Labor elations
What do you believe are the benefits to being an employee of a company vs. A contractor? Which would you prefer to be? Why?
The benefits of being an employee include the right to self-organization, to bargain collectively, or form a labor organization (Carrell & Heavrin, 2007). Employees have pre-determined work days and duties under the leadership and direction of the employer and are not required to incur costs or make investments in the work they produce. Typically, only general education and experience is required, with some employers paying for additional training and specializations. All income, Social Security and Medicare taxes that fall under the Federal Insurance Contributions Act (FICA) are handled by the employer (Strawson, 2003) For most employees, there are also employer contributions made to pensions and other retirement plans, health and disability insurance for self and family members, and unemployment compensation after a lay off or termination.…...
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References
Carrell, M.R., & Heavrin, C. (2007). Labor relations and collective bargaining: Cases, practice, and law (8th ed.). Upper Saddle River, NJ: Prentice Hall.
Fleck, L.M. (2011). Just Caring: Defining a Basic Benefit Package. Journal of Medicine & Philosophy, 36(6), 589-611
Unions give security of jobs and prevent a worker from being sacked without a good reason. It teaches the workers of their rights and prevents them from being oppressed by their workers. Unions provide improved working conditions for the workers. If the workers are working in a hazardous environment, it provides them with all the necessary clothing and gadgets that can prevent them from being harmed. Unions allow workers to claim compensation for any injuries sustained during work. Workers in a unionized environment receive better health benefits and are given time to go on vacations. Those in nonunionized environment lack such benefits. Unions give employees the right to strike and picket when oppressed by the employers Gottfried, 1992()
Disadvantages of labor movement
The disadvantage of labor unions is that the individual voices of employees are lost. The elected members of the unions negotiate for all employees as a whole. Employers make…...
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References
Cornwell, B., & Harrison, J.A. (2004). Union Members and Voluntary Associations: Membership Overlap as a Case of Organizational Embeddedness. American Sociological Review, 69(6), 862-881.
Dixon, M. (2010). Union Threat, Countermovement Organization, and Labor Policy in the States, 1944 -- 1960. Social Problems, 57(2), 157-174.
Gottfried, H. (1992). The Impact of Skill on Union Membership: Rethinking Gender Differences. The Sociological Quarterly, 33(1), 99-114.
Krinsky, J., & Reese, E. (2006). Forging and Sustaining Labor-Community Coalitions: The Workfare Justice Movement in Three Cities. Sociological Forum, 21(4), 623-658.
Labor elations
What changes are needed for unions to maintain support from their membership, the community, and the employers?
In order to maintain support from their membership, the community, and the employers, unions have decided to change the dynamics of organizing by changing the environment and conditions where organizing occurs. They have become conversant with the idea that when the employers decide to use the entire 'arsenal' at their disposal, it becomes impossible for unions to win organizing campaigns. Their organization is basically pegged on employer mistakes hence union's insistence that laws have to be changed.
Unions are fighting hard to influence behavior and attitude of employers with regards to collective bargaining. Using corporate campaigns, they try to prevail on companies to deal fairly and equitably with unions. Corporate campaigns involve exerting pressure on financial backers to discourage employer resistance to union organizing. This is primarily used during contract negotiations. This has worked…...
Prescription coverage is one of the most difficult features of medical coverage to find in the private market, and is also one of the most expensive. The deductible and percentage coverage of the new medical plan described in the case study is certainly reasonable for the employees, and the savings to the company will allow their continued operation. If the company fails, the employees will not be receiving any medical coverage through the company; not only does management have the right to make this change, but it is one of the most cost effective and reasonable steps they can take to ensure the continued employment -- and medical coverage -- of their labor force. Ultimately, the issues comes down to one of contractual obligations, and given the vagueness in the contract concerning medical coverage there is nothing to prevent management form making this change.
Another major component of the current…...
