- Identify and analyze necessary actions when preparing for and engaging in the collective bargaining process.
- Evaluate examples of a collective bargaining process in any industry.
- Compare and contrast the different strategies implemented by both the union and management within the chosen industry.
- Based on the analysis, what are the most important bargaining challenges in the modern workplace?
- How would you address these as a member of the management team within the industry selected?
- Explain how issues have changed in the last decade and address possible reasons for these changes.
- Provide recommendations on avoiding some of these issues.
1. Identify and analyze necessary actions when preparing for and engaging in the collective bargaining process.
From the management perspective, preparing for the collective bargaining process must include a thorough analysis for any grievances and/or personnel issues that arose due to potential ambiguity in current contract language. Analyzing the history of a contract assists in determining what items should be changed completely, or revised to ensure both parties (management and the union) clearly understand the intent. Collective bargaining generally includes all items related to hours, wages/benefits and working conditions. Management should be well-versed in what current market trends are for wages and benefits, along with analyzing data on if current working hours are fulfilling the needs of the organization; and finally if the "rumor mill" has presented any anticipated changes the union may request (such as wage increases, change in work hours, flexible schedules and/or telecommuting). The best approach in engaging in the bargaining process is to ensure research is conducted in advance on "hot topic" items, and that communications are as open and honest as possible.
2. Evaluate examples of a collective bargaining process in any industry.
When Boeing publicly announced the company would move production to South Carolina due to previous strikes by the Machinist union, the union filed an unfair labor practice complaint with the National Labor Relations Board (NLRB). Before the company and union had begun collective bargaining, the NLRB complaint became a hotly debated political topic, with a United States Senator pursuing Congressional hearings against the NLRB for "job killing (Feinstein, 2011). Despite how the political storm played out, Boeing and the Machinist union came together ...
This solution is more than 1,000 words and a case study on the collective bargaining process. It addresses seven questions and includes three references and uses Boeing as an example in how different strategies are implemented when it comes to negotiation.
Employment regulation and agency
1. The last half of the 20th century saw development of the legal concepts that we know as EEO, Affirmative Action, Sexual (and other) Harassment, and several related ideas. Near the end of the century, we saw court decisions that recognized the rights of those who were adversely affected by the implementation of the ideas - so-called "reverse discrimination". Discuss what direction you believe this type of law will take in the next 20 years, and how businesses can prepare best to deal with that trend.
2. Unions have represented employees since before the United States was formed. In the U.S., unionism peaked in the 1935-1945 period, and steadily declined ever since. Currently, about 13% of all jobs are unionized. Think about why unions grew in the first place, and why they lost membership later. Discuss the future of unionism in the U.S., and how business should prepare for that future.View Full Posting Details