCRATIC POLITICS STATE UNIONS VS. FEDERAL UNIONS THE FUTURE OF PUBLIC SECTOR UNIONIZATION HISTORY OF PUBLIC SECTOR UNIONS Labor unions are seen as the representatives of the labor employed in our industries and are known as the advocates of
They also stand to receive more from collective bargaining arrangements, because they are often negotiating with public officials who have a direct role in allocating funds for projects and salaries, versus the private sector, where wages and demand for labor is highly influenced by consumer demand. Private sector employees also know if that if they bargain too hard, the competitive nature of their organization may be compromised. In Chapter 2
Unions are various organizations are formed by and for workers to practice collective wages, objectives, rules and benefits in a workplace environment. Unions started to grow mainly after the civil war as one of the reactions to contemporary industrial economy requirements. Labor unions began forming in the mid-19th century, but because of their large scales and poor organization, soon collapsed. At its peak membership and power in the 1970's, private sector
(Labor Law: Decline of union membership and power has led to rise in lawsuits) What happened at the same time was that employers were able to finally step up their opposition to unions, which was something that they had probably wanted to do for a long time, and this was achieved through the methods of legal proceedings as well as political pressurizing and lobbying. Today, unions can no longer protest
Various suggestions have been made as to how to correct for these losses, such as job retraining for more technical jobs. As more and more union jobs are outsourced to foreign workers, more union workers in the United States are unemployed, with little recourse except to retrain and to target another type of work. When they do so, they may not be as eager to join a union given that