Hilary Mantel

HilaryMantel.docx

Home >Business & Finance homework help >Management homework help >Hilary Mantel

1. Review Chapter 1 and Chapter 2 in your textbook. Next, consider the following questions:

· What are the three phases of the labor relations process, and what are the basic assumptions in this process in the United States?

· Why might a worker want to be represented by a labor union, or not want to be represented by a labor union?

· How can we apply lessons from the history of labor unions to evaluate the strength of labor unions in the modern workplace?

Write an essay that addresses these topics in detail. You should not be writing a question and an answer; rather, write an essay that describes your understanding of these subjects, with the questions above as prompts to help steer your thoughts. The result should be a post that stands on its own as an academic paper, not a Q&A from a classroom assignment. (This will be helpful to you as you work on your Final Paper later in the course, so doing good work now will save you time later on.)

Use in-text citations to show where you are applying or discussing content from your textbook. In addition, be sure to cite where you are applying or discussing content from external research that you decide to use, if any. (External sources are not required, but are likely to help your grade.) End your post with a References list that gives the full details about the sources. In-text citations and References should be formatted according to APA standards.

Share your initial post in this Discussion board by Thursday evening. Give substantive responses to at least two classmates' initial posts by Sunday evening. "Substantive" responses are not "Great post!" or "I like that you..." or "I agree..." type of reactions, but rather, thorough responses that include new connections to research, detailed examples from your own workplace experience, etc. Your classmates should always be learning something new from your responses.

__________

Discussions will use the following Grading Rubric:

· 25% Initial Post Comprehension: Develops an initial post with clear point of view, using rich and significant detail to demonstrate mastery of the learning topic.

· 15% Initial Post Application: Utilizes course materials and/or independent research to support your points.

· 10% Initial Post Timeliness: Submits initial post by midnight on Thursday evening during the assigned week.

· 25% Follow-Up Substantive Comments: Provides substantive responses to at least two classmates' threads, adding new insights, research, and/or examples to further classmates' learning.

· 15% Writing: Writes posts and responses that are easily understood, clear and well organized, and with appropriate grammar and spelling.

· 10% Citations and References: Uses proper APA-style citation methods when referring to other sources, including assigned content.

Labor relations is imperative in business as it refers to the system in which employers, workers and their representatives and, directly or indirectly, the government interact to set the ground rules for the governance of work relationships (ILO 2011). It is essentially the relationship betwixt an employee and the employer.

The labor relations procedure comprises of three fundamental basic phases:

1. Recognition of the legitimate rights and responsibilities of union and management representatives

Representatives have a lawful rights to frame and join an association, otherwise known as a union, or to abstain from doing as such. Work laws additionally presents the rights and obligations of the board and association authorities to keep pertinent laws and work in understanding contractual terms. “From a union’s perspective, phase 1 may be the most important phase because without gaining legal recognition as the exclusive bargaining representative of a group of employees in phase 1, the process does not proceed to phases 2 and 3” (Frumer 2019).

2. Negotiation of the labor agreement, including appropriate strategies, tactics, and impasse resolution techniques.

Contract arrangement includes union and the executives agents mutually deciding work policies administering the gatherings' privileges and duties influencing wages, hours, or different terms and states of business . The results of such exchanges importantly affect an association's work costs, the board's privileges, and secured representatives' way of life. Most debates are settled deliberately by union and the executives mediators during the haggling/negotiation procedure.

3. Administration of the negotiated labor agreement—the interpretation and application of labor contract terms on a daily basis.

When contract terms have been settled in stage 2, there is a need to apply those terms each day during the expressed term or length of the work understanding. The agreement implementation period of the work relations procedure is commonly cultivated through every day union and the board connections and, when essential, the utilization of a complaint discretion system to determine rights questions.. Settling rights questions represents the most time and vitality spent by association and the executives authorities in the work relations procedure and more often than not includes a bigger number of these authorities than the previous stages/phases.

An employee may opt to join a union force opposed to no representation, in doing so all of the employee work related information goes through the agency, such as wages, benefits, working conditions and complaints. One key difference between the union workforce and the nonunion workforce is how pay rates are handled. Union workers' wages are established through negotiation between union representatives and your company's negotiation team. A negative aspect of joining a union is that even if one’s Director wants to provide a raise they are unable to do so because that a decision of the union. Nonunion workers usually don't have the luxury of negotiating the terms of a retirement plan, such as a 401(k) and there is generally a discussion about the salary or wage rate, and in some cases, the candidate you select might want to negotiate the offer.

