The majority of people would rather work in a setting that is supportive of them financially or socially than in one where they are exploited. In the past, the win-lose approach was widely utilized by firms to run their businesses. The pinned-down party felt disheartened as a result of this strategy, which solely benefited one party and had an impact on the productivity of the company. Decisions were then made that resulted in the implementation of the win-win strategy (Kornhauser 120).
Organizations implementing welcoming tactics
In their workplaces, organizations implement a variety of welcoming tactics. As an illustration, businesses understood the value of having unions that battled for the rights of the employer, employee, and business itself. The main objective of the union was to ensure a good relationship between the employers and their employees. The union also is meant to engage in discussions and make wise decisions on behalf of the employees. Research showed that including employees in decision making processes in an organization motivated them and they felt as part of the group. By so doing, there was increased productivity in the company as everyone was inspired to highly perform in their various departments and produce promising results (County, Putnam, and South Carolina 22). The study of this topic is therefore aimed at determining the benefits of having bargaining units in an organization. Also, the research is expected to find out what policies can be implemented in organizations to ensure union negotiation is beneficial.Analysis of Labor-Management Relations
Developing a philosophy of operational labor-management relations is of importance as both party's interests are realized and addressed accordingly. Therefore, Mutual Gains Bargaining (MGB) is a key aspects in bargaining strategies in which a collective bargain agreement is reached to ensure a win-win situation is reached. As such, the importance of dialogue between the employer and the employees gives a chance for both parties to express their grievances and with the help of their unions, they come into a conclusion that has addressed matters from both sides without suppressing one party. Additionally, including everyone in decision making and problem solving activities through holding of meetings and listening and acknowledging people's views promotes trust among the employer and the employee (Yoon, Tae-ho and Yen-yoo 57).Interest-based bargaining
Interest-based bargaining is an approach that involves problem solving skills aimed at ensuring the interests of the conflicting parties are met amicably. More so, this practice promotes the relationship between the negotiating parties as superiority and inferiority of a person is put a side. Furthermore, intention of bargaining is to find a solution to a problem. The solutions that fulfill common interests are known to last long which is of benefit to the organization. Decisions made without relying on the power one holds over the others is known to be of standard as no one has been coerced to accept such decisions. Positive outcomes are achieved through joining hands by both negotiating parties and assist each other towards achieving a common goal. Through this, parties put aside their differences if any and work as a team.Unfair practices by unions
Despite other organizations practicing a win-win approach in the management of their companies, there are practices done by unions or employers that are against the National Labor Relations Act (NLRA) and other Labor Laws (Kornhauser 102). The laws are weapon protecting employees from exploitation by their employers and states the relationship between the union and the employer. There are a number of ways in which the union unfairly practices its power. Firstly, forcing an employer to punish their employee through deducting their superiority in power as a result of acting against the union's rules is a major concern. Secondly, discrimination especially on race leading to employer's referral letter to a specific job in a unit where the union is in charge being overruled. Thirdly, posing intimidations to the employers to be demoted, dismissed or be sacked from their jobs if they fail to back up the activities put in place by the union. Fourthly, posing harsh levies on members for going beyond the picket limit which is against the Act or rather members who proceed with strikes when they have decided not to. Some unions decide to punish their members through paying of high fines. Sometimes they are suspended from their jobs for a long period of time or even expelled. Lastly, some unions go ahead threatening the health of their members who fail to join them in practices like strikes (Yoon, Tae-ho and Yen-yoo 93).Factors for organizational success
The success of an organization depends on a number of factors including the negotiation between the union, employer and the employee. Organizations should be ready to give an ear to different views, gain more knowledge from various unions and attain. Negotiations are known to result from members from within the organization as they want to air their grievances and wish they be heard. As a result, being ready to listen and learn to people's views increases the organizations yields. Also, the organization should introduce cultures whereby the members of the organization are awarded or celebrated when they succeed in the company's projects. Such practice will motivate the members who will strive harder so that they can also be rewarded next time. On the same line, the member who was rewarded will also be more motivated and this leads to positive competition in the organization which increases the organization's productivity. Finally, the organization should develop a friendly environment for the employees and good communication skills should be used by employer to eliminate fear between the two parties. By so doing, there will be good relationship between the employer and the employee and this will promotes the outcomes of the organization (County, Putnam, and South Carolina 9).Examples of labor management relations
We have had cases where companies have collapsed because of creating harsh working atmosphere to their employee making a number of them to quit from their jobs, thus poor union relations. For instance, Wells Fargo Company had a scandal over the past few years that led to sacking of about 5300 employees (Kornhauser 136). This resulted from a misunderstanding between the employer and employees from within the company. However, there are companies known to show exemplary way of managing a company in terms of employer-employee relationship. A good example is Federal Aviation Administration together with its two unions; National Air Traffic Controller Association (NATCA) and Professional Aviation Safety Specialists (PASS). The employee's at this company have reported increased satisfaction on support they receive from their superior's. This led to reduction in expenses and time used in dispute settling hence has increased the company's productivity.To sum up, labor management relationship should be taken into consideration especially where the company's aftermaths have stagnated or are deteriorating. According to Yoon, Tae-ho, and Yen-yoo (67) it was found out that the way employers relate with their employees directly determines the outcomes of the company. Therefore, employees should be motivated by creating a conducive working environment for them. The parties' views should therefore be addressed and measures implemented.Works Cited
County, Putnam, and South Carolina. “Labor-Management Relations.” (2014).
Kornhauser, Arthur. “Psychology of labor management relations.” LERA For Libraries (2014).
Yoon, Tae-ho, and Yen-yoo You. “The Influence of Corporate Social Responsibility (CSR) and Organizational Culture on Cooperative Labor-Management Relations and Job Satisfaction.” Indian Journal of Science and Technology 9.41 (2016).
