First, download the Attitudes Towards Unions test and
First, download the Attitudes Towards Unions test and complete it (see link below). Read each column and select the best answer for you. If you are unsure of which column to check, take your "best guess." After taking the test, count up the number of A's and the number of B's you selected. Depending upon what you selected, you will either support unions or support more business.
Attitude Towards Unions Download
Q1a What was your total A's and B's? Share with the class the possible causes for any positive or negative feelings about labor relations/unions. Find one or two questions that you strongly identify with and share why. Then try and find a current event around your view and share with the class how this is still an important matter. Try to find a well written publication that discusses the issue rather than a generic news source.
Q1b. Describe your union experience, or if none, research current benefits and downsides of being a union member (give a few examples), and comment on whether or not you would like to be part of a union.
Don't forget to use the proper sourcing.
ATTITUDES TOWARD UNIONS
PURPOSE:
To examine your general attitude toward unions and discuss the possible causes for any positive or negative
feelings.
TASK:
Complete the following survey. The statements in this survey are listed in pairs. Put an X next to the statement that
you agree with more firmly. If you strongly agree with the statement, put two Xs next to it. You may not entirely
agree with either of them, but be sure to mark one of the statements. Do not omit any item. When you have
completed the survey, add the “a” Xs and the “b” Xs and compare.
After the completion of the survey, your instructor will ask a group with more “a” answers and a group with more
“b” answers to lead a discussion of attitudes toward unions and labor–management relations.
1. (a) Unions are an important, positive force in our society.
(b) The country would be much better off without unions.
2. (a) Without unions, the state of personnel management would be set back a hundred years.
(b) Management is largely responsible for introducing humanistic programs and practices in organizations
today.
3. (a) Unions help organizations become more productive.
(b) Unions make it difficult for management to produce a product or service efficiently.
4. (a) Today’s standard of living is largely due to the efforts of the labor movement.
(b) The wealth that people are able to enjoy today is largely the result of creativity, ingenuity, and risk taking
by management decision makers.
5. (a) Most unions are moral and ethical institutions.
(b) Most unions are as corrupt as the Mafia.
6. (a) Unions afford the worker protection against arbitrary and unjust management practices.
(b) Managers will treat their employees fairly regardless of whether a union exists.
7. (a) Unions want their members to be hardworking productive employees.
(b) Unions promote job security rather than worker productivity.
8. (a) Unions promote liberty and freedom for the individual employee.
(b) With the union, employees lose their individual freedoms.
9. (a) Section 14(b) of the Taft-Hartley Act (which allows individual states to pass right-to-work laws) should be
repealed.
(b) Congress should pass federal right-to-work legislation.
10. (a) Unions are instrumental in implementing new, efficient work methods and techniques.
(b) Unions resist management efforts to adopt new, labor-saving technology.
11. (a) Without unions, employees would not have a voice with management.
(b) Labor–management communication is strengthened with the absence of a union.
12. (a) Unions make sure that decisions about pay increases and promotions are fair.
(b) Union politics often play a role in deciding which union employee gets a raise or is promoted.
13. (a) The monetary benefits that unions bargain for are far greater than the dues the member must pay to the
union.
(b) Union dues are usually too high for what the members get through collective bargaining.
14. (a) Employee discipline is administered fairly if the organization is unionized.
(b) Union procedures generally make the disciplinary process slow, cumbersome, and costly.
15. (a) Without the union, the employee would have no one with whom to discuss work-related problems.
(b) The best and most accessible person for the employee to discuss work-related problems with is the
immediate supervisor.
16. (a) Union officers at all levels carry out their jobs in a competent and professional manner.
(b) Union officers are basically political figures who are interested primarily in their own welfare.
17. (a) Most unions seek change through peaceful means.
(b) Most unions are prone to use violence to get what they want.
18. (a) Unions are truly domestic institutions with full participation of the rank and file.
(b) Unions are controlled by the top leadership rather than by the rank and file.
19. (a) Union members do the real work in our society and form the backbone of our country.
(b) Union employees are basically manual laborers who would flounder without management’s direction and
guidance.
20. (a) Unions are necessary to balance the power and authority of management.
(b) The power and authority of management, guaranteed by the Constitution and the right to own private
property, are severely eroded by the union.
,
Attitudes towards Employee Unions
1.A, 2.A, 3.A, 4.A, 5.B, 6.A, 7.B, 8.B, 9. A, 10. A, 11. A, 12.A, 13. B, 14.A, 15.A, 16.B, 17.A, 19.A, 20.A.
The total number of As selected is 14, compared to 6 Bs. I choose to support unions because they are fundamental in any workplace; the blocks control the authority and powers of the company, safeguarding organizational productivity. The fact that I have more As than Bs demonstrates my positive attitude toward unions and how likely I am to support labor unions. One of the reasons I like blocks is that, as an employee, I benefit from collaborations to get a better salary and avoid severe employment punishments (Obiekwe & Eke, 2019). Partnerships give employees a voice in representing their grievances to the management and negotiating wages on their behalf. When employees face harsh working environments, it is the role of the union to look for solutions with the employer company. I cannot compare the benefits that unions bargain for to the dues employees pay for the blocks; the benefits are more significant.
Most employees have a positive attitude towards unions due to the unions' benefits. The unions advocate for equality in employment, fair rewards, reasonable punishments, good working conditions, and equitable working hours (Obiekwe & Eke, 2019). These negotiations are the most important for employee satisfaction; hence the employees prefer to join the unions to voice their opinions. The workers cannot address the employer directly; therefore, the union is responsible for approaching the management. Unions encourage employee productivity and improve job security by discouraging employment-at-will relationships. Employers should have a legal reason for dismissing an employee, having followed all the requirements of the Civil Rights Act and other federal regulations (Doellgast & Benassi, 2020). However, if the employee fails to gain union membership, they may not be protected, making most employees support the partnerships.
Despite the employees' benefits that the union provides, some individuals have a negative attitude towards the blocks, but they remain in membership to satisfy employers' and labor relations requirements. Employees are discouraged by the dues they pay for the union and negotiation procedures, which at times do not meet their expectations (Doellgast & Benassi, 2020). The employees believe that the union's representation of their interests discourages individuality while minimizing the chances for promotion. If the unions provided negotiations for free, it could be better, and most individuals could support the groups. Sometimes, the union's decisions may differ from the employee's expectations, discouraging the worker from taking a different path. At times, employees' poor morale with the blocks is driven by the tendency of unions to pit workers against their employers.
An upcoming event will be the NLRB's injunction initiative to prevent employers from threatening and coercing employees, especially during campaigns. In this case, the employee unions are critical to protecting the workers' rights and statutory violations by minimizing anti-union actions that escalate coercion and unlawful discharges stated under section 10j of the National Labor Relations Act (Estlund & Liebman, 2021). Coercion and threats in the work environment have been an authentic experience in organizations targeting employees, especially non-union members. Employer threats cause obsolete actions and impose burdens on employees in the company.
In my experience in my current workplace, the union has been supportive and influential when it comes to ensuring employee satisfaction. Most junior workers have no say in the company until the union intervenes to negotiate employment terms with the organization. The approach has been successful in enabling work environments for safe production. Salaries have always been dependent on union negotiations.
References
Doellgast, V., & Benassi, C. (2020). Collective bargaining. In Handbook of research on employee voice. Edward Elgar Publishing.
Estlund, C. L., & Liebman, W. (2021). Collective Bargaining Beyond Employment in the United States. Comparative Labor Law & Policy Journal, 42(2).
Obiekwe, O., & Eke, N. U. (2019). Impact of employee grievance management on organizational performance. International Journal of Economics and.
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