We apply lessons from the history of labor unions to evaluate the strength of labor unions in the modern workplace consistently. Introducing a limited workday (8 hours), numerous supported safety regulations, getting off on national holiday’s, paid vacation/well days and, best of all, no work on weekends. The impact labor unions have had on the workplace and workforce is astounding truly. My personal favorite is the efforts to halt child labor and provide employee benefits.

References

Renz and Associates. (2016). The Labor Relations Process Chapter 1&2. Cengage.

ILO. (2011). Labor Relations and Human Resources Management. Retrieved on August 28, 2019 From: http://www.iloencyclopaedia.org/part-iii-48230/labor-relations-and-human-resource-management

2. Review Chapter 3 and Chapter 4 in your textbook. Next, consider the following questions:

· What are the primary legal requirements in modern labor relations, and what steps can management take to comply with these laws?

· What does each side in the labor-management relationship want to achieve?

Labor relations grew popular the early 1900’s and encouraged Federal labor relations laws to rise. The objective was primarily to guard all employee and employer rights, dismiss discriminatory actions, a just and fair workplace/compensation, in addition to collective bargaining. Law’s concerning said practices vary from state to state or Federal. As a the owner of a business, one must understand at minimum the most basic labor laws. “Congress enacted the National Labor Relations Act ("NLRA") in 1935 to protect the rights of employees and employers, to encourage collective bargaining, and to curtail certain private sector labor and management practices, which can harm the general welfare of workers, businesses and the U.S. economy” (NLRB 2019).

Work laws in the United States for the most part shield representatives from unlawful segregation. This implies organizations can't segregate in procuring practices, advancements or terminating of representatives. Organizations additionally can't segregate dependent on race, ethnicity, sex, religion or country of starting point. These are called ensured classes. A few states additionally protect against segregation dependent on religion, sexual direction and gender identification. Employers must respect and accommodate employers religious belief, an example would be such as having a Muslim employee, they would be allowed to take their holiday days off or take a paid break for prayer according to the Title VII of the Civil Rights Act of 1964, “as amended by the Civil Rights Act of 1991 prohibits any form of employment discrimination by companies, labor unions, and employment agencies on the basis of race, color, religion, sex, or national origin. The Equal Employment Opportunity Commission is a federal administrative agency created to enforce the statute through investigating complaints, attempts at conciliation, and law suits filed on behalf of the complainant” (Renz and Associates, 2016, pp.3-7j). Owners of businesses are prohibited retaliate against employees that complain or files a complaint with regards to discriminatory actions.

The Bankruptcy Act of 1984 incorporates models for the dismissal of collective bargaining agreement by organizations trying to modify terms of a present work understanding. It expects organizations to give pertinent data to associations and participate in compliance with common decency endeavors to arrive at an understanding, which could maintain a strategic distance from the need to bow out of all financial obligations. In situations where no understanding can be come to, the demonstration indicates the prerequisites for ending or adjusting arrangements of a current work understanding.

Compensation is a grand portion of labor relations, as it is obviously the reason why we all work. The Fair Labor Standards Act, “is a federal law which establishes minimum wage, overtime pay eligibility, record keeping, and child labor standards affecting full-time and part-time workers in the private sector and in federal, state, and local governments” (Office of Financial Management 2019). All employees are mandatorily protected by the FLSA for say, overtime. Overtime must be paid to protect employers from overworking employers without fair pay. If an employee works over the applicable 40 hours a week they are entitled to receive overtime pay at one and one half times a workers regular rate.

Management must be sure to be open and maintain clear communication with their employees, making sure that all employees understand their rights. Open communication in the workplace gravely reduced tensions amongst employees by eliminating stress from confusion. Give an approach to workers to express complaints and to determine a contention. They need an approach to convey what needs be straightforwardly and unafraid of reprisal. That doesn't imply that workers ought to have the option to grumble to the entire office, however there ought to be an individual or a procedure where a representative can fuss.

Representatives ought to likewise have the option to pose inquiries and explain thoughts. In additional step for management to to comply with labor relations laws would include creating objectives for employees, objectives that aren’t simple but completely achievable. Then rewarding those employees that accomplish their goals by creating incentives such as a holiday party or a bonus.

