upsetwriter 2 | 6 Freelance Writer
Dec 20, 2013 | #1
Essay Questions: Globalization, Nonunion committees, Negotiator trust
PLEASE PROVIDE SHORT ANSWERS (1 or 2 paragraphs ) TO THE FOLLOWING QUESTIONS:
1. Globalization can be regulated in many different ways. For instance, the United States policy is to promote free trade by reducing tariffs and other barriers to trade. This is a country-level response. Workplaces also must be governed in a global system. How can the 4 individual schools of thought we learned about in Chapter 2 of Budd be useful to considering alternatives to regulating workplaces in a global world?
The mainstream economics perspective relies on several assumptions, and it seems more like a theoretical idea than an approach that is practical and complete in itself. It is like the conservative idea of giving people incentives and opportunity to compete, and in that way a workplace can be left unregulated even in a globalizing world because the principles of free market competition still prevail.The Human Resource Management school of thought believes that proper management can solve the labor problem. The problem is poor management. The solution is to bring the interests of workers into better alignment with the interests of the organization. A common thread between this perspective and the mainstream economics perspective is that giving a worker a raise is a way to improve the alignment of her or his interests with those of the organization. The HRM perspective adds a new dimension by increasing value for workers with strong management - so these two perspectives are not mutually exclusive.
The Industrial Relations school of thought is very different. It is useful for evening the playing field of negotiation between workers and organizations. It is the perspective that underlies the notion of labor unions and regulation. This school of thought stands against the mainstream economics idea of allowing free competition. Too many factors interfere with fair competition, so this perspective believes regulation is needed. Their solution is always to increase workers' bargaining power.
The Critical Industrial Relations school of thought goes a step further and sees organizations as arising from the society and being created by it - rather than simply existing on their own and in a state of freedom that, according to the mainstream economics view, should be protected. People of this perspective criticize institutions and the status quo, and in addition to trying to increase the leverage of the worker they also want to do away with capitalism altogether and recreate the economy in a way that has more equity for workers.
2a. What are the problems associated with nonunion committees designed to provide an outlet for employee participation? Identify at least 2 and briefly state why.
Workers see nonunion committees as settings where the organization can manipulate and coerce employees. Their nature undermines the purpose of having a union. For example, a nonunion committee can be coordinated by people who are under the influence of their superiors in the organization and act as their agents to exploit workers. Also, such committees can also easily interfere with union activities by voicing opposing views and views that are not really consistent with the interests of workers. Any committee that acts outside of the efforts of the union is working toward goals other than those of the union.
3. Why is TRUST so important for negotiators?
Trust is the source of credibility in negotiation, and it is also the way to ensure each party adheres to the terms of the negotiation. Without trust, the goals of both parties cannot be achieved. Trust makes the difference between negotiation and simple opposition/conflict with one another.
PLEASE RESPOND IN ESSAY FORM IN NO LESS THAN ONE PAGE:
The strike was legal, and Ironsteel's response to it was also legal. The ten strike replacements will make the argument that they are members of the union because of having paid union dues and that they should be protected by the union. Their terminations were legal because of the terms to which they agreed when they were hired as replacements for the workers who were on strike. Hiring them with the option to terminate is a necessary option for the company if it is to withstand the damage done by a union strike. On the other hand, the purpose of labor unions is to give employees leverage to avoid exploitation, and unions cannot serve their purpose if Ironsteel is able to replace them without consequence.
Ironsteel can argue that these replacement workers were hired for a specific purpose and under the condition that they were replacements for the workers on strike. Company representatives will argue that the labor union has obligations to these workers because they paid their union dues, but that the company has no such obligation and can terminate if necessary because of the terms of their employment as replacement workers.
The ten highest paid employees will argue that their termination was wrongful, but the relationship of employees to the company is based on the terms of their employment. Such an agreement is like any other, and the terms of the agreement determine the nature of the relationship. The union decided to strike because it had the option to do so, and the company chose to reduce costs by firing the ten employees who were paid the most because it had the option to do so. These actions are the application of bargaining power, and they are what make labor negotiations function. The outcomes are not good for everyone involved, but they make it possible for the company to continue to operate and play its role in the context of the nation's economy.