...To complete this assignment, go to this week's Argumentative Paper link in the left navigation: Argumentative Paper An Argumentative Paper is due in Week Five. Below is a list of potential topics. Please see “Graded Writing Assignment Notices” in your Discussion Forum. This set of topics and the topics on the grading forum have all been tested over time and can be successfully argued from different perspectives. Thus you need to choose a topic where you can see at least two points of view and present both points. You will have your own opinion and need to present that in Part III of your argument. If you feel so strongly about a topic that you cannot see another point of view, avoid writing about it. Suggested Topics * Should abortions be legal? * Are Affirmative Action laws fair? * Should America have stronger Gun Control laws? * Should assisted suicide be legal? * Are charter schools/vouchers detrimental to the American educational system? * Should the death penalty be abolished? * Should homosexuals be allowed to legally marry? * Should homosexuals be allowed to be Christian ministers/pastors? * Should animals be used in medical research? * Is global warming a genuine threat to the planet earth? * Should human cloning be legal? * Should embryonic stem cell research be federally funded? Select one of the above issues and construct a six-to eight-page argument in which you use the following format. Your paper will...
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...(BWK1307A) Unions and management are two crucial components for any organization. Also, management and unions play a crucial role in any organization. However, some unions feel that the organization does not compensate its members fairly, or that the organizational working conditions are less than desirable. Conversely, some employers feel that unions interfere with management decisions and impede on a positive relationship between managers and employees. There may be some truth to both perceptions. However, management and unions need to come together and achieve a great healthy work environment for everyone who is involved with the organization. So, this paper will briefly describe the role of management in an organization, discuss the role of a union in an organization, will describe two strategies/actions an organization can implement to create and maintain a conducive, working relationship with unions as well as explain two strategies/actions a union can implement to create and maintain a conducive, working relationship with management. First, the role of management in an organization is very important. Management has many responsibilities in an organization. Management helps an organization to become successful. Without the use of management the organization will not be successful. Management is also the ones who are responsible for conducting actions linked to hiring, employee training, compensation, evaluation etc… (DeSilva, 1997). Management also has a huge...
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...Management and Unions Introduction This assignment will cover the role of management and unions have in an organization and two strategies that a union and management can use to create a conductive working relationship with each other. It will show the importance of communication, flexibility, opinions from lower level employees, and knowledge gathered before collective bargaining begins. Collective bargaining is a process that both unions and management have the most contact and are frequently meeting to negotiate contracts; it is important to foster the relationship between unions and management so that the process is not drawn out any longer than it already is. Role of Management in an Organization The role of management in an organization is to achieve goals and objectives, they deal directly with employees by doing the hiring and firing, scheduling, resolving any workplace conflicts between employees, increase efficiency, performance reviews of employees and promotions, ensuring the health and safety of workers, and in dealing directly with employees they are directly linked with unions. Management plays a vital role in studying how the organization and employees operate, they are responsible for ensuring that goals and objectives are reached and to reach the goals and objectives management must ensure that their time and effort is put forth to operate effectively and efficiently. It is important that management is always looking for ways to increase efficiency...
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...Ashley Ford BUS372: Employee & Labor Relations Felicia Bridgewater 10/8/2012 Final Paper Unions are meant to represent employees in negotiations with management in the organizations in which they work. Not all organizations are union companies; there are actually more non-union companies than there are ones that are represented by unions. It is important for union representatives and management personnel to get along and work together when trying to negotiate terms of employee contracts and resolving issues that arise in everyday work situations. In this paper we will look at the roles of the union in an organization and the role of management in an organization. We will also explore strategies that unions and management can employ to make the relationship between them more conducive. In what ways can unions work to make this relationship better and in what ways can management work to make the relationship better. Communication and commitment are vital, unions and management must work together. The Role of the Union in an Organization The main role and function of a union is to help with the dialogue between employees and employers and minimize conflict. “It refers to an organization of employees within a trade or profession that has the objective of representing its members’ interest, through improving pay and working conditions” (Labor Unions, 2007). Unions provide workers with a sense of security during times of low economic stability. They can offer them...
