Replies
spanishexpert
Student1.docxStudent #1
Reply must be at least 500 words and must also include a biblical integration and at least 2 peer-reviewed source citations in current APA format.
For the last hundred plus years, unions have represented employees in the United States. Over this time the amount represented has fluctuated tremendously. According to Dinlersoz and Greenwood (2016), “In 1910, around 10 percent of the American workforce that was in the non-agricultural private sector were union members” (p. 129). As time moved on and American industries continued to offer very little wages and with the increase in poor working conditions, it was evident that unions needed to represent American workers. In 1935 the National Labor Relations Act was instituted, allowing American workers to join unions for collective bargaining (Pynes & Lombardi, 2011). After the passing of the National Labor Relations Act of 1935, almost 40 percent of the American workforce was represented by unions to solve the issue of wages and poor working conditions in around 1945 (Dinlersoz & Greenwood, 2016). However, since that peak in union members, union member numbers have steadily declined, and so much so that they are almost nonexistent. In fact, by the year 2000 only eight percent of the American workforce was represented by unions, and since then the numbers have dropped even more (Dinlersoz & Greenwood, 2016). Even though the number of union workers is steadily declining, there is a definite market in the healthcare industry. Over the past ten years healthcare reform has been a major issue along with cost reduction. With this cost reduction a need has been noticed for skilled healthcare workers (such as nurses) to organize and join union. Even deeper than that, the healthcare industry can bring union between $2 to $3 billion dollars in dues (Sanders & McCutcheon, 2010). This doesn’t mean that it is inevitable, it just means that human resources managers must get creative in keeping the employees of their organization from organizing and forming unions.
As a human resources manager there are certain aspects of the organizations that must be managed properly to keep employees from organizing. Some of these aspects include administering examinations, performance appraisals, promotions, and merit pay systems in an equitable and consistent manner; jobs must be enriched so that that are not so routine and boring; and employees must feel that their job is important and that they are contributing to the organizations mission (Pynes & Lombardi, 2011). All of these aspects of employment if managed properly can keep employees happy in the workplace and free of seeking to organize and form unions. There are other ways as well to keep employees from forming unions. There are certain steps you can take during the cycle of employment to ensure employees are not seeking to organize. At the beginning of employment communicate with employee of how a union would not be a good fit for the organization (Bruce, 2012). Communicate to the employee that the organization is pro-worker, and that employee has a voice in the organization (Bruce, 2012). Make sure to explain and communicate unpopular decisions (Bruce, 2012). It is also ideal to have a communication system in place so that employee’s voices can be heard (Bruce, 2012). Make sure the workplace is fare, safe, and secure (Bruce, 2012). It is also extremely important to have an effective grievance process in place (Bruce, 2012).
References
Bruce, S. (2012). 8 steps to keep your workplace union-free. Retrieved from https://hrdailyadvisor.blr.com/2012/08/29/8-steps-to-keep-your-workplace-union-free.
Dinlersoz, E., & Greenwood, J. (2016). The rise and fall of unions in the united states. Journal of Monetary Economics, 83, 129-146. doi:10.1016/j.jmoneco.2016.08.008
Pynes, J., & Lombardi, D. N. (2011). Human Resources Management for Health Care Organizations. Chichester: JOSSEY BASS WILEY.
Sanders, L. G., & McCutcheon, A. W. (2010). Unions in the healthcare industry. Labor Law Journal, 61(3), 142.