Labor management relations alludes to collaborations amongst workers, as spoken to by labor unions, and their employers. Labor unions are associations of representatives specifically businesses, organizations, or gatherings of ventures or organizations, who combine so as to advance laborers' individual advantages. Primarily, management aims to strategically increase productivity.

References

NLRB. (2019). National Labor Relations Act. National Labor Relations Board. Retrieved on September 5, 2019 From: https://www.nlrb.gov/how-we-work/national-labor-relations-act

Office of Financial Management. (2019). The Fair Labor Standards Act. Retrieved on September 5, 2019 From: https://ofm.wa.gov

Renz and Associates. (2016). The Labor Relations Process. Chapters 3 and 4. Cengage.

3. Review Chapter 5 and Chapter 6 in your textbook. Next, consider the following questions:

· Why do labor unions form?

· What are the main steps in the process of becoming represented by a labor union? What are likely motivations and actions by workers, unions, and management during the organizing process?

· What behaviors or actions should labor unions avoid during the organizing process? What behaviors or actions should management avoid during the organizing process?

· Once a labor union has been elected to represent employers for collective bargaining, what is the process for developing a collective bargaining agreement?

A labor union or worker's organization is an association of laborers devoted to securing individuals' interests and improving wages, hours and working conditions for all. Regardless of what you accomplish professionally, there's an association, labor union, with individuals who do something identical or similar. Unions are not present in every organization; in many instances, employees have chosen to remain nonunion (Renz and Associates, 2016, pp.5-1).

There are various reasons as to why a worker may contemplate joining a union. Primarily, individuals whom feel as though their work rights/opinions aren’t respected. Workers feel empowered to form a union in order to provide them a voice. To feel secure under the blanket that a union provides. All changes that regard the union employee must go through the union, this can be a positive or negative. For example, Ford wanted to give a new truck to an employee as a bonus; However, the company wouldn’t be allowed to without the approval of the union.

If a laborer feels disrespected or specifically targeted at work and wants to potentially form a union, the main step in the process would be speaking to a select few co-workers with regards to their occupational concerns. As soon as there are a decent amount of workers grouped one may begin assembling their committee. The committee must comprise of different offices, occupations, sexes, and ethnicities so you can have reasonable portrayal. These panel individuals should then be taught on the current issues and appropriate union organizing approaches and standards. For the present, they’ll need to keep all dialogs and gatherings private, despite the fact that they should know your privileges. The National Labor Relations Board protects workers from being penalized or terminated for forming a union or participating in union-like activities (NLRB 2019).

Likely motivations and actions by workers and unions during the organizing process would be workers advertising union material. Most likely, marketing unionizing by handing out buttons, pamphlets or shirts. According to the NLRB, in order to be eligible for a union election at minimum thirty percent of employees must be supportive. While management’s likely actions during the organizing process would be gearing up and preparing legally and respectfully for the inclusion of the union as they are by law obliged to cooperate with the demands of the union. The primary behaviors or actions labor unions should avoid during the organizing process would be to keep the union talk under the wrap, as a respect tactic toward one’s organization and to provide a good report for the prospective union. Once the negotiating process begins, the election has been won and it is time to discuss business, bargain and build a solid base of demands/improvements for the union.

Collective bargaining is essentially a negotiation process betwixt corporations and labor unions. Once a labor union has been elected to represent employers for collective bargaining, the process for developing a collective bargaining agreement is simple. The corporation and the union meet to converse and come to a final contract solution for improvements that’ll provide reliable, decent compensation and proper working arrangements.

References

NLRB. (2019). Unions. National Labor Relations Board. Retrieved on September 11, 2019 From: https://www.nlrb.gov/rights-we-protect/whats-law/unions

Renz and Associates. (2016). The Labor Relations Process. Chapters 5 and 6. Retrieved September 11, 2019 From: Cenage.

4. Review Chapter 7 and Chapter 8 in your textbook. Next, consider the following questions:

· What are the objectives of labor and management regarding wages, benefits, and other economic issues? What does each side want to achieve?

· What other administrative issues are common in labor agreements, such as job types, training, and workplace safety?

Workforce is considered as the building block of the organization and effective workforce is a blessing. Labour carries core objectives regarding wages and benefits from the organization. They need timely wages along with yearly benefits from the organization as a reward of their effective and efficient work for the organization in the whole year. As far as wages are concerned, if they have detained by the organization for any reason then labour is one of strong anti-force who can destroy an organization in hours by making labour union. Labour union mostly found in those organization where labour has not received its full timely wages and benefits after a year (Quain, 2018). To avoid this, organization must take care of this asset in order to enhance overall performance. Likewise, management has great concern regarding wages and benefits because they have to do this in order to let them do their job effectively and efficiently, it plays a role of encouragement of the labour force. These benefits and wages should be favourable and sometime high in order to attract and retain the best talent of the organization. An effective tool to make them satisfied.

