HR Management Case Study Paper Sample on Managing Labor

Managing Labor

  1. Why would management have a policy on unionism? What purpose does such a policy serve?

Having unionism policies enables both parties to define and establish the scope of activities and duties. The reason as to why the management provides clear guidelines and scope for unions is to reduce conflicts that occur between organizations and unions. In addition, union’s negotiating for employee’s salaries and good working environment do it within the set down policies hence promote a healthy negotiating experience.  The purpose of these policies is to harmonize the interaction between unions and management (Fried, & Fottler, 2008).

  • Describe the three phases of the labor relations process.  Why are all the phases equally important?

The three phases of relations process includes recognition, negotiation and administration phase.

The recognition phase is where the unions sensitize and market themselves to the employees. They win employees trust through lobbying for support as they join unions. This is done so that the union can be able to negotiate on their behalf. The need for unionizing an organization is derived from workers’ benefits, wages, and working environment. An election is held to ascertain the representative for employee collective bargaining. The NLRB will on its part determine the way to go about the election including defining eligibility of candidates and participants. During this time, the management is trying to its level best to see to it that they discourage employees from joining the labor movement.

Negotiation phase is the second phase, which denotes the commencement of activities, such as collective bargaining and active negotiations. The issues dealt with between employers and employees at this stage include working hours, wages, and employment conditions. The employer is expected to come into the bargaining table open minded so that issues are looked at from all corners to avoid misconception hence creating dispute. An opening offer is given to the representative who responds through a meeting with the employer to negotiate it out. In case of dispute, a third party is invited to solve the issues by harmonizing the ordeal. The focus is laid on the employee’s welfare as well as the organization’s welfare.

Administration phase deals with the execution of a bargaining agreement. At this juncture, an agreement is reached and the organization works out on a collective bargaining agreement. The union on its part tries its best to see to it that the agreement is carried out within the stipulated period. A grievance procedure allows unions and employers ascertain the extent to which the agreement is effective. The union faces the organization on this basis hence demand action. In case of infringement or failure to perform to the letter, unions enforce the law through labor courts (Cole, 2012).

All the phases are equally important because of the following reasons. First, the union has no mandate to execute or bargain on behalf of employees without their consent. This infers that unions must first be recognized to negotiate and administer the labor issues as pertained to the employment acts. Second, unions need to make an agreement that will enhance their interaction with employees and management.

  • What are some of the behaviors that may indicate to managers that organizing activities are occurring?

Managers should be aware of withdrawal behaviors that may lead to a strike. These behaviors includes increased grouping amongst workers in the organization. This is especially seen when workers are actively engaged in real operations or during free time. Another behavior is reduced level of discipline amongst employees. This may be in form of non conformity to the laid down rules and regulation and rejection of new laws. This may be followed with sluggish utilization and performance at different levels in the company. More grievances and employee generated conflicts that involve human resource management office are prevalent and good indicators of organization. Lastly, the feedback system is almost inexistence because employees are less likely to give feedback to avert the ordeal (Fried, & Fottler, 2008).

  • Explain the potential far-reaching impact of the NLRB ruling on nursing supervisors.  Will this ruling have a chilling effect on nursing unions?

The NLRB ruling on the supervision by charge nurses brings mixed reaction. This infers that the charge nurses are not eligible to enter or participate in bargaining units. This has a far reaching effect of excluding the major players from a bargaining session. The end results will be reduced participation and increased distributive bargaining. The ruling affects the nursing unions in that they are limited in terms of representations and bargaining power. Thus, it acts as a chilling strategy to combat increasing nursing strikes that have resulted to deplorable condition to patients (Cole, 2012).

  • How might the advent of social media tools be a positive force for union activity, including union formation? How might the increased use of social media tools present a challenge for both unions and employers?

Social media facilitates union activities by bringing interested parties together to enter into an agreement. In addition, passing the right information to employees is enhanced by these media platforms. On the contrary, social media present a challenge of administration. To the employees, they are unable to keep secret over union plans against the management. For unions, the process of bargaining and communication with members may be ruined by the porous nature of social media. If this information gets into the hands of employers then the bargaining process may be abated (Stieber, 2013).

References

Cole, G. D. (2012). British trade unionism: problems & policy: A syllabus for classes and students. London: Labour research Dept.

Fried, B., & Fottler, M. D. (2008). Managing With organized Labor. In Human resources in healthcare: Managing for success (3rd ed., pp. 359-392). Chicago: Health Administration Press.

Stieber, J. (2013). Public Employee Unionism: Structure, Growth, Policy. Stanford Law Review,26(4), 994. doi:10.2307/1227875