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...Lecturer, Commerce Department The Islamia University of Bahawalpur, Punjab, Pakistan Tabinda Kiran (Corresponding author) Lecturer, Management Sciences The Islamia University of Bahawalpur, Punjab, Pakistan ABSTRACT The main intention of writing this paper is to develop understanding about the concept of collective bargaining, its scope and implementation issues in HBFC Pakistan and in light of problems that they face in collective bargaining suggest some factors for effective collective bargaining. Simple random sampling was used for collecting data from population. In-depth interviews are conducted formally and informally. Based on the analysis of data gathered in HBFC it was found that there is no proper communication between union and management. They have misconception between them and the management does not properly recognize the union. And there is also the involvement of politics in collective bargaining. So there is need of some improvement in collective bargaining process and also realize the importance of union and collective bargaining. The type of this research study is exploratory. Most of management member in the organization were not agree to share any information and some of them became very aggressive when asking for data collection so that it was very difficult to interpret the results. Key words: COLLECTIVE BARGAINING (CB), TRADE UNION, HBFC 1. INTRODUCTION: Collective...
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...Labor Relations Unions are the voice of many individuals within work environments. Some organizations and employees happily accept unions into an organization while other organizations and employees would rather keep them out of their workplace. There are positive and negative impacts when a union is involved. This paper will define unions and labor relations and what the union’s purpose is. The paper will discuss the affects that labor relations have on organizations, as well as, discuss the affects of changes in employees organizational performance. Last, this paper will look at unions of today and answer the question, are they still relevant in the U.S.? Defining Unions and Labor Relations Unions support the best interest of the employees in an organization. Employees pay to join unions as unions can help employees get what they deserve within the organization. According to the textbook, Fundamentals of Human Resource Management, Second Edition (Noe, Hollenbeck, Gerhert, & Wright, 2007), unions are defined as “organizations formed for the purpose of representing their members’ interests and resolving conflicts with employers” (p.459). Labor Relations is the interaction and decision making process between management and unions. According to Fundamentals of Human Resource Management (Noe, et al., 2007), “labor relations is a field that emphasizes skills managers and unions leaders can use to minimize costly conflicts and disagreements” (p.459). Unions use a collective bargaining...
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...Human Resource Management Table of Contents Consultant Report 1 2 Introduction 2 Human Resource Theories and Current Market Place Trends 5 Human Resource Theories 5 Current Market Place Trends 9 Strategies To Be Implemented For The Next Ten Years 11 Recommendations 12 Conclusion 13 References 14 Consultant Report 2 17 Introduction 17 Human Resource Theories and Current Market Place Trends 19 Human Resource Theories 19 Current Market Place Trends 22 Strategies to Be Implemented For the Next Ten Years 24 Recommendations 26 Conclusion 28 References 29 Consultant Report 3 32 Introduction 32 Human Resource Theories and Current Market Place Trends 34 Human Resource Theories 34 Current Market Place Trends 38 Strategies to Be Implemented For the Next Ten Years 40 Recommendations 41 Conclusion 42 References 43 Consultant Report 1 Introduction The term ‘trade union’ is referred as an association which includes variety of members consisting of both workers and union leaders among others, integrated to defend and endorse the universal interests. Trade union acts as a weapon for the labourers or workers to fight for their own rights against the management of an organization. The prime objectives of a labor union may include bargaining about wages and provisions of working circumstances, legalizing the relations in between workers and owner, taking necessary actions for implementation of the policies of communal bargaining...
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...Head: ESTABLISING GOOD UNION RELATIONSHIP AT WORKPLACE Abstract…………………………………………………………………………. 3 Suggestion on Establishing Good Union Management Relationship in the Workplace Human Resource Management December 24, 2011 1 SUGGESTION ON ESTABLISHING GOOD UNION RELATIONSHIP 2 Introduction……………………………………………………………………… 4 Changing Union- Management Relations…………………………………… 6 Open Warfare………………………………………………………… 6 Adversarial………………………………………………………………………. 6 Accommodating………………………………………………………………… 7 Partnership……………………………………………………………………… 7 Overcoming Past History to Negotiate New Relationship…………………. High Integrity Relationship……………………………………………………. Role of Managers………………………………………………………………. 9 9 10 Dynamic Line Managers………………………………………………………. 11 Workplace Harmonies and Cooperative…………………………………………….. 12 Worker Participation and Employee Involvement…………………………. 12 Communication………………………………………………………………… 13 Training…………………………………………………………………………. 14 Employee’s Satisfaction……………………………………………………….. 14 Conclusion………………………………………………………………………………. 17 Reference……………………………………………………………………………….. 19 Appendix………………………………………………………………………………... 22 Table of Content Abstract SUGGESTION ON ESTABLISHING GOOD UNION RELATIONSHIP 3 Relationship between union and management has changed together with environment and economical condition from time to time. Union relations with management should be seen as...