Labor elations
Steps in preparing for first round of bargaining with the union
In preparing for the first round of bargaining with the union would be to review the proceedings from previous negotiations with the company or other companies. In reviewing the minutes or notes available from previous negotiations, the managers of the company will be able to analyze the arguments being presented by the union to determine whether they were covered in previous negotiations or not. They will be able to review the minutes of past negotiations to find tactics, concessions, timings and gains and this can be a predictor of the upcoming union negotiations. This is the time when settlement agreements are reviewed and where written commitments were made, these are also analyzed to see how they proceeded. The managers will also be able to determine whether they have been able to keep their end of the bargain and see…...
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References
Bagwell, K., & Staiger, R.W. (2011). What Do Trade Negotiators Negotiate About? Empirical Evidence from the World Trade Organization. The American Economic Review, 101(4), 1238-1273. doi: 10.2307/23045898
Busch, M.L., & Krzysztof, J.P. (2010). The Politics of Judicial Economy at the World Trade Organization. International Organization, 64(2), 257-279. doi: 10.2307/40608015
Chen, H., Kacperczyk, M., & Ortiz-Molina, H. (2011). Labor Unions, Operating Flexibility, and the Cost of Equity. The Journal of Financial and Quantitative Analysis, 46(1), 25-58. doi: 10.2307/23018516
Dawkins, C. (2010). Beyond Wages and Working Conditions: A Conceptualization of Labor Union Social Responsibility. Journal of Business Ethics, 95(1), 129-143. doi: 10.2307/40784943
Labor elations
The Potential Conflict egarding Employment Production Standards
Production standards have been a point of contention between employers and employees for many years, as both parties have legitimate, but potentially conflicting interests. Looking at both sides will demonstrate the different perspectives.
The primary role of a business is to make money for the owners, which include the shareholders. Employers may be the owners or the agents that act for the owners, so they have a responsibility to ensure efficient use of resources to create a profit. One of controls is the use of production standards; if production of employees can be increased this is a more efficient use of staff and the cost of production for each unit will decrease, as the same employees are doing more (Sloan and Whitney, 2010). If the employees production levels decrease, and employees do less work or achieve lower levels of output, the costs of the…...
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References
Buchanan, D; Huczynski, A, (2010) Organizational Behavior, Harlow, FT/Prentice Hall
Sloane, A. A; Witney, F. (2010). Labor relations (13th ed.). Upper Saddle River, NJ: Prentice Hall.
Technology has changed the workplace with the potential to automat many processes. The jobs which have been impacted may be seen in many industries. Initially, automation was seen as impacting on manufacturing, where the creation of robots to undertake many of the manufacturing process as seen as having the potential to eliminate almost all manual manufacturing jobs (Sloane and Witney, 2010). These were over estimates, as problems have meant that although robots may be used extensively, they have not been able to replace all manufacturing jobs. However, automation is not simply the use of robots, it is any process that ay be automated. Other jobs that have been impacted can be seen where there is the prudential for computers or computer control process to take over from human processes (Sloane and Witney, 2010). Jobs such as dock workers have been reduced due to the use of…...
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References
Buchanan, D; Huczynski, A, (2010) Organizational Behavior, Harlow, FT/Prentice Hall
Sloane, A. A; Witney, F. (2010), Labor relations (13th ed.). Upper Saddle River, NJ: Prentice Hall.
Labor Relations Manager Interview Synopsis
Labor relations can be defined as the study of managing employees who are under the union. This division is normally found in the Human Resource area and mainly complies of the history of labor, the union involved, and contracts that have been signed. Labor regulations are normally regulated by law or sometimes traditions. Labor relations can be termed as the relation between workers and management on their working conditions. Some companies have managed to avoid the unions meaning they don't have a labor office. General Motors is a unionized company, and an interview with the labor relations was a success. The officer had a lot to say about the labor relations office.
In order for a company to maintain the excellence of life work for its members of staff, the organization should look into their grievances. This can enhance the work performance which would lead to increased…...
(Secord, 2003)
All these 'Best Practice' strategies are allocated and implemented by the management with the help of the workers Union because the Unions negotiates with the management during the establishments of code-of-conduct or rule-of-working. The effects of unions on the organizations can be summarized as improvement innovations, quality of work, reduction of production costs and increase in productivity, improvement in opportunities for investors, improvement of workers training facilities and an increment in job creation processes of organization. (Secord, 2003)
Are unions still relevant in the United States?
