HRMN 362 Labor Relations

Final Assignment for Labor Relations

Ann-Marie Hensgens

Professor Donald Rider

University of Maryland College

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Unionizing of workers

Unions in the work place are formed when the employees believe that they are not receiving what they deserve from their employer. Employees will, therefore, turn to unions with the hope that the union will help them achieve what they want and get some equitable treatment. Dissatisfaction in the work place is the main reason that leads to the formation of unions in the workplace, but there are other reasons that make employees unionize. Proper motivation and leadership in the organization will affect the employee`s performance. Proper leadership and policies in the organization will lead to employee job satisfaction and commitment. Employees will be motivated to work, and therefore there is no need to unionize. Based on the above reason I agree with the philosophy that, enhancing proper leadership, desired policies and motivation techniques in   the organization, employees will not require unionizing. To create a working environment where employees will not want to unionize, employers should create a good working environment. Good working environment means that workers should be rewarded well and motivated to increase their productivity in the organization. (Bowal & Moore, 2015).

Impasse resolution

            Impasse in the organization may occur when parties may fail to reach an agreement. There are however many means that may be used to resolve negotiation impasse. One major non-economic means is mediation. Mediation is a form of impasse resolution where a neutral third party (mediator) help the two parties resolve the dispute by reaching a voluntary resolution. Mediation is a flexible and confidential process where the mediator will help the parties involved to understand the rights and interest of the others. One advantage of mediation is that it gives the parties an opportunity to listen to each other and have the final say in arriving at the decision. The major disadvantage of this form is that one or both of the parties may be unwilling to participate in the mediation process. (Van , & Kray, 2015).

The other form of impasse resolution is arbitration. Arbitration is a method where an impasse/dispute is submitted to one or more arbitrators who will be responsible for making a decision on the dispute after an agreement of the involved parties. Arbitration is a flexible process that is private and confidential to the two parties. The process, however, is expensive, and the parties incur the high cost of hiring an arbitrator. (Van , & Kray, 2015).

Steps in the first bargaining process

Collective bargaining is a mechanism of addressing dispute in the organization where the organization and the workers will engage some in negotiations. The workers in the organization will be represented by the labor unions. Preparation for any negotiation with the union starts with some steps that are designed to ensure efficient collective bargaining process. The first step is reviewing the previous negotiation. The process involves reviewing the union’s last agenda in the previous negotiations. Reviewing the notes and minutes of the union`s previous negotiation will allow the organization`s human resource managers to study the argument made by the union

The next step involved is reviewing the operating experience of the unit during the last contract. This involves reviewing the manner in which the previous contract impacted the effectiveness and efficiency of the organization. The above measure will help the organization determine the efficiency and effectiveness of the union. (Lewin, 2014).

Government participation in the labor relation.

The formulation of policy in the labor relation is the main role of the government in the labor market. Policies in the labor market will help to create a constructive collective bargaining in the organization. Policies in the labor market will also prevent illegal discrimination of employees because of such factors as race, gender or religion. The government is also responsible in the reevaluation of established policies in the organization concerning the labor market. The government may intervene directly in the organization`s labor relation by use of wage commissions, wage tribunals, and committees (Fossum, 2014). 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

References

 

 

 

Bowal, P., & Moore, S. (2015). The Duty of Unions to Fairly Represent their Members.

 

Fossum, J. A. (2014). Labor relations. Mcgraw Hill Higher Educat.

 

Lewin, D. (2014). Collective Bargaining and Grievance Procedures. The Oxford Handbook of Conflict Management in Organizations, 116.

 

 

Van Zant, A., & Kray, L. J. (2015). Negotiation and Conflict Resolution: A Behavioral Decision Research Perspective. In Wiley-Blackwell handbook of judgment and decision making (pp. 828-848). John Wiley & Sons Hoboken, NJ.