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...Unions and the Human Resources Department: Information and Trends Unions and the Human Resources Department: Information and Trends Introduction: Compared to personnel management, human resource management is relatively a new approach to manage people. Since human resource is the most valuable asset of an organization without which it could not possibly be able to use any other resources and run the business. So it becomes quite necessary to manage the human resources efficiently and effectively. It paves the way for the development of human resources management. Human resources management is a distinct management philosophy which emerged as a perspective to manage the human resources in an effective manner for the benefit of an organization. Last decade it had witnessed a great exploitation towards the employees in terms of the working hours, payment, and working condition which in turn resulted to the development of their representative group as an employee’s union. As per the article ‘The role of Unions or HR in workplace’ “Unions have been in existence since 1935” (Morreaux, 2013, par.4) when the national labor relation law was passed, which was the first labor relation law. Employee unions were primarily formed for the purpose of representing the employment problem before the management and engaged in “collective bargaining” (Morreaux, 2013, par.3) with the employers in order to protect the worker’s interest and prevent it against exploitation. The prime purpose...
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... AFL, a unionized organization. First a brief history of AFL will be given. Then obstacles AFL has overcome will be discussed, in addition to ways it effected the organization. Next benefits of having an organization unionized will be explained. A summary of the unionized process will also be described. Last the effects of bargaining in an organization will be discussed. About Factors in the 1930s made industrial unionism eye catching. These factors included the great depression, passing of federal labor laws, which made it easier to organize workers, and the emergence of AFL leaders who wanted to organized unskilled workers into industrial unions. In 1935 these AFL leaders who wanted to organize unskilled workers formed Congress of industrial Organizations (CIO). CIO was created to work within the AFL yet issues occurred between AFL leaders and power rivalries within the AFL. CIO’s strategy was to organize all workers into a given company rather than focus on certain crafts. This was quite successful through sit down strikes. Before the break of AFL and CIO in 1937 the CIO had more than 3.7 million members and exceeded AFL members by 300,000 workers. Early 1950s CIO and AFL realized power was being sacrificed fighting against each other and employers. In result George Meany and Walter Reuther, president of AFL, merged into AFL-CIO (Cascio, 2010, p. 514). Issues AFL-CIO has experienced issues in the past. In AFL-CIO 50th anniversary, several union leaders were upset...
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...refer generally to any association between workers and management about employment circumstances. Most frequently, labor relations refers to dealings involving a workforce that is already unionized and management, or has the potential to become unionized. Labor relations are vital to organizations. The National Labor Relations Act was passed in the 1930s, which gave workers the right to bargain collectively and form unions in the United States (http://www.investorglossary.com/labor-relations.htm). To begin to understand the contributions of unions and their effects on organizations, we must first determine what unions are and what their role has been in labor relations and the nation’s organizations. Labor unions are groups formed by laborers who share a certain characteristics. Characteristics such as the industry, the type of work they do, and who agree that the union will act as their spokesperson or negotiator in all matters dealing with employment involving the employees and their respective employers. By forming unions, employees individually are able to work concurrently to negotiate with their employers to promote every member of the union. The course of bargaining for mutually beneficial benefits or agreements, and the communication between employees and their employers during that process and after that process, are what forms the basis of labor relations. Labor relations cover all aspects of an organization and of being an employee and all negotiations, discussions...
