Times Recorder of Timor
I. Time Context
The conflict between the two unions arises sometime in November 1960.
II. View Point
Ramil Carvalho the President and Founder of Times Recorder of Timor Labor Union
III. Major Policy Statement
Earlier in 1960 the Times Recorder of Timor has no existing union that will represent their employees. It was then that Carvalho – Saavedra establish their union the Times Recorder of Timor Labor Union and on that same year Falcao – Conceisao also establish his own union the Times Recorder of Timor Employees Association. The company policy is the there should be only one union to represent its employees and worker. Under the law, a company union is illegal and it is also stated that under the law breaking an independent union is also illegal.
IV. Current Business Policy
Labor Unions are legally recognized bodies that work for the rights and demands of the employees or workers. Labor Unions are usually formed so that large number of employees can come together and voice out their grievances and request to the company. Unions are also in charge of for negotiating the workers right and their benefits. They work continuously to protect the workers and even the employers by making various policies and regulations. They also served as the mediator between the management and the employees/workers. Labor Unions have many advantages if their power and authority is used in the right way. If they are using their power to demanding more than what they deserve, then the unrest in the union and the employees can actually slowdown. The production process and can even bring it to a standstill. The labor union leaders are very influential and have a strong say too. If the leader is fair and just then the employees will benefit and so will the employer as all the employees are content and happy which in turn increases the productivity and lower the employee attrition rate. V. Statement of the Problem
Who amongst the two Time Recorder Unions really represents the employees and the worker best interest?
VI. Statement of the Objectives
Be able to identify the Union that really cares for the best interest of the workers and to understand they true existence.
VII. SWOT Analysis
| * The employees will have better benefits and pension. * There will be someone who will represent them against the company. * They will be able to voice out their grievances through the union. * A better salary/wages will be given to them. * Better protection under labor laws * They will have a greater access to information; the union will provide them about their rights and what kind of benefits they deserved.
| * If you go against your union you could possibly lose your job. * If you join a labor strike the union cannot guarantee that will still have your job after the strike. * Incentives are largely determined by the union officers and the seniors. * You are required to pay union dues. * Majority rules, the majority makes decision for everyone.
| * You can possibly raise your demand regarding your work and the benefits you would like to have. * A specially design benefits that will suit you as an employee of the company. * Someone will represent your grievances.
| * You might lose your job to company strikes. * Incompatibility between the union officers. * Difficulty in getting promotions.
VIII. Alternative Courses of Actions
1. Compromise. Discuss the conflict between the two unions and make assumptions about other point of view and willingness to compromise with each party to avoid a much bigger conflict in the future. 2. Be magnanimous. In truth, most conflict is over matters of little substance and often it is mostly pride or status that is at stake. Consider conceding the point to your opponent. This will save you time...
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