Any topic (writer’s choice)
I HAVE ATTACHED 2 DIFFERENT DISCUSSIONS PLEASE READ AND RESPOND TO EACH SEPARATE.
DISCUSSION 1
A union is a formal association of workers that promotes the interests of its members through collective actions (Learning, 2018).
Some advantages of a labor union are that old adage that there is strength in numbers which translates to more bargaining power for higher wages, safer working conditions, and better hours (Time, 2015). It can also create a balance of power for organizations that dont do a good job managing their workforce. Compensation is also often a factor on the positive side for the employee. Union workers frequently receive higher compensation than non-union workers, but on the flip side, higher pay and benefits might be related to longer job tenure and better job performance, if union leadership is aligned with company goals (Learning, 2018). Receive competitive compensation, good working environment, effective management, and fair and responsive treatment (Learning, 2018).
There are also disadvantages to labor unions. The negotiated higher pay means more money that needs to be budgeted for compensation. It could reward bad behavior, and might prevent a worker from being fired due to the contractual agreement and the process involved in filing a grievance. (CNN Business, 2011). Additionally, it can create inefficiencies at work that cause waste and poor performance (Learning, 2018).
Some of the recommended strategies to foster relationships within the workplace, and to avoid unionization, are for companies to review policies and procedures to make sure they are legal and effective, benchmark wages and benefits internally and externally so employees feel they are being paid fairly and there is a ready response if higher wages are sought, and conduct employee and management surveys (Smith, 2015). These strategies would certainly help mitigate problems because it would show employees and unions that management is doing their due diligence to ensure fairness and equity in their contract negotiations.
Part II:
This course has been a great, well-rounded study of the various aspects of Human Resources. I wouldnt say I had any stark ah-ha moments, but it was helpful to delve a bit deeper into certain areas that I wasnt as experienced in such as talent acquisition and labor relations. The three ways that this course helped me to refine the way I think about my strengths, skills, and approach to leadership are, 1) using mindfulness techniques for important decision-making, 2) fostering relationships in the organization through collaboration, and 3) increasing my listening skills for understanding and dialog to inspire a shared vision when collaborating with others. As an HR professional, the use of mindfulness, dialog, collaboration, and the ability to work through change is essential for success in any organization.
References
CNN Business. (2011, March 3). What is collective bargaining? [Video file]. Retrieved from, https://youtu.be/rZEJCR7HaLo
Learning, G., (2018, November 27). Labor relations. [Video file]. Retrieved from, https://youtu.be/Ksrajx4cRk0
Smith, A. (2015, June 29). Union avoidance: Timelines shrink and trust matters. SHRM. [PDF file].
Time. (2015, September 10). What happened to the American labor union? [Video file]. Retrieved from, https://youtu.be/pb-8pxjGcTg
DISCUSSION 2
According to Louise Gaille in her article for Vittana.org, advantages of union membership are promotion of higher wages, better benefits for the worker and their family, provision of better access to a funded retirement, protections for employment (for example, a union worker can only be fired if just cause is demonstrated), and finally, frequent opportunities for negotiation of better wages and working conditions (Gaille, 2017).
Disadvantages of union membership she states, include discounted education and experience through valuation of seniority, ongoing dues and initiation fees, being misrepresented through political and internal lobbying practices, loss of individuality, job loss through job bumping arrangements which can give a low seniority workers job to someone with higher seniority, and finally, labor unions can have a poor public reputation and unions are hierarchal which can cause a feeling of inadequacy or inequity (Gaille, 2017).