Furthermore, there are certain labour agreements need to be fulfilled i.e. Job types, overtime work, safety etc. are necessary elements need to be provided to the labour force in order to let them work productively. For instance, overtime work notice must be given before two or three days so that they can make space for overtime work. This overtime must be considered at high priority and need to be paid at the end of month. It can make them satisfied and encourage them work effectively and efficiently. Secondly, workplace safety is highly important in labour agreements because most of them associated to production department where safety must be at high pace so that they can work comfortably. If workplace does not provided to the labour force then they can make anti-organization force which has been discussed above because it is their right and must be given to them otherwise it would be a great administrative issue (Oster, 2018). Workload must not be imposed on labour force more than their tasks, if it is so, then they would not be able to work effectively and make more mistakes while doing work due to workload pressure. Overall, it can be the reason of great loss for the organization. In order to enhance performance, administrative issues must be solved accordingly.

References

Holley Jr., W. H., Ross, W. H., & Wolters, R. S. (2017). The Labor Relations Process(11th ed.). Boston, MA, US: Cengage Learning.

Oster, K. V. (2018). Strategic Workplace Issues. Career Advice.

Quain, S. (2018). Problems facing by labour force for administrative issues. How to run a business.

5. Review Chapter 9 and Chapter 10 in your textbook. Next, consider the following questions:

· How are disputes handled when either labor or management believes that the other side is not negotiating in good faith, or when the two sides are otherwise unable to come to an agreement on mandatory bargaining topics?

· How are disputes handled when either labor or management believes that the other side is not following the terms of the collective bargaining agreement? How and why is this scenario different from disputes during the negotiation process?

The labor and management are generally the two most extreme directives when it comes to agreeing and casting the same opinion on an issue. Nevertheless, even though the labor force works below the management, there are instances when the labor force is more powerful than the management and the upper authorities. This is the case when the labor unions are strong enough to advocate for their demands and rights.

Over the years, the power of the unions is rising in the developed nations, because of increased pressure on the employers to provide adequate working conditions to the employees, an increase in the incidence of reported harassment cases, and unethical terms that the employees have to agree on, with their employers. Therefore, it is considered customary for the management, employer and the employees i.e. the workers and labor, to be in negotiable positions. Where the employees can voice their demands, the employers can figure out ways to cover rationale demands, and agreements to be reached. The solution is applied in the form of collective bargaining as a concept that helps the employers and the employees to reach agreements and discuss policies regarding working conditions, wages and other environmental issues that need to be addressed at workplaces (courses.lumenlearning.com, 2019).

“Most union–management interest disputes are resolved voluntarily by the parties themselves without the need for assistance from an outside, third-party neutral” (Holley, W. H., Ross, W. H., & Wolters, R. S. 2017).Under the negotiation states, it is although not very common, but sometimes the two parties seem to collide on their opinions to the extent that they do not come to terms with agreeing on one notion, even after collective bargaining is put to use. These issues tend to be of more severe natures, dictates public interest and demands that the decision be made by trustworthy sources. In these cases, professional help, is acquired in the form of an arbitrator (wipo.int, 2019). An arbitrator is a specialist judge who listens to the issues, verdicts and opinions of both the parties, decides on the more logical side and then decides on whether the solutions should be applicable or not. The arbitrators are considered the last resort to disagreements that are not being handled by the employer and the employee. Therefore, the decision of the arbitrator is to be accepted and followed.

References

Courses.lumenlearning.com. (2019). The Process of Collective Bargaining. Retrieved from courses.lumenlearning.com: https://courses.lumenlearning.com/baycollege-introbusiness/chapter/collective-bargaining/ (Links to an external site.)

Holley, W. H., Ross, W. H., & Wolters, R. S. (2017). The labor relations process (11th ed.) Boston: Cengage Learning.

Wipo.int. (2019). What is Arbitration? Retrieved from wipo.int: https://www.wipo.int/amc/en/arbitration/what-is-arb.html

6. Review Chapter 11 and Chapter 12 in your textbook. Next, consider the following questions:

· What is the purpose of arbitration once a collective bargaining agreement has been implemented? How does it work?

