Union Management Relationships

Union Management Relationships

Grantham University

Union Management Relationships

In this paper we are answer question 3 or question 5 from our text. The question I chose to go with is as follows: The text outlines three basic assumptions underlying the labor relations process in the United States. To what extent do you agree or disagree with these assumptions? Does your response differ depending on whether you think about the question from the perspective of an employer or an employee?

What are the three basic assumptions underlying the labor relations process in the United States? Let’s take a look at the first one assumption. The first assumption is the adoption and support of a free enterprise (capitalist) economic system. When it comes to this assumption, I agree with this. The reason why is because both the employee and the employer look to cover themselves and make sure that they are protected. In the eyes of an employer, you want to protect your investment. If you are paying someone to provide service for you company, that person has your company’s reputation on the line. You also have to look at how much training you are investing into those individuals. As employees, you want to know that if something happens to you on the job you will be taking care of. You also want to make sure that you are being treated like everyone else, but at the same time you want to be treated with respect and be treated fairly. Employers want to make sure that they are competitive and at the same time, employees want to be shown that all of their hard work is not being overlooked. So if the company is making money so should the employees.

The second underlying assumption of the U.S. labor relations system is that employees in a free and democratic society have a right to independently pursue their employment interests using lawful means. What does this mean? This pretty much means that employees have the right to find the right job for them whenever they choose as long as they are not breaking the law by doing so. Economically, this would be a great thing for employers to allow their employees the right to do such things. If an employee find another job better suited for them that allows training in a specific field great. Once that employee leaves that job, it opens up another job for someone else brand new or it allows you to promote within. At the same time, an employer doesn’t want to lose any employee, but what if that same employee leaves just to get training that the company doesn’t provide just to come back in a bigger role then what? I think the company would love that. Now you have someone who is already familiar with the company who can do the job and take on bigger responsibilities. So I absolutely agree with this assumption.

The third and final underlying assumption of the U.S. labor relations system is that collective bargaining provides a process for meaningful employee participation through independently chosen representatives in the determination of work rules. I agree and disagree with this. The reason why I am on both sides is because, yes I think collective bargaining can be a great tool when used for the right reasons. I also think that it depends on who is chosen to represent you and all of the other employees. I think that some representatives have their own agenda at heart and your complaints and grievances will fall on deaf ears. I also feel like somethings that are being asked to be negotiated are pointless. Now if there is a huge pay dispute where it affects everyone, yes this is the way to go because it brings both the employee and employer to the table and forces them to come to some kind of common ground. If it’s something like the employees want an extra 5 minutes for their lunch break and an additional 15 break just because then that should be a red flag. I don’t think those type of issues are worth the time and effort that will be put into finding a resolution.

What I can say about these 3 assumptions is that depending on what side of the workplace you reside, your responses will be different. With the exception of the first two assumptions, I don’t think it would, or should make a difference if you are an employee or employer. For the final assumption, your answer will definitely change depending on which point of view you are looking from.

REFERENCES:

Holley, William H. The Labor Relations Process, 10th Edition, (p.12) Cengage Learning, 20111121. VitalBook file.

Holley, William H. The Labor Relations Process, 10th Edition, (p.13) Cengage Learning, 20111121. VitalBook file.