Increasing resistance of employers to unionization

Increasing resistance of employers to unionization

In America, the resistance history between employees and the labor industry has resulted in many workers getting involved in Labour. Labor unions, also termed as trade unions are organizations representing the collective interest of workers in a given country. The unions unite workers to enable them to negotiate with employers over working hours, working conditions, wages, and benefits (Berman, Bowman, West, and Van Wart, 2015).

However, the resistance of employees to unionization is not an entirely new phenomenon. The labor unions emerged in the U.S. in the mid 19th Century as a result of the industrial revolution. These unions later became the most active organizations dealing with the social and economic welfares of workers in the country. However, shortly after they emerged, new global employment trends emerged, and many employers changed their employment policies to improve the conditions of employees in the workplace (Shafritz, Ott, and Jang, 2015). This move made the unions less active because there were fewer complaints from employees. Moreover, many people were not in favor of labor unions because they cost a lot of money, reduced labor productivity, and negatively affected the relationships between employers and employees. Additionally, attachment to labor unions led to numerous strikes which threatened the job security of workers.

Presently, there are fewer labor unions in the U.S. because the relationship between management and employees is amicable. By doing this, management ensured that they resolved workplace issues without having to go through labor unions (Shafritz, Ott, and Jang, 2015). If the relationship between employers and their workers continue to take a positive direction, there will be no need for labor unions in the long run. Organization management is keeping with the fight to end trade unions because they impact negatively on the business and relationships and therefore they offer resistance by implementing fair policies and productive working environment for their workers.

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References

Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2015).Human resource management in public service: Paradoxes, processes, and problems. Sage Publications.

Shafritz, J. M., Ott, J. S., & Jang, Y. S. (2015). Classics of organization theory. Cengage Learning.

 

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