In todays climate, companies can avoid unions by staying several steps ahead of the game by treating their employees with common decency. According to Allen Smith in his 2015 article for SHRM, the training of supervisors is essential. He states open-door policies foster better communications (Smith, 2015) between supervisors and employees. Having an open-door policy is when an employee can go to leadership without an appointment, to voice needs or concerns such as inequity, harassment, a possible increase in wages, etc. When employees feel heard, considered, respected and valued, it builds trust with the leadership, and loyalty to the organization. Smith, in his article, also promotes making sure that supervisors are trained as defined by the National Labor Relations Act, so they know what is appropriate before and after employers are hit with an election petition (Smith, 2015). Smith also shares that managers should be trained about positive employee and labor relations (Smith, 2015). According to his article steps can be taken to minimize the opportunity of unionization one of which I think is important would be to at the very least, be competitive with wages and benefits internally and externally to encourage confidence with employees so that feel fairness in wages is important to the employer as well (Smith, 2015). When employees feel valued by leadership within the organization, and when they feel that they can trust their leadership, to care for their financial needs, it prevents the need to seek outside collaboration. It is so easy for any person to compare the wages internally and externally of similar roles within the organization or within the market. When employers benchmark and anticipate needed raises or changes in pay structures before the employees do it themselves, it gives the members of the organization a sense of security and a sense of belonging to an entity that genuinely cares. That feeling alone is amazing!
Part II: What was your a-ha moment in the course? Explain three ways the course helped refine the way you think about your strengths, skills, and approach to leadership. Discuss two techniques of the course content related to mindfulness, dialogue, collaboration, or change that you will apply as an HR professional.
My a-ha moment in the course was near the beginning when I for the first time realized the importance of the HR role in strategic management. I guess I only say HR as dealing with employee recruitment, onboarding, training and development, and exiting the organization as one layer (that of the employee). I had not considered the layer of HR within the organization, planning and strategizing for organizational benefit and growth. I mean, now that I think about it, I should have seen it before, but it wasnt until my first couple of discussion boards that I REALLY saw it and began to understand the importance of strategic planning and contribution from the HR department through business partners.
Three ways this course helped me refine the way I think about my strengths, skills, and approach to leadership are that 1) I am not in this alone. There are resources through World at Work, SHRM, NLRB, and so many others, where there is an ever evolving well of information, training, and knowledge about human resource management. Even if I were the only person in the role of HR in my organization, there are certain elements that can be contracted out, so that we could be effective and do the role functions needed for our workforce. 2) Leadership skills can be learned and what in the past I viewed as weaknesses (my introversion and preoccupation to details) can be utilized for successful leadership. We all play different roles and can learn to connect with others within our perceived limitations, to offer or facilitate growth within the organization. 3)In the past, before this course, I was averse to leading, and hoped to be able to contribute even if it is behind the scenes. Now, I feel that being behind the scenes, is also a part of leadership. My contributions count for someone, somewhere.
Two techniques of the course content related to mindfulness and collaboration, that I will apply as an HR professional are first, being present in the moment in my daily routine and in other experiences that come as a surprise. Taking the moment to evaluate the situation and carefully plan a response, even if it means that I have to take a break and come back to my deliberation of the circumstance is something exciting and new. I am so used to responding impulsively because some expect immediate responses. Now, I feel confident in taking mindfulness seriously and incorporating it whenever I can. Second, collaboration in all directions, up the line, down the line, and horizontally, is so vital for fostering trust, confidence, and sustainability for any organization. Communication is the key for collaboration. I will spend more time listening and learning than I will talking at people. Emotional intelligence sees and understands the dynamics of conversations, body language, and communication cues and is able to discern the essence of the situation while syphering through the noise to get to the heart of the problem so that collaboration can begin with all stakeholders to the organization.
References
Gaille, L. (2017, May 15). 13 Advantages and Disadvantages of Labor Unions. Retrieved from Vittana.org: https://vittana.org/13-advantages-and-disadvantages-of-labor-unions
Smith, A. (2015, June 29). Union Avoidance: Timelines Shrink and Trust Matters. Retrieved from SHRM Better Workplaces Better World: https://www.shrm.org/hr-today/news/hr-news/Pages/Union-Avoidance-Timelines-Shrink-and-Trust-Matters.aspx
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