Collective Barg 2

1. Why has union membership in the United States declined in the blue-collar sector?

Union membership is estimated to be "about one- eighth of the employed....down from about one-third in 1955" (Fischer, 2010). It is felt this is in part due to less blue-collar industrial jobs in the United States, thus less need for union representation. In addition, there has been increased globalization, with more "workers from low wage nations moving into the United States economy" (Fischer, 2010). Unions have not been as successful in organizing these workers due to language barriers and other factors. The more divided workers are by ethnicity they more difficult it is to organize workers. Women, a greater force in the workplace, also traditionally have less interest in union organization than men (Lipet & Katchanovki, 2011). Rules have also changed in regards to unions, with greater regulatory oversight making it harder to unionize. In addition, some states have anti-union laws making it harder to unionize in an effort to be business friendly. In addition, approval of the union has slipped, with Americans more likely to support independence and individualism. Furthermore, unions "free rider" programs allow some employees to benefit from the union's efforts without actually joining the union and paying dues (Fischer, 2010). Changes in manufacturing also create challenges in the traditional model of union membership and organization, and the degree of employer opposition has been a large factor. In general the business and legal environment are less friendly to union members (and organization of members) then previously.

Fischer, C. (2010, 11 Sept). Why has Union Membership Declined? The Economist's View. Retrieved from http://economistsview.typepad.com/economistsview/2010/09/why-has-union-membership-declined.html Lipset, S.M., Katchanovski, I. (2001). Future of Private Sector Unionism in the United States. Retrieved from http://www.academia.edu/454696/Future_of_Private-Sector_Unions_in_the_United_States Sloane, A. A., & Witney, F. (2010). Labor relations (13th ed.). Upper Saddle River, NJ: Prentice Hall.

2. In the 1960s and 1970s, what were some of the reasons for the growth of unionization in the public sector? Choose at least three and discuss.

In the 1960s and 1970s, unionization grew in the public sector at a fast pace. This was in part due to a "flood of pro-union laws in dozens of states that triggered a dramatic rise in public-sector unionism" (Edwards, 2010). These laws allowed collective bargaining for public sector employees, an important feature in negotiating higher salaries and benefits. In addition, in public agencies there is a tendency to make changes slowly. Once a "union has organized a group of workers they tend to stay organized" (Edwards, 2010). The public sector tends to be less dynamic than the private sector, and so less energy is required to continue on with the status quo. An additional factor is that many government services are legal monopolies, such as fire and police" (Edwards, 2010). This means that there is a captive audience for the services the agencies provide, with little recourse for inefficient or uneconomical behavior. Furthermore, and perhaps in particular, public sector agencies are allowed to continue to push for higher pay and benefits through unions without restraint. Should higher wages be negotiated, taxes will be increased for consumers. There is little correlation, however, between the increase in wages and the tax penalty, and public relation campaigns have created a "hero" image of many of these trades, inciting many to feel an obligation to pay high prices for these services, not taking into account work provided. Ultimately, most people do not correlate higher wagers for these services come from each of our pockets.

Edwards, C. (2010, March). Public Sector Unions. Cato Institute. Retrieved from http://www.cato.org/sites/cato.org/files/pubs/pdf/tbb_61.pdf Sloane, A. A., & Witney, F. (2010). Labor relations (13th ed.). Upper Saddle River, NJ: Prentice Hall.

3. What is the current status of the labor movement? Make sure to include your viewpoint There is currently a general unhappiness with labor unions, particularly in the public sector. Unions are being blamed for state budget deficits. In Wisconsin, Governor Scott Walker limited the public sector's union right to collective bargaining rights. In addition, Governor Walker forced public employees to pay more for their health care and pensions, in order to "help address the state's $3.6 billion budget shortfall and give local governments enough flexibility on labor costs to deal with deep cuts to state aid" (Bauer, 2011). During recent recessionary times there has been a backlash toward public employees, smug in their positions and pay, while those in the private sector suffer reduced incomes and uncertain employment. I agree with this point of view. It makes me angry that public sector employees- largely union; as we have learned in this class- get enormous salaries and extravagant benefits with little accountability for results. At our local community college, professors make an average of $80,000, working limited hours, yet the graduation rate is less than 25 percent. These sorts of results would not be tolerated in a non-union shop, where employees are held accountable for their actions. In addition, it appears that private sector employers have now turned the corner on workers rights and conditions, acknowledging the importance of treating employees well in order to get best results. This has made unions much less necessary than in the past.

Bauer, S. (2011, 14 Jun). Wisconsin Union Law to take effect. Huffington Post. Retrieved from http://www.huffingtonpost.com/2011/06/14/wisconsin-union-law-_n_877095.html Sloane, A. A., & Witney, F. (2010). Labor relations (13th ed.). Upper Saddle River, NJ: Prentice Hall.

4. Why are white-collar workers less likely to join a union? Explain at least five reasons.

White-collar workers are less likely to join a union in part due to their perspective of their social status. White-collar workers "view themselves as having higher status than blue-collar workers" (Lipset & Katchanovski, 2001). This feeling of being above those who organize in unions is an obstacle in joining a union. White -collar employees also are unlikely to join unions since work place behavior is not rewarded in a union environment based upon results, but instead on longevity and tenure. This method does not reward white-collar workers eager to get ahead. White -collar workers are more likely to express positive attitudes towards management, and thus be less likely to want to take part in a union. White-collar workers are more likely to side with management, having the ability to work more closely with management than blue-collar employees. White-collar workers express less confidence in organized labor and labor leaders as well. This may be due to the white-collar employees view that he or she is a better guardian of his or her personal career than a third party. White-collar employees tend to have a "high degree of independence, control and evaluation by their own group" (Lipset & Katchanovski, 2001), thus being less likely to want to fall under the auspice of a third party, preferring more autonomy and freedom. These traits impede the organization of white-collar organization. In addition, white -collar workers are more concerned about the perception of management and union involvement, placing a higher value on the opportunity to get ahead on their own, by earning the approval of management, not by joining a socialistic program where all must succeed to realize gains.

Lipset, S.M., Katchanovski, I. (2001). Future of Private Sector Unionism in the United States. Retrieved from http://www.academia.edu/454696/Future_of_Private-Sector_Unions_in_the_United_States

Sloane, A. A., & Witney, F. (2010). Labor relations (13th ed.). Upper Saddle River, NJ: Prentice Hall.