They also influence the employees’ social needs and the relationship between the management and the workers. They are however not a guarantee to increased productivity in the workplace, since they may limit the employees from giving the Company their best performance. This may be because of the union’s influence as it highlights some of the needs of workers XYZ does not fulfill (Sporgnardi, 2000). Making the employees aware of these needs may introduce and increase the number of strikes in the workplace. Differences between operating in a union-free environment and in a unionized environment In a union free environment, the decision the management makes solely concentrates on increasing productivity of the organization. This may be through directly investing in the organization, for example investing in intensive marketing of the company’s products. The indirect method involves corporate social responsibility, where the organization creates the best working environment and introduces awards for the best performing employee. In a Unionized environment however, there is presentation of the interests of two parties: the employer and the worker. The unions assume that the workers provide optimum services to the organization hence, strives to increase the wages of its members. They force the employers into increasing wages and introducing strategies in the organization that show that they treat them fairly in the workplace. This influences the decisions the management makes because it has to put into consideration the demands of the union (Kaufman, 2001). The Human Resource management is more effective in a union free environment than in a unionized environment. In a union free environment, the managers carry out research on how to improve the efficiency of the employees. They carry out activities such as job analysis, in order to develop job descriptions and job specifications that would enable them in formulating the salary structure for all its employees. The employees, in this environment, deal with the management directly in terms of payment increase or incentives. In a unionized environment, the union stands out as the sole bargaining agent. The employees compile a report of conditions in the workplace, which the union considers in order to come up with a collective agreement on how to solve conflicts in the organization, increasing the wages and how the management should improve the working conditions. Management in union free environment is unable to question the decisions the heads of department and top managers make in the organization. It is therefore not a guarantee that all their decisions are efficient in the productivity of the company. The workers union, on the other hand, is able to question any decision the employers make. This may result to the managers coming up with creative solutions that may be more productive. The CEO of XYZ may embrace the aristocratic style of leadership, where the management should not question his decisions. Some of the decisions that he would make would have a negative impact on the employees, for example increasing the production line without increasing the number of employees in the workplace, hence overworking the employees. This may lead to production of low quality products that may result to reduced sales level. The union’
A Memo on XYZ’s Union-Organizing Campaign Name Institution To: Mr. Charles Brown, XYZ Senior Manager From: James Dukes, XYZ Consultant Date: November 30, 2013 Subject: Union-Organizing Campaign The XYZ Company is facing a problem of employees organizing a campaign formation of employee union in the workplace…
The two-tier wage systems create animosity amongst the lower tier whereby they believe that they are being hard done by and being paid less just due to the fact that they are placed the lower category. The two-tier wage system is therefore dysfunctional and brings more harm than doing any good for the sake of the organization in the long run.
Following the invention of the telephone by Alexander Graham Bell in 1876, Graham and his financial backers formed the Bell Telephone Company the following year. AT&T was later incorporated as a subsidiary of Bell in 1885 in order to build and operate the first long-distance telephone network.
These unions play a vital role in negotiating compensation and promotion for unionized as well as non-unionized staff members. They are established to convey voice of labor through proper channel and enhance working conditions and environment of premises.
The act of the employers may provoke the employees so that they may organize themselves to safeguard their interests by bargaining their needs collectively, through strikes or by other means. In order to avoid such strikes that may thwart the progress of the establishment, the employers may seek settlements.
In addition to that the confessions of Martin Jay Levitt are also discussed by comparing the strategies mentioned in the paper and the limitations of union avoidance have been explored.
Union avoidance can be termed as management's new industrial relations strategy that avoids problems with labor unions.
The company now has 65000 employees all around the world out of which 80% of the staff works directly on the sales floor. M&S is amongst the top 6 retail suppliers in the UK and have extended their operations in 29 different countries. Most of the stores are mainly
Any company can remain union free for a really period of time but the only condition is that it should maintain good terms of service for its employees and this includes; competitive wages and benefits, communication
rker in a mining company that was a member of the Committee for Industrial Organizations to break away in 1935 triggering the emergence of Trade Unions in the United States (Peterson, 1963). These Trade Unions were formed ensure that the interests of workers were protected. They
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