Others / Union and Non-Union Relations With The Company
BSTRACT
Today’s modern labor movement must motion towards non-traditional ways in management and employment relations. This is due to the fact that times change and workers are entitled to benefits, compensation and number of hours that are due to the times.
Technology may replace human labor but in today’s study, nothing can replace the human heart.
Union and Non-Union Relations With The Company
In a non-union organization, the workers or employees have no voice over their welfare. It is the employee who has the say on “discipline, wages, promotions and hours of work” (IAMAW Northwest District 250). The employees are given the number of hours they can go to the comfort room, how they should behave in the premises of work, how much they are to be paid and how much time they should be working. This is the ways of a non-union organization. They are given the order of things in the company and they cannot rebuke the system of the company. This is the manner of their relationship. It is not a partnership. It is a dictatorship, an authoritarian arrangement that cannot be questioned.
In a union organization there is a contract arranged between the company holders and the employees. It is humane in the ability of the contract to allow the employees to bargain for their wages, numbers of hours to work into and even simple things like having a liberal time to go to the comfort room, benefits that are agreeable to both party and emancipates the employees to have the enjoyment of their work as something they can be proud of and be a part of. The union protects the employees if any untoward incident should happen. The contract is binding and should last for a certain number of years happily worked on by the working party.
Management and employee relationship is vital to the success of the company. There should be respectable distance between the two parties including and most especially the management towards its employees. Nevertheless, communication is still the key to a successful relationship between management and employees. If there is constant aggravation towards the employees,
management may find themselves with a downslide of workers’ attitude towards work thus the output would be affected and the company would most probably fail. During times of recession, this can be an opportunity for the company and its management to help their distressed employees to go back on track and keep the loyalties intact.
Laws affecting management or company authority relations with employees would include federal state laws and beyond this are the company laws in itself. Laws may relate to criminal records check, number of hours worked or mileage, labor relations, or reimbursement fees (Chron )etc. Human Resource Management must be aware of these things duly because they are the ones handling the case of each employee records in their hands. Failure of Human Resource to abide by the laws causing disruption in the workflow of the employees are their responsibility.
Compensation and benefits must move with the times and should not be left behind, otherwise, the workers are going to feel abused and plainly resign from the company for better opportunities elsewhere. Compensation must be paid according to the wages of the modern times and benefits must be competitive with other companies. Leveling up of companies must always be considered.
In today’s legislation one aspect to be considered may be the replacement of human labor by robots. Democrats are now working on making the future of laborers to be non-replaceable and humane. They do not have to compete with the robots of the future because they have their own mind and a human heart that is compatible with the human brain and can hardly be ridden by robotics.
In my experience as a call center agent, I am awed by the benefits given and the fine relation between the Human Resource and the agents. Outsourcing is a lucrative business today and thirdworld countries are assuming better lifestyles because of this.
References
Chron, http://smallbusiness.chron.com/laws-affecting-human-resource-management-36304.html
IAMAW Northwestern District 250, http://iamdistrict250.ca/why-join-us/the-difference-between-a-union-and-a-non-union-workplace/
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