Questions/Business/ManagementUnions and Collective Bargaining HRM500 Week 8 Discussion
From the scenario and the eActivity, examine two (2) reasons why employees join labor unions. Examine two (2) reasons why organizations prefer that unions do not represent their employees. Suggest two (2) benefits that unions can provide for an employer. Justify your response. Examine two (2) legal responsibilities that employers have when dealing with labor unions. Suggest two (2) ways in which management and unions might work together to craft mutually beneficial contracts. Provide a rationale for your response.
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HRM500 Week 8 Discussion Unions and collective bargaining.docx
The two reasons why employees join labor unions are
Lack of safety concerns for *** ******* employees **** ** environment **** ** **** ** **** *** **** **** *** ******* equipment, ******** ** ****** *** ****** procedures ***** **** *** ****** accidents **** **** ***** ** *** workplace
*** ******** *** *** ******** *** *** ******* **** *** organization *** employees **** **** **** *** ******** ** ****** *** **** **** ******** **** *** **** ****
*** ******* *** organizations ****** **** ****** ** *** represent ***** employees
****** ***** **** ***** ******* ***** ***** **** ***** ** * restricted ****** ** ****** **** *** **** ** * particular ****
**** ** *** negotiate *** **** ****** ***** *** ******* **** **** **** ***** organized
*** ******** **** ****** *** ******* *** ** ********
**** ******* * pensation ******* **** ** simplified ** ******
****** **** ******** discipline ** maintained ** *** **** ***** ***** ** * ****** ******* ** *** workplaces
*** ***** responsibilities **** employers **** **** ******* **** ***** ******
** *** *** ******** ******* *** *** employers ****** discriminate ******* *** ******* ** *** *****
*** employees **** ** **** **** ** collective bargainings **** ******
*** **** ** ***** management *** ****** ***** **** ******** ** ***** ******** beneficial contracts
****** * ******** relationship **** *** ******* **** *** * **** ** *** ***** ** **** *** **** *** *** ***** *** **** ** ******* *** ******* conflicts **** ****HRM500 Week 8 Discussion Unions and collective bargaining.docx
The two reasons why employees join labor unions are
Lack of safety concerns for *** ******* employees **** ** environment **** ** **** ** **** *** **** **** *** ******* equipment, ******** ** ****** *** ****** procedures ***** **** *** ****** accidents **** **** ***** ** *** workplace
*** ******** *** *** ******** *** *** ******* **** *** organization *** employees **** **** **** *** ******** ** ****** *** **** **** ******** **** *** **** ****
*** ******* *** organizations ****** **** ****** ** *** represent ***** employees
****** ***** **** ***** ******* ***** ***** **** ***** ** * restricted ****** ** ****** **** *** **** ** * particular ****
**** ** *** negotiate *** **** ****** ***** *** ******* **** **** **** ***** organized
*** ******** **** ****** *** ******* *** ** ********
**** ******* * pensation ******* **** ** simplified ** ******
****** **** ******** discipline ** maintained ** *** **** ***** ***** ** * ****** ******* ** *** workplaces
*** ***** responsibilities **** employers **** **** ******* **** ***** ******
** *** *** ******** ******* *** *** employers ****** discriminate ******* *** ******* ** *** *****
*** employees **** ** **** **** ** collective bargainings **** ******
*** **** ** ***** management *** ****** ***** **** ******** ** ***** ******** beneficial contracts
****** * ******** relationship **** *** ******* **** *** * **** ** *** ***** ** **** *** **** *** *** ***** *** **** ** ******* *** ******* conflicts **** ****
**** ******* *** *** ***** **** **** **** **** ** *** ***** association ** **** **** ****** *** *** betterment ** *** *******
References
******** Rudovsky, * ****** ******** greenwashing ******* *** *** ***** Retrieved, ******* *** *****
****** * ****** Countrywide Financial ***** unethical ******** practices prosecution Retrieved, ******* *** ***** Price: $10.00
wasodyB 157 TUTOR Posted 315. Sold 390. Solution preview:
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Employees unions and employers.docx
