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A case study is an in depth analysis of an individual unit. It involves a closer and intensive study of people or situations. A case study is adopted in most research work because it provides adequate information. The adequate information arises from its intensive analysis of individuals and persons. It is also a straightforward method to use in coming up with conclusions relating to certain situations or individuals. A case study enables us draw various conclusions from the above case relating to an urban hospital CEO and his actions. The case provides a basis for learning efficient management through unions and consultations before decision-making.

This paper explicates unionism in management and human relations in this urban hospital.

Unionism refers to the coming together of individuals with a common interest to achieve a common objective. The management should have a policy on unionism to form a common front to attend to various matters in this organization. The management needs to come up with common ideas to avoid clash of interest in the organization. Unionism is essential in any particular organization including this urban hospital. It promotes better and quality decision making in the organization. The management unites in the formulation of different plans about the organization. People with different abilities and interests are brought together leading to quality decision making and implementation. Implementation of the decisions made will take place at a faster rate because of the adequate consultations that take place. The unionism policy will promote harmony in the organization. Conflicts that arise due to individual decision- making will be averted. For instance, the CEO of this urban hospital makes an individual decision thus calling for objection due to the illegality of the process. Clash of interest is highly avoided, and the management works as one common unit.

Labor relations process refers to the coming together of employees to form a common bargaining power against their employers. Employees make sure that the management adequately addresses their rights relating to wages and working conditions. Phase one of labor relations involve the employees’ rights to seek representation in the organization. This means they can communicate with other workers on matters that involve salaries and wages.  Holley, Jennings, and Wolters (2008) assert that, in this phase, employees seek to make their union known to the management so that in case of any action they are covered. Employers have a right to communicate to the employees regarding unionism with intimidating them. The phase is based on democracy as majority votes from employees decide whether the process moves to the second phase. This phase is essential because it promotes democracy in organizations as both employees and employers are given time to express their views. The second phase is the negotiation stage. Employees come up with a collective bargaining agreement on matters relating to salaries and working conditions. Employees have representatives who negotiate on their behalf. The outcome of this phase depends on the negotiation skills of the representatives. Tougher skills yield admirable outcomes while incompetent bargains lead to undesirable outcomes. Fossum (2008) asserts that this phase is significant because employees through their representatives are given an opportunity to present their grievances to the management. In this case, relating to the hospital looks like the grievances had not been well presented or the other management was not responsible.

Phase three focuses on contract administration and implementation. This is to ensure that the collective bargaining agreement among employees is well understood by management, to avoid conflicts. In this phase, terms and conditions relating to dispute resolution procedures are formulated thus enabling fair judgment of different situations. This phase is essential because it ensures just measures are applied in dealing with employee cases.

Managers might get indications of organizing activities from various behaviors within the organizations. For instance, employees might tightly unite to push for a certain objective. This behavior is an indicator because employees from different departments are united to a common objective. Another indicator of coordinating activities is the formation of a task force. If employees could propose for the formation of a task force for a given work load for increased achievement of results. The task force formation will also ensure efficiency in the overall organization. The behavior relating to organizing activities in the organization will witness situations such as common efforts in conflict resolution. These behaviors will enable the management to effective provide for employees everything they need in order to produce the required results.

The NLRB ruling on supervisors was that they were not eligible for protection by the union under the federal law. The court held that in case one was to qualify as a supervisor he was bound by the actions of his subordinates. According to Pozgar and Santucci (2011), the decisions from the case meant that union actions would gradually slow down because of a blockage to unionization of the supervisors. Nursing supervisors will thus not be able to present their grievances due to lack of cover. They may risk being easily fired by their employers. This decision also has negative impacts on nursing employees unions. They will undoubtedly lack support in the administration of organization activities. This is due to lack of job security among its potential members. The worst result for them is that they might collapse.

In conclusion, a case study is significant in establishing various factors relating to a particular entity. A thorough analysis of the situation is conducted and conclusions drawn. Managers must use the principle of unionism for success in their given organizations. Employees must be catered for but after satisfactory consultations among the management. The grievances raised by employees must be addressed immediately to avert negative implications such as strikes in the organization.

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