Labor Management Relations

LABOR UNIONS 5

LaborManagement Relations

LaborUnions

Laborunionsplaya significant role infightingforthewelfareof unionmembers.Managersin the21st centuryhaveinvariablyfoundthemselves under pressureto workin harmonywith laborunionsthat are vehemently fightingforthewell-beingof members,to theextentthatmanyorganizationsdissuadeemployeesfrom joininganyunion(Saez, 2013).Nonetheless,laborunionsfrontoperational advantagesto managerswhoprovidetheaptenvironmentforemployees.Asubstantialbenefitformanagersis thata collectiveconcurrence with unioncreatesa setagreementthat can not becontesteduntil thelapseof thecontract(Saez, 2013). Invariablythismakesunderlying costslinkedto payandbenefitsmuchmorepredictable.In addition,employeeturnover is lessprevalentbecausetheworkforce enjoyssecurity,safety,andlucrativeremunerationthatunionsbring(Keller, 2012). Consequently,employeetrainingbecomesa meaningfulinvestment.

Ontheotherhand,unionscan be extremelyfrustrating to a manager,especiallyin a situationwheretherapportwith theunionis not cordial.Thishas thepotentialof creatinga mentalityof ‘’weagainst them’’ thatmight leadto unnecessaryaccusationsandunreasonableconfrontationto managementdecisions,forinstance,disciplinaryandterminationmeasuremay be contestedfrivolously. Thiseventisbeneficialto employeesbuterects a graveimpedimentformanagers(Keller, 2012).

Evenin circumstanceswheredisciplinary measuresorterminationis thebefitting decisionfora manager,themember’sunionmay makefranticeffortsto contestthisdecision.Lockouts are otheraspectsthatfrontprimaryconcernto managementof organizationswith unionized employees(Financial Express, 2009). Disparate from strikes,lockouts,areonlyrestrictedto unionized organizationsandare typicallyinstigatedbythe directorate.Thisprimaryaimof lockouts is to coerceemployeesto concurwith a givenproposal.Generally,theworkforce interpretsthisas intimidation,an aspectthat aggravatesan alreadyvolatileandcomplexsituation(Financial Express, 2009). Unionagreementsalsomakeitconductnecessaryalterationswhenbusinessenvironmentchange,suchas retrenchmentorreducinghoursof operationswhencompanyrevenuedwindle(Saez, 2013).

Managementversus Labor Union

Laborunionsare necessarysince theyprovidea platformandavenuethrough which businessentitiesin thepublicandprivatesectorare keptontoeto ensuretheydonot infringeon therightof workers.Itis paramountto there is a bodythat ensurelaborlawsarenot violatedandthatconsistentlydefendstheworkersfrom firms that may wishto exploitthe employeeto meettheir goals.

Thegeneralphilosophyin themanagementprocessis thateveryworkplace is a harmoniousandintegratedbodythat subsistsfora commonrationale.In thisrespect,theroleof managementis to offera guidanceandgoodcommunication.Therefore,mystrategywould be to ensurethatallworkersare devotedto thefirm andmanagement,by recognizingtheir sharedgoal(Saez, 2013). Since laborunionscontendforcommitmentandallegianceof employees,I would seeto itthatthewelfareof allemployees,aimsandaspirationsare met.I would diffusepoweramong all thegroupsto ensurethatnopartydominatestheother.I would alsoensurethatthere is an open–endedrelationshipwith allemployeesto removeanyconflictwith thelaborunion.

Managerswhofeelthatlaborunionsshould beavoidedshould knowthattheyshould not expectblindobedienceby employees.In reality,whena managerthreatensto suppressemployee’saims.Ideasandthoughtshe/sheis likelyto createa riftthat may be detrimentalto anorganization.Unionare legitimatebodiesthatadvanceemployeesinterestintheworkplace,andhavethepowerto challengethedecisionmadeby a managerifitis construedto impactnegatively on their welfare(Saez, 2013).Itis not a manager’sdutyto roleto preventemployeesfrom joininglaborunions.Nonetheless,theenvironmentthat isprovidedat theworkplace is theonethat makesitnecessaryforemployeesto seektheserviceof laborunions(Saez, 2013). I would createa workingenvironmentthat is openandtrusting. Allemployeeswould havean opportunityto airtheir grievanceswithout reprimand andifit’sifgenuineactionswouldbedoneto addressit.Everyworkersaimto generatejobsatisfaction,andthisshould be theprimarygoalof a manager.Itisexpectedthatevenunionized employeescan onlylobbyfora genuineandlegitimateconcern,andas sucha managershould respondto theseconcernswithout coercionfrom externalforces(Saez, 2013). Thiswould not onlyavert conflictwithin theorganizationbutwould makeitmoribundforemployeesto joina laborunion.In a tradeunion,employeeare givena platformandpowerto protectsagainst their managers,butwhensuchthingamajigs areaddressedin advance,suchactionscan be prevented.

Conclusion

Laborunionsare necessarysince theyprovidea platformandavenuethrough which businessentitiesandcompaniesboth in thepublicandprivatequarterare keptontoeto ensuretheydonot infringeon therightof workers.Itis not a manager’sdutyto roleto preventemployeesfrom joininglaborunions.Nonetheless,theenvironmentthat isprovidedat theworkplace is theonethat makesitnecessaryforemployeesto seektheserviceof laborunions.Employeesshould beaccordedan environmentwheretheyfeelrespected,happy,satisfiedandmotivatedsothattheir participationin laborunionsdoesnot impactan organizationnegatively.

References

FinancialExpress (2009). SecondMRF lockout, now in Tamil Nadu.Retrieved from:http://www.financialexpress.com/news/second-mrf-lockout-now-in-tamil-nadu/462146/

Keller,L. (2012). ThePros and Cons of Joining a Labor Union.Fox Business. Retrieved from:http://www.foxbusiness.com/personal-finance/2012/04/10/pros-and-cons-joining-labor-union/

Saez,A.(2013). Definition Of Employee Relation Management Essay. Retrievedfromhttp://www.ukessays.com/essays/management/definition-of-employee-relation-management-essay.php?cref=1