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...| LABOR RELATIONSBYGERALD HODGESLABOR RELATIONS FALB10 Sec ADEVRY UNIVERSITY14 JAN 20111. From the beginning labor relations has an issue for the United States. Labor Relations is the area that organizations have to deal with between employees and management. Union leaders can use to minimize conflicts between employers and employees (such as strikes) and seek agreements. Unions are organizations formed for the purpose of representing their members' such as employees to deal with their issues. In this paper, I will identify how unions and labor relations impact organizations. I have interview Clinton Harris a labor officer for his organization from Computer company in Virginia. He is in the Nation guard and is currently deployed here with me in Afghanistan. The typical functions of Clinton Harris the labor officer are to manage labor relations program of organization. He analyzes collective bargaining agreement to make sure both sides are fair in terms wages, hours of work, work environment, and health care by contracts. | Clinton Harris advice management about labor relation laws and also interpretation of labor relations policies and practices within the organization. He prepares reports, using records of actions taken concerning grievances, and identifies problem areas. He also monitors implementation of policies concerning wages, hours, and working conditions, to ensure compliance with terms of labor contract. Clint has to research information about additional...
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...Questionnaire On Trade Union for RMG in Bangladesh Student Name: Shazzad Hussain ID: 03 1. Basic Information about the Company: Name: Address: Year of Establishment: Website (if any): 2. Name of Correspondent: 3. Age: a. 25-35 b. 35-45 c. 45-55 d. 55-65 4. Number of employees in the Company: 5. Sales Volume (Annually): 6. Market Served: a. Domestic b. Foreign c. Both 7. Do you have any idea about The Labor Act, 2013 of Bangladesh? a. Yes b. No 8. Does Trade Union exist in your company? a. Yes b. No 9. Who, you think, should take initiatives to form the Union? a. You b. Workers c. Govt. 10. Does your organization face any pressure from foreign buyer to have Trade Union in Your Company? a. Yes b. No 11. Do you think Trade Union is important for protecting workers right? a. Yes b. No 12. Do you think that Trade Union in your organization can have positive affect on performance? a. Yes b. No 13. Do you think that Trade Union will help to minimize workers problem with organization? a. Yes b. No 14. Do you think that Trade Union will help to reduce workers strikes in your organization? a. Yes b. No 15. Is there any influence of owner on selecting Trade Union leader in your organization? a. Yes b. No 16. Do you think a good relationship is important between management and workers union? a. Yes b. No 17. Will you ensure workers representatives in the board? a. Yes b. No 18. How management will deal problems...
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...Conflict Management | Case: Bharat Petroleum Corporation Limited | The case attempts to examine a conflict that took place between the Union and Management at Bharat Petroleum Corporation Limited in 1999. We have tried to understand the conflict and analyze the ‘conflict resolution’ methodology that was adopted in this scenario. | Background of the organization BPCL (Bharat Petroleum Corporation Limited) was originally formed as Burma Shell Company, which was then nationalized by legislation passed by Indian Parliament in the year 1976. Since then it has grown to be one of the most successful public sector undertakings in the country and has been awarded “Navratna” status. As a result of its status, the management of the organization has certain freedom to implement decisions without involvement of the concerned ministry. Today BPCL operates across India in various locations and produces a variety of petrochemical products such as petrol, diesel, kerosene, lubricants etc. About the union The history of unions in the company is as old as 1954. Currently there are about 15 unions in BPCL. The majority union in the western region is the Petroleum Employees Union. This union is affiliated to INTUC and it was established by Mr. Raja Kulkarni. The present general secretary of the union is Mr. Satishkumar P. M. Nair, who is one of the veterans in the union and has been serving as the union leader for about 24 years, first 2 years as Vice President and next...
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...between unions and non-labour groups in order to achieve common goals.[1] These unions seek to organize the employed, unemployed, and underemployed.[2] They press for change in the workplace and beyond, organizing around issues such as welfare reform, health care, jobs, housing,and immigration. Individual issues at work are seen as being apart of broader societal problems which they seek to address. Unlike trade unions, community union membership is not based on the workplace- it is based on common identities and issues.[3] Alliances forged between unions and other groups may have a primary identity based on affiliations of religion, ethnic group, gender, disability, environmentalism, neighborhood residence, or sexuality.[4] Community unionism has many definitions and practices.[5][6] It varies according to country,institutional and political contexts,internal organization, leadership, scale, organizing style, sources of funding, and communication structure.[7] In all, there is no "universal" community union;[8] they take on many different forms.[9] In order to simplify the complex structures of community unions, 4 categories have been established(although in practice community unions may blur the boundaries of these classifications):[10] Community organization/ no union partner:[11] This consists of community based efforts to organize around workplaces. It may also include new initiatives created by already established community organizations.[12] Labour union(s)/ no...
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