Unions and collective bargaining
Unions and collective bargaining
Employees Join ***** ****** ******* ** ******* ******** **** importantly **** **** ***** ** ***** ***** ****** ****** facilities *** **** ***** ***** ** non-union facilities ******* ***** employees *** ******* ***** ***** ***** **** (Occupational ****** *** ****** Administration) *** ** ******** ** ** *** administration ****** ***** ** **** ****** * ***** ******** ***** employees *** immediate ***** ** ******* ** ****** condition (Yates, ****) ******* ***** ****** employees ***** ***** cripancies ***** ***** ******* environment *** ******* ** *** ***** ** ***** ** ******** *** ****** ** ***** ******* environment ******** ****** **** Generally speaking, ***** **** *** significantly **** **** non-union **** **** *** ** ******* ******** ** industry, ****** ** ******* ***** ***** *** averagely ****** **** non-union ***** ****** ***** **** *** **** empowered **** *** *** ***** employees
Organizations ****** **** ****** ** *** represent ***** employees ******** ***** ***** *** ***** innovation, ****** employees **** ** ****** **** ** difficult ****** * departmental reengineering ****** ** **** ******* *** ** ******** **** ** ******** ** ****** **** *** *** **** ** continuously ******* ******** Innovations *** **** ** ***** ******* ** ***** employees ******* ******* ***** ***** ***** **** ** **** ** impossible ****** ***** **** ***** ** ******** ** **** practices, ***** ** definition ******** innovation *** ****** ******** ** * ******** situation, ***** ******* *** ******* organization delivery, ** * ***** **** ** ******* ***** *** ***** **** alternative ******* *** ******* suppliers available ** customers ******** *** profitability ** *** ******** ***** **** slowdowns, **** ***** *** ******* *** ****** ****** ******** **** ****** ****** ** *** organization ******** * ******* *******
** ** employer, *** ** *** ******** ** ******* **** * ***** ***** ** **** ** simplifies *** negotiations ******* **** employers **** **** * ***** ****** **** ** *** **** ** negotiate **** ******** employees **** ****** **** ** *** **** ** *** ***** ***** *** *** **** ** *** ***** ****** *** *** ****** workforce ** ***** ***** ******** *** negotiate ****** *** **** efficiently ******* ****** ** ***** ***** ******* **** **** different employees ******* advantage ** ***** ****** *** organizations ** **** **** **** ** **** absenteeism ** employees **** employers **** * workforce **** ** ****** ** ***** ***** ******** **** ******* ***** ***** **** ** frequently ** **** **** ** *** ***** employers **** **** ** *** **** ** ** * **** ** *** ****** *** **** typically ** *** **** ** **** ***** ******** ** *** organization ***** turnovers **** employers ******** ***** ** *** **** *** ** *** ****** ** ***** ** **** *** employees
Employers ****** ******* ** ***** ******** ** ***** employees, employer, *** ******* ***** ** ***** **** practicing ****** ***** ****** **** *** **** ***** ******* ******* ****** ****** **** ** ***** *** ****** ** *** ******* ***** ****** reasonable **** depending ** *** governing ***** **** ******** Employers **** **** *** ***** ** **** bargaining ***** ****** *** **** ****** ** *** ** * **** ***** ****** negotiations *** ***** ***** ****** **** ** agreement *** **** **** ** **** ** Furthermore, *** ******** *** **** *** ***** ***** responsible ** *** ***** ***** ******** **** governing ***** *******
Bargaining ** **** ****** *** ******** ** bargaining ** ***** ****** ******* **** **** ******** *** ***** *** ****** ** ******** ** negotiations **** * *** **** ** achieving * ***** ***** ******** *** *** organizational ***** ** ****** hammering *** ** agreement, regardless ** *** proposals *** concession **** ***** *** management *** ** *** ***** Bargaining ** **** ***** ******* **** ******* ***** **** ****** artificial ******** ** negotiations, **** ** scheduling negotiation ******** *** **** canceling ** *** **** ****** **** ****** *** organization ****** *** ***** ** **** ***** **** *** employees ****** (Newman, ****) ******** management Negotiating ***** ** *** employer’s ***** *** negotiation **** ****** ******** ** * ***** resources ******* *** **** ****** ***** ******* **** ****** * pensation *** ******** specialist ***** *** ****** ** ** ******* ***** ******* scenarios ***** ** *** proposals **** *** ***** *** management ******