Unions face opposition from both the workers and management. In some cases, workers complain of tyranny of Union representatives. Often well-educated and skilled workers prefer not to be a part of workers union and union is slowly becoming the representing unit of unskilled and less educated workers. With the implementation of ight-To-Work Laws, the membership levels of union are also decreasing. Some members who…...
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References
Holley, William H; Jennings, Kenneth M; Wolters, Roger S. (2008) "The Labor
The Ford Motor Company is one of the leading multination organizations in the production of the auto motors. Based in Dearborn, Michigan in America, the organization manufactures vehicles and purchases to other available customers all over the world. Ford Henry established the Ford firm in the year 1903, June 16. The Ford organization branded with the unique brand hence purchasing its products worldwide. In the recent years, the Ford organization specialized in the manufacturing of the heavy tractors and trucks. The firm also provides automotive components sold to people owning cars hence need spare parts (Colaprete, 2007). Currently, Ford firm acquires most of its income through the purchase it is of the manufactured cars and sales of the spare parts. However, the most recognized aspects of Ford organization is the strategic management and interrelation that exists between the management and employees.
Stance toward Labor
The…...
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References
Dowling, P., Festing, M., & Engle, A. (2010). International Human Resource Management, 5th ed. Mason, OH: Cengage Learning.
Colaprete, F.A. (2007). Internal investigations: A practitioner's approach. Springfield, Ill:
Charles C. Thomas, Publisher.
Carroll, A.B., & Buchholtz, A.K. (2010). Business & society: Ethics and stakeholder management. Mason, OH: CL-South-Western Cengage Learning.
However, his request was denied. His commanding officer explained that his letter did not provide sufficient evidence that Nguyen was likely to engage in homosexual acts, and therefore did not constitute a reason for separation (Prince, 2002).
United States Navy hospitalman, oy Hill, endured a similar scenario. He too came out to his commanding officer, in a letter. However, his commanding officers stated that "homosexual conduct is grounds for separation only if the commanding officer has received 'credible evidence of such conduct'" (Prince, 2002).
Although some gay servicemen have been discharged since the United States went to war in Iraq, cases such as Nguyen's and Hill's show that this is not always the case. Not only are military commanders not accepting simply a statement of homosexuality as proof, but also they are relying on the "for the good of the service" loophole to retain homosexual service members as well. As situations…...
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References
Dahir, M. (Feb. 2003). Prospect of war exposes hypocrisy of 'Don't ask, don't tell'. Lesbian News, 28(7). Retrieved February 21, 2005, from Academic Search Premier database.
Don't ask, don't tell takes a break for war. (May 2003). Contemporary Sexuality, 37 (5). Retrieved February 21, 2005, from Academic Search Premier database.
Prince, C.J. (26 Nov. 2002). Don't ask, don't tell, don't go. Advocate, (877). Retrieved February 21, 2005, from Academic Search Premier database.
In another case, five docking captains employed by Pacific Coast Docking Pilots sought to unionize with a secret vote of five to zero being entered in favor of adopting the union as the bargaining agent for these docking pilots with the company. Pacific Coast Docking Pilots refused to recognize the union as the legal bargaining entity, claiming that the docking pilots were not employees but were actually supervisors as defined by the Labor-Management Relations Act. As such, the docking pilots would not be eligible to form a collective bargaining unit with the protections of the Act and the National Labor Relations Board. The union field an unfair labor practices grievance against the employer and won a summary judgment, which was then appealed by the employer with the above arguments cited as a reason. Determining whether the docking pilots are actually supervisors is not as simple as might…...
" The "financial support" clause of Section 2 does not appear to have been broken, since the employer is allowed to confer with the employees on company time. The only point of question is the direct management participation in the committee. This could be interpreted as being more than conference. The employee committees, in order to fulfill the criteria of Section 2, would have to be comprised strictly of employees. These employees would then be able to conference with management, but management would not be considered an active participant or a voter in these committees. However, in an architecture firm where all employees are professional and projects are often completed collaboratively, the union's dogmatic schism between "labor" and "management" is probably anachronistic. In that type of business, those definitions are more fluid, such that "management" on the committees may not be any different from any other employee in many aspects…...
