Bus 372 Week 5 Final Paper Working Together Unions And Management.

BUS 372 Week 5 Final Paper Working Together Unions and Management Unions and Management Working Relationships BUS372: Employee & Labor Relations . The relationship between unions and organization is a contentious one. Dating back to the beginning of unionization in the 19th century, the two entities have held divergent perspectives. Unionization was birthed from the perception that organizations took advantage of workers and some form of a bargaining agreement was needed. There were documented incident of workers working long demanding hours for minimal pay; little to no healthcare coverage; unsafe working conditions; and gender/racial discrimination. On the other hand, companies believed that unionization resulted in less productivity which threatened profits, that unions interfered in daily operations, and restricted the employer’s say over compensation and benefits. The ongoing conflict between the two played out in courts, picket lines and political elections. Throughout decades and several pivotal points, many of the major conflicts between the two have waned and shifted course. For instance, the formation of welfare capitalism by companies was a way of showing employees there was no need for unions. According to Sloane (2010), “Welfare capitalism was intended to demonstrate to their employees that unions were unnecessary, they established a wide variety of employee-benefit programs: elaborate profit-sharing plans, recreational facilities, dispensaries, cafeterias, and health and welfare systems of all kinds. Employee representation plans were also instituted, with workers thus being offered a voice on wages, hours, and conditions and the companies being thereby enabled to satisfy many grievances before they became major morale problems” (p 63). Moves like this work for and against both sides. But evidentially, the two sides realized in order for any agreement to work there is a need to overcome the difference. The reality of it all is there is a common set of desired goals...

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Bus 372 Week 5 Final Paper Unions And Management Working Relationships.

BUS 372 Week 5 Final Paper Working Together Unions and Management Unions and Management Working Relationships BUS372: Employee & Labor Relations . The relationship between unions and organization is a contentious one. Dating back to the beginning of unionization in the 19th century, the two entities have held divergent perspectives. Unionization was birthed from the perception that organizations took advantage of workers and some form of a bargaining agreement was needed. There were documented incident of workers working long demanding hours for minimal pay; little to no healthcare coverage; unsafe working conditions; and gender/racial discrimination. On the other hand, companies believed that unionization resulted in less productivity which threatened profits, that unions interfered in daily operations, and restricted the employer’s say over compensation and benefits. The ongoing conflict between the two played out in courts, picket lines and political elections. Throughout decades and several pivotal points, many of the major conflicts between the two have waned and shifted course. For instance, the formation of welfare capitalism by companies was a way of showing employees there was no need for unions. According to Sloane (2010), “Welfare capitalism was intended to demonstrate to their employees that unions were unnecessary, they established a wide variety of employee-benefit programs: elaborate profit-sharing plans, recreational facilities, dispensaries, cafeterias, and health and welfare systems of all kinds. Employee representation plans were also instituted, with workers thus being offered a voice on wages, hours, and conditions and the companies being thereby enabled to satisfy many grievances before they became major morale problems” (p 63). Moves like this work for and against both sides. But evidentially, the two sides realized in order for any agreement to work there is a need to overcome the difference. The reality of it all is there is a common set of desired goals...

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Bus 372 Week 3 Assignment Contract Negotiations.

BUS 372 Week 3 Assignment Contract Negotiations The producers said the WGA was not bargaining in good faith. What did they mean by that, and do you think the evidence is sufficient to support the claim? Firstly, everyone understand what Good Faith bargaining stands for: Good-faith bargaining generally refers to the duty of the parties to meet and negotiate at reasonable times with willingness to reach agreement on matters within the scope of representation; however, neither party is required to make a concession or agree to any proposal (USlegal.com, 2001-2013). Good faith bargaining requires employers and unions involved in collective bargaining to: 1.) use their best endeavors to agree to an effective bargaining process; 2.) meet and consider and respond to proposals made by each other; 3.) respect the role of the other’s representative by not seeking to bargain directly with those for whom the representative acts 4.) not do anything to undermine the bargaining process or the authority of the other’s representative (USlegal.com, 2001-2013). It is dishonest labor practice for any union to reject to bargain in good faith with the employer concerning wages, hours, and other employment conditions (Dessler, 2011). Dessler (2011) states, that in” October 2007, the Writers Guild asked its members for strike approval, and the producers were maintaining that the guild was just trying to delay negotiations until the current contract expired at the end of October”. Both the Writers Guild and the producers knew that timing for these negotiations is crucial. Television series are in full production during the fall and spring. If the writers were to go on strike now would have a bigger impact than they would have if they waited until the end of October. The proof the producers had at that time was the WGA negotiating committee stayed less than...

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Bus 372 Week 1 Dq 1 The Role Of Unionization

BUS 372 Week 1 DQ 1 The Role of Unionization Unions represent the interests of their members, whether they are nurses, teachers, care assistants or cleaners. A trade union such as UNISON is set into a national structure with local branches, which have locally elected officials. Typical issues the union involves itself with are: Pay discussions. Average earnings are 8% higher in trade union workplaces. Bargaining for better holidays. Average trade union members get 29 days annual leave against 23 days for non-unionised workers. Gaining compensation for those who are injured or become ill. Developing the job of Health and Safety committees. Typical examples of UNISON’s tasks are: (a) Caring for cleaning staff – More than 860,000 people work as cleaners in the UK and there is a higher rate of accidents among these employees than anywhere else. They work in schools, hospitals, shops and other businesses. Often little thought has been given to their Health and Safety needs. On one occasion, UNISON was involved in a case in which cleaners were having to handle materials that were poorly labelled. In some cases, this made them unsafe to use. Discovering their concerns, the UNISON safety representative found the risks involved had not been assessed. UNISON’s actions resulted in an agreement with the employers where only three cleaning chemicals would be used. Training was also given to the cleaners. (b) Catering with care – Food quality, safety and hygiene are very important, but some employers do not think about the Health and Safety of those preparing and serving the food. Slips and trips in the kitchen are the main causes of accidents. High cooking temperatures, knives and heavy pots are also dangerous. UNISON branch officials work with local managers to improve the level of care in catering in schools, hospitals and...

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Bus 370 Final Paper Week 5 Organizational_Development.

Organizational Development BUS370: Organizational Development Organizational Development Organizations are companies and industry that have been created out of need or a vision and the desire to provide services or a product to a certain group of people. The intentions of organizations as time lapses can be transformed because of trends that are forming, and the change in economy or maybe because needs change. Change is inevitable in all things and is necessary for development. Due to these reasons organizational development is needed in organizations. This brings us to the fact that with today’s constant changes in the world, organizations have chosen to use what is known as Organizational Development (OD) to help assist in the creating of a more effective and healthier organization and the promotion of personal growth and development which is the result of systematic change. Our professional and personal lives are continuously being affected by change. Change allows us to be able to use the different types of strategies to achieve our goals in life whether they are personal or professional. The research that I have done on OD processes will help to enable me in my present job and also in my future with professional goals that I choose. Organizational Development “Organizational development is defined as an emerging discipline aimed at improving the effectiveness an organization and its members through a systematic change program (Brown, 2011). We are in a unique time when it comes to organizational development, technology is pushing the envelope of what is possible; change is the operative word, according to Craig R. Seal (2002). He also states that there is a new group of “knowledge workers” who are not satisfied with what is known as traditional management technologies. Business requires constant change to be able to maintain a competitive advantage in manpower,...

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