Why do you think?unionization in the health care industry remains strong while union membership in the total work force is declining?? At least 250 words. APA Format ?? C
Management in Healthcare
Discussion Topic: Union membership
Please review the text chapter 36.
Why do you think unionization in the health care industry remains strong while union membership in the total work force is declining?
At least 250 words. APA Format
Course Materials
Required Text or E-Book: McConnell, C. (2015). The Effective Health Care Supervisor, 8th ed. Burlington, MA: Jones and Bartlett Publishers.
Chapter 36 Supervising in a Union Environment
New Terms
Collective Bargaining Agreement: The “contract,” the agreement between the union and management
Bargaining Election: Secret-ballot election to determine whether an employee group will or will not be officially represented by a union
Decertification: The formal process by which employees who are represented by a union can remove the union from the organization.
Why Union?
Often a union becomes involved because honest and open communication is lacking.
Employees are unable to make themselves heard by top management.
The perception that the concerns communicated upward are ignored; employee questions receive no responses.
Legal Basis
Unions and managers are bound by laws. The National Labor Relations Act of 1935, amended a number of times by subsequent legislation, provides rules of conduct that apply to both employers and employees.
Organizing in Health Care
Direct caregivers, particularly nurses, are susceptible to organizing pressures. Dissatisfaction with pay and stressful work conditions, aggravated by a shortage of nurses, are spurring the formation of nursing unions. Unions of healthcare workers are growing, and it is generally nurses that are leading the way.
Why Always Economic Demands?
Economic demands—wages, benefits—prevail because they are measureable; they can be mandated by contract. But no contract can guarantee better communication, greater respect, and more humane treatment.
Management’s Errors
Assuming that the main goals of employees are always economic
Assuming employees must be pushed
Hear nothing from below? “Everything’s okay”
Assuming all supervisors are automatically on management’s side
Not educating and using supervisors
Why Management Tries to Remain Union-free
Management wants the organization to remain union-free to preserve freedom in operations and in managing employees. When a union is in place a contract must be followed, and contracts impose limitations on many management prerogatives and operational processes.
Critical
The presence of a union realigns communicating relationships. Without a union, communication flows directly between managers and employees. With a union some communication must flow through the union, interposing a third party into an existing two-party relationship.
Where Does Organizing Start?
Seeing individuals distributing union literature at parking entrances and on sidewalks is usually NOT the start of organizing activity. Union representatives have most likely well before the first literature appears.
The Card
Signing a union authorization card is not a vote for the union and it is not a pledge to vote for the union. It is simply an expression of interest in having an election.
A Key Link
The first-line supervisor is the key communications link between the employees and higher management and thus must become educated and involved.
Prohibitions: The “TIPS Rule”
In dealing with employees the supervisor (or any member of management) may not:
Threaten employees for union involvement.
Interrogate employees about union activity.
Promise benefits for rejecting the union.
Spy on union activity.
Bargaining Election
The election for accepting or rejecting union representation is a secret-ballot election conducted under official supervision.
The outcome is determined by a simple majority of those voting.
Closed Shop
In a “closed shop” all who stand to benefit from the union’s presence must belong to the union as a condition of employment.
The “closed shop” is not automatic; it is one of the first significant issues addressed in bargaining.
Effects on the Supervisor’s Role
The supervisor may find that some aspects of “managing” have become easier because the contract spells out how some things must be done, leaving no room for judgment.
But the supervisor may experience union challenges to certain actions and decisions, and some business will necessarily be conducted through union representatives.
Decertification
Decertification allows employees to get out from under a union that no longer seems to serve their purposes or act in their best interests
Management can do nothing to suggest, encourage, or help employees with decertification
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