The United States is one of the least unionized countries among developed nations (Brown & Warren, 2011). Germany, Canada, and Norway have workforces that range between 20 to over 50% unionized, but in the U.S. just 10% of the workforce was unionized in 2007. The American economy is considered one of the most robust in the world, so maybe there are several economic disadvantages to having a unionized workforce. This memorandum will address this issue and discuss any limitations to what management may say or do during labor organizing activities.
isks and ewards from an Organizational Perspective
Brown and Warren (2011) provided an overview of the historical progression of organized labor in North America, paying special attention to the U.S. labor market. Their orientation is from a human resource management perspective, so their main interest is in how a unionized workforce performs.…...
Brown, T.C. & Warren, Amy A. (2011). Performance management in unionized settings. Human Resource Management Review, 21(2), 96-106.
Chintrakarn, P. & Chen, Y. (2011). Do unions impact efficiency?: Evidence from the U.S. manufacturing sector. Contemporary Economic Policy, 29(3), 431-440.
1 that in the event of a layoff, the employer must lay off individual employees in reverse order of seniority, provided that the remaining employees have the skill and ability to do the job required. However, this could alienate younger workers from becoming members of the union, particularly since Section 8.2 reads that employees will be recalled in order of seniority (provided that they have the skill and ability to do the job required). This could, within the union, result in charges of age discrimination and ultimately undermine the union's power in the workforce.
According to Article 10 regarding bereavement leave, 10.1 stipulates that bereavement leave shall be granted over the course three regularly scheduled consecutive workdays' leave without loss of regular pay and benefits, in the case of the death of a member of the immediate family. However, the consecutive nature of this may be questionable -- a worker may…...
Topic Idea 1: The Impact of Employee Retention on Organizational Performance
Explore the positive correlation between employee retention and key business outcomes, such as productivity, profitability, and customer satisfaction. Analyze how high turnover rates can lead to financial losses, operational inefficiencies, and reputation damage. Discuss the importance of identifying and addressing the root causes of employee turnover to improve retention.
Topic Idea 2: Strategies for Enhancing Employee Retention in the Digital Age
Examine the challenges posed by the changing nature of work and technology in retaining employees. Evaluate the effectiveness of strategies such as flexible work arrangements, remote work options, and....
One pivotal event in history that had a significant impact on modern society is the Industrial Revolution. The Industrial Revolution, which began in the late 18th century in Britain and later spread to other parts of the world, marked a major shift in society from agrarian and handcrafted economies to industrialized and factory-based economies.
This period saw the development of new technologies such as steam power, the mechanization of production processes, and the rise of factory-based systems of manufacturing. These advancements revolutionized various industries such as textiles, transportation, and agriculture, leading to increased productivity, economic growth, and urbanization.
Southwest Airlines stands out as a beacon of customer-centricity in the often turbulent skies of the airline industry. With its unwavering commitment to providing an exceptional travel experience, Southwest has consistently differentiated itself from its major airline competitors, capturing the hearts and loyalty of air travelers. Let's explore the key attributes that set Southwest Airlines apart from the pack:
1. Transparency and Simplicity:
Southwest embraces transparency and simplicity in all aspects of its operations. Its fare structure is refreshingly straightforward, with only two fare classes - Wanna Get Away and Anytime. This eliminates the confusion and frustration often associated....
1. The dynamics of public employee unions and their right to strike present a complex interplay between the advocacy for workers' rights and the maintenance of public interest. Public sector unions, representing employees in government roles, have historically used strikes as a means to negotiate better wages, working conditions, and benefits. However, the act of striking in the public sector carries unique implications due to the essential nature of the services provided, such as education, healthcare, and public safety. This essay explores how these unions balance their right to strike with the overarching need to protect public welfare, examining the....
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