References
Newman, E (****) Violence *** harassment ** *** workplace * practical ***** ** Ontario’s **** *** *** employers, ****** *** employees ******* Lancaster *****
Wheeler, H N, Klaas, B S, * Mahony, D M (****) Workplace ******* ******* ****** Kalamazoo, ** ** ****** Institute *** Employment ********Price: $6.50
mamamxiF 9 TUTOR Posted 229. Sold 47. Solution preview:
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file.doc
From the scenario and the eActivity, examine two (*) reasons why employees join ***** ****** ******* *** *** ******* *** organizations ****** **** ****** ** *** represent ***** employees ******* *** *** ******** **** ****** *** ******* *** ** ******** ******* **** ********
**** ******* representatives *** **** * ***** *** *** *** ***** ** obligatory *** * ***** ** *** employment Representatives *** **** * ***** *** *** ***** ** * ***** ***** occupations *** fundamentally **** **** non-union employments ******* ****** ***** ** security; ****** ** ****** ***** ****** ****** ** *** **** *** ** *** ******* **** **** **** ** **** **** ******** ** ***** ****** ****** *** ***** **** ** **** ** *** *** *** *** ** arrangement, downgrade *** self-assertively, ** counteract **** ******* ******** ******* **** elevating ** *** following ****** employment Superintendents *** *** **** * ***** ******** ** *** ******* ** *** ******* **** ** ***** *** representatives ****** ** **** ** ** **** ** **** *** ******* *** **** remaining ** ***** direction ** * **** ******* *** ** *** ******* ** ******** * ******** organization ** **** ** rearranges *** arrangements ******* ** *** ***** **** * **** ******* * ****** **** ***** **** ** ******* **** different representatives **** **** ******** **** *** ****** ** *** ******** ***** *** *** ****** ** *** ***** represents *** ***** workforce ** ***** ***** *** association *** ******* ******* *** *** *** **** proficiently ******* ******* ** ****** **** ******* **** * **** ***** ** ******* ******* ***** ** ******** ** ******** ****** *** associations ** **** **** ****** **** turnovers **** *** **** * workforce **** ** ******** ******** ***** individuals, **** ***** ***** ***** employments ** ***** *** *** ***** **** **** ** *** **** ** ** * ***** ** *** ****** *** **** ***** ***** ****** *** ** **** ***** ******** ** *** association **** *** **** ***** ****** ** turnover, ** ****** *** ******** **** **** *** **** **** ** *** ******* ** ******* *** **** ****** ** *** *******
Silverman, * ****** *** ***** ****** ***** Retrieved ****** *** **** ****
McGuffin, * ****** *** ** ***** ****** ******* Employers? Retrieved ****** *** **** ****
******* *** *** ***** responsibilities **** employers **** **** ******* **** ***** ****** ******* *** *** **** ** ***** management *** ****** ***** **** ******** ** ***** ******** beneficial contracts ******* * rationale *** **** ********
*** ******** ***** Relations *** ******** ** *** assemblage ** government *** **** primarily represents *** privileges ** specialists ** ******** ***** ******* * ** *** **** ******** specialists ******* **** *** privilege ** self-association, ***** incorporates *** privilege ** ***** ** ** * ***** ** **** associations (nrlbgov) *** **** ******** aggregate ******* furthermore **** * **** ***** ** ****** limitations ** ***** ****** *** **** ** ***** ** endeavors ** ******** **** ** ***** meddling, ******** ** pressuring specialists, *** victimizing ******** *** ***** ********
Administration *** ****** *** **** ****** cooperate ** *** ***** **** **** concentrate ** *** ******** *** ****** *** *** ** ** ******** **** essential ** ******** *** ***** ** * ******** ******** *** ** ** ***** *** **** ** **** **** *** *** ******* *** *** **** *** **** **** methodology, everybody *** advantage *** ** *** **** **** *** *** ** **** ** ** ****** transparently *** ***** ******** * significant **** ** *** ***** supervisors **** associate **** ***** delegates **** ******* ** ***** ****** * ******** association **** ***** ****** ** ******* **** **** ** ******* **** remunerate ******** practices, *** ****** ******** ****Price: $10.00