initially seem like oil and water, or cats and dogs. They just do not get along. But this perception, the basic fact, is changing.
There are common factors more than you can thought
unions want to get higher salaries and more benefits for their members. They also want job security and good working conditions, and job opportunities. And, we will certainly defend individuals who are being treated unfairly.
some management shares, if not all, of these goals. It does not object to fair compensation, you want a stable workforce, and preferably of justice and equity among employees.
what's the problem?
profit motive requires efforts to contain or reduce the costs of doing business. Work is almost always a major expense. So desires manage to keep a lid on salaries and benefits. This factor alone creates a conflict between the administration and the unions representing their employees.
unions need to get concessions from the administration to meet its members (who pay dues to get this representation and influence). Management, on the other hand, must show profits to satisfy shareholders and owners.
disputes can get ugly
when unions fail and management to resolve enough differences through negotiations, the the consequences could be profound. There could be strikes, strikes, shutdown, slowdown, and the rotation of absence, etc.
has distancedMost of the unions themselves from bullying tactics in the old days, although the occasional incidents of violence, intimidation or other unfair practices still occur occasionally.
management can also be difficult. When air traffic controllers went on strike in 1981, President Reagan called them, assign military personnel to deal with their jobs, and replace them all at the end.
partnership is needed
companies need workers and workers need jobs. The rationale underlying cooperation is, therefore, in place. However, as with most things, "the devil is in the details." Equal Employment Opportunity Commission (EEOC) regulations and the Civil Rights Act, Fair Labor Standards practices and standards the minimum wage, and many of the legislative and legal provisions of the law more form the legal basis for labor issues. Bargaining agreements, work contacts, and the requirements of binding arbitration, the practices of the past and history, and others, also governs the relations between workers and management a clearer manner. But the basic requirement for constructive relations between the two parties based on cooperation and respect, and genuine partnership in order to achieve common goals.
There are many examples of these types of constructive and produced positive results for the partnerships. The one I am personally familiar with non-SEIU (International Federation of Personnel Services) and Los Angeles County, where Union-sponsored its members to attend a certification program for medical records coding. The Ministry of Health in the province need programmers, clerks union wanted a better career opportunities. Thus, the province arranged for education, and the payment of tuition fees and the Union that was necessary computers, software purchased, and textbooks. In contrast, the province has agreed to hire graduates of the program. Of course there are numerous other examples of this kind of cooperation in the field of telecommunications industry (GTE), and auto (all disciplines), high-tech manufacturing (Siemens), the restructuring of the hospital (several), etc.
cooperation in the field of labor and management is required
economic conditions and requirements have changed so rapidly that roads outdated for doing business can no longer be tolerated. Although I am not a part of a growing chorus of managers and business leaders who believe that unions have "outlived its usefulness," I do not think that you need a more cooperative relationship. Work is partnership, and include stakeholders work, management, regulators, consumers, government, and the public.
work of the organization is well aware that the existence of a correlation cooperative utility that emphasize productivity and competitiveness and cost containment / reduction is necessary to keep growing the business sector, our economy and our society . The same inevitability of the government sector, where unions have made great successes in organizing public-sector employees. Changing world economic means must be replaced confrontation concessions, cooperation, and identify and support common goals.
. All rights reserved © 2010, Dr. bin Abdul Carlsen, MBA. All Rights Reserved Worldwide for all media. You may reprint this article in your ezine, newsletter, newspaper, magazine, website, etc. as long as you leave all active links, do not edit this article in any way, leaving my name and square vital sound, and you follow all of the conditions You are here of service to publishers.
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