Document Type:Essay

Subject Area:Management

Document 1

  Employees have the right to form or join a union. However, an employer can also cautiously persuade employees not to join or form a union. Employers have the right to express their views on unionization to their employees but they must be very careful about what they communicate with them. There are organizations that prefer unionization while others would rather not have unionized workers. Nonetheless, with special techniques and policies in place, an employer can create a work environment in which workers do not fee the need to form or join a union. Union drives begin when disgruntled employees feel dissatisfied with their work. Thus, the management and supervisors should create and enforce a pro-employee culture in which employees are free and treated fairly.

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“Conduct wage surveys, be competitive," (Fredericks, 2018). Unions negotiate mostly for the compensation plans of employees. An employer should conduct frequent surveys about wages to remain competitive and award his employees fairly. The decline in union memberships impacts the work and career dissatisfaction and alienation. Employers are critical about how employees perceive their work; especially job satisfaction levels because it affects job performance, turnover, and organizational commitment. Many research studies suggest that union employees are less satisfied that non-union employees and yet they are less inclined to quit their jobs. These findings are an anomaly because unions should make employment conditions better for employees, which would lead to increased job satisfaction (Laroche, 2017). Whether the decline of unions is caused by globalization and advancements, employees used unions to voice their job dissatisfaction.

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Unions can only bargain for the small number of unionized employees. “The dissatisfaction of union members is real, but it is due to the working conditions and the types of workers that tend to be unionized,” (Laroche, 2017).  Workplace satisfaction lies squarely on organizations. HR professionals should understand workers job expectations and devise effective communication systems through which employees can express their job-related issues. Question 3: List and discuss some of the advantages and disadvantages of using seniority as a factor to determine shift preference or overtime assignments. Senior employees feel entitled to benefits, promotions, and high wages. This may force an employer not to hire a talented pool of workforce that is more likely to perform better than the senior employees. Again, the priority awarded to senior workers creates an imbalance in competition between employees.

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Seniority is not a guarantee for high performance and increased productivity (Reddy, 2016). Conclusion “Seniority systems might result in slow career growth and be unattractive to the most talented and motivated workers,” (Hamel, 2017). The major role of government in labor relations is to provide a legal framework that guarantees fair standards for labor organizations and protect the rights of employees and employers. The government formulates and implements the relevant regulations, policies, and laws that govern labor relations in the country. Labor laws govern the operations of labor organizations and address the rights of employees in the workplace. Other laws such as the Labor-Management Reporting and Disclosure Act ensure the labor organizations maintain their fiscal responsibility while representing employees (Department of Labor, 2018). Federal agencies such as the National Labor Relations Board (NLRB) is responsible for the administration of the National Labor Relations Act.

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