· How should managers use the employee discipline process to support organizational goals, without running afoul of the labor agreement?

Employees are building block of the organization, it is the responsibility of the organization in order to retain them, serve them with incentives along with fulfilling of rights effectively and efficiently. There are number of procedures in order to settlement of disputes productively. Arbitration plays a significant role in order to settlement of dispute between employer and group of employees. Once collective bargaining is done, arbitration plays its role with the help of one or two-person who help in order to solve the dispute successfully. After collective bargaining, there are certain issues that remain there, to settle them organization appoints neutral persons with the consent of employee union in order to settle disputes or certain issues which needs to be clarified after collective bargaining has done successfully (MacDonald, 2018). Both processes need to be completed properly because in order to retain employees, it is necessary for the organization to fulfil their demands fully or choose a suitable of negotiation between organization and group of employees in which arbitration has an important role to be played.

Secondly, managers are considered as the captain of the ship. They handle these kinds of situations effectively and efficiently so that desired goals and objectives would be achieved appropriately. Progressive discipline is basically applied by the managers in order to identify certain issues relating to job-performance which is not up to the standard or required status. Managers handle this situation by applying progressive discipline process to guide employees that they must identify their weaknesses and in order to overcome their problems effectively along with job satisfaction expectations. Experienced managers often arrange training for those employees who are not showing performance properly (Mayhew, 2016). It is mandatory for them to attend training in order to identify their weaknesses, match the issues that where are they lacking, why their progress had been questioned? And many more. By having these kind of trainings, employees get to know what are the weaknesses and gain knowledge about the certain tasks which would be performed more accurately as compared to previous tries. An effective and efficient methods to retain them for longer period because they are real asset for the organization.

References

MacDonald, Lynne. (2018). What are the benefits of arbitration? Managing Employees.

Mayhew, Ruth (2016). How a progressive Discipline progress can be used? Human Resources.

7. Review Chapter 13 and Chapter 14 in your textbook. Next, consider the following questions:

· In what ways are public sector (government) unions similar to private sector (corporate) unions? In what ways are they different?

· How does the 2018 Supreme Court ruling in the Janus v. AFSCME case potentially change the landscape for public sector unions?

· How does the labor relations process work differently when multinational corporations are involved? What is transnational bargaining, and why is it important in this context?

· How do labor unions operate differently in other industrialized nations? (You do not need an exhaustive list here; just share some observations about what struck you as interesting.)

The employees of a company are considered the most important asset of its organizations as they impend and work towards productivity. The concept of labor unions for the workers are relatively different in both the public and the private sectors. There might not be a very evident difference between the unions existing in both the sectors, but the spectators believe that the major difference is in the working of these unions (Ring, 2012). Where the statistics for labor unions in private organizations have fallen with every decade, the governmental sector labor unions have grown. This is primarily because private organizations have shifted their manufacturing processes to more capital intensive units, which requires lesser labor. While the governmental organizations, many of them, still follow the traditional practices in the factories, therefore employing a large number of factory workers that form unions. According to the ruling of the case against AFSCME, the court ruled in a 5-4 decision of the applicant that the fees of the sector unions for the non-members of the unions is an act that directly violates the First Amendment. This limits the strength that the labor unions may or may not have over other workers (JANUS v. AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, COUNCIL , 2017).

On the other hand, the issues have seen to be quite minimal in the scenarios where multinational corporations are involved. The sole aim of multinational corporations is to reduce their costs of production by hiring labor that is cheap in other nations. Because of increased unemployment, the supply of labor is often more than it is anticipated and this weakens the union systems (epsu.org, 2019). However, the potential difference is that the unions in these scenarios are stronger and more open to communication. The more likely concern is in the form of transnational bargaining and collective bargaining agreements where unions demand health and better safety needs.

References

epsu.org. (2019). Transnational bargaining. Retrieved from epsu.org: https://www.epsu.org/article/transnational-bargaining-0

JANUS v. AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL EMPLOYEES, COUNCIL , No. 16–1466. (SUPREME COURT OF THE UNITED STATES 10 2017).

Ring, E. (2012, 2 20). The Ideology of Public Sector Unions vs. Private Sector Unions. Retrieved from californiapolicycenter.org: https://californiapolicycenter.org/the-ideology-of-public-sector-unions-vs-private-sector-unions/