"The Pros and Cons of Unions – An Overview for Business Owners and Managers." Gneil. N.p., 12 Apr. 2011. Web. 24 Feb. 2013. .…
1. Unions usually support: A) conduct-based pay. B) achievement-based pay. C) performance-based pay. D) seniority-based pay. E) merit-based pay. 2. The National Labor Relations Act is also known as the: A) Landrum-Griffin Act. B) Walsh-Healey Act. C) Taft-Hartley Act. D) Davis-Bacon Act. E) Wagner Act. 3. What can supervisors do to stay union-free? A) They can report any direct or indirect signs of union activity to a core management group. B) They can promise employees that they will receive favorable terms of employment if they forgo union activity. C) They can spy on employees known to be engaged in pro-union activities. D) They can impose with harsher terms and conditions of employment. E) They can interrogate employees about pro-union or anti-union sentiments that they have. 4. Which of the following acts was an addition to the Taft-Hartley Act that further regulated unions' actions and their internal affairs like financial disclosure and conduct of elections? A) Bagley-Keene Act B) Taylor Act C) Landrum-Griffin Act D) Chamberlain-Ferris Act E) Keating-Owen Act 5. Which of the following is true of union activities? A) Nonmanufacturing industries such as finance, insurance, and real estate have a higher union representation than manufacturing industries. B) One reason for the smaller union presence in southern states is the existence of right-to-work laws. C) Women and men have equal representation in unions. D) Employee groups and economic sectors with the fastest growth rates tend to have the highest rates of unionization. E) Unions have perfectly adapted themselves to recent changes in the economic structure. 6. Integrative bargaining is the part of the labor-management negotiation process that: A) refers to the relationship and level of trust between the negotiators. B) allows a person with no formal authority to act as a facilitator in the negotiations. C) seeks…
In this paper we will learn what the role of management in an organization is and what the role of the union is in an organization and what similarities they have. It will also show two different types of strategies/actions that an organization can implement that will create and maintain a conducive and working relationship with the union. This paper will also show two strategies or actions that a union can implement to create and maintain a conducive and working relationship with management in an organization. These are all things that help to make the union strong and useful to employees and management.…
II. What changes are needed for unions to maintain support from their membership, the community, and the employers?…
* Employers can offer their opinions about union policies, alert employees of facts about unions that they may or may not be aware of and discuss effects that unionization may have on the business. However, employers may not use these to imply a negative consequence for employees if they choose to support the union. An employer also has the right to explain why unionization is unnecessary. The general rule is that an employer can be a dispenser of information, but not a collector. An employer may predict the negative effects that unionizing could have on the organization, as long as it is based on facts outside of the employer’s control.…
Answering the Questions The role of unions in today’s workplace is still has the responsibility to ensure the rights of workers, and provide an opportunity for their voices to be heard. Issues that are addressed by labor unions include work assignment, compensation, benefits and working conditions. Unions benefit their members (monopoly power), at the expense of higher cost, and requiring responses to employees grievances “voice power”. As a result of little job creation, debt crises, growing fiscal deficits and difficulties in states and local governments a “new normal” to the role of the labor unions have been created.…
References: Benson, J., & Brown, M. (2010). Employee Voice: Does Union Membership Matter? Human Resource Management Journal, 20(1), 80-99. Retrieved from http://rx9vh3hy4r.search.serialssolutions.com/?ctx_ver=Z39.88-2004&ctx_enc=info%3Aofi%2Fenc%3AUTF-8&rfr_id=info:sid/summon.serialssolutions.com&rft_val_fmt=info:ofi/fmt:kev:mtx:journal&rft.genre=article&rft.atitle=Employee+voice&rft.jtitle=Human+resource+…
* Tell employees about any experience you may have had with unions, especially the union seeking to represent the employees. It is very important here to be entirely factual.…
Three unions were fromed, the NLU, KOL, and the AFl. The national labor…
Unions and organizations have had a disagreeable relationship from the very beginning; which dates back to the mid 1800s when unionization started. The reason being, they both had very different beliefs and perspectives on laborers, working conditions and benefits. In this paper, we will briefly discuss the start of unionization, the roles that both management and unions play in an organization and some strategies that can help management and unions create a better working relationship with one another.…
First and most important reason that private-sector unions are good for U.S is that unions associated with lower employee turnover and effective workplace communication, which helped improve the productivity of industries and the economy growth in U.S. During 1945-1973, the high percentage of workers union with the effect of wages kept the productivity rising and prosperity was widely shared, which made economic growth strongly. Since 1973, union density declined, and real wage were caused to stagnate despite rising productivity, which may contributed to the current financial crisis and severe recession. According to a recent survey by Doucouliagos, Christos and…
In the past, many people were unionized to ensure that their collective interests were protected. Unions were to protect laborers from being exploited and to ensure that they were being paid adequately. In the United States, the number of unionized people has been consistently decreasing over time. Previously, approximately a third of the employees in the private sector had been unionized while an even larger portion of employees in the public sector was in unions. With time, reports showed a steady decline in the percentage of unionized people and attributed this to several factors.…
I compiled my research during the week of March 20, 2008. The resources chosen for the bibliography are all articles that cover the trade unions and their impact on the economy. These sources provided answers to the questions used during my research. For example; how the economy is affected by the unions? By using a wide variety of opposing view points I can also illustrate the how the unions have supported the economy in the past, but are not necessary for today.…
Labor Union was once seen as a significant share of the United States Labor force. According to studies and research, in 1954, Labor Unions peaked at almost 35 percent of workers. However, after a few years, the union started to decline. Today, the percentage has declined to less than 23 percent, and now less than 12 percent of the labor force is unionized. Studies have also shown that the United States Union has been in decline at the state and national level. (Vachon, T., & Wallace, M,…
References: Has the American government been a friend or foe to unionism. (2013). Retrieved from http://www.socialstudieshelp.com/lesson_50_notes…