HR Week 7.docx - Discussion#1 Do you agree with...

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Discussion #1 Do you agree with unionization within organizations? Why or why not? Labor unions are organizations in which employees bond together to create a collective voice for negotiations with employers. While some view labor unions as a negative, they actually can have several positive effects on the labor market in general. They can help both employers and employees, if they are utilized correctly. Yes, I agree with unionization within an organization because; One of the advantages of dealing with a labor union is that it simplifies the negotiations process. When you deal with a labor union, you do not have to negotiate with multiple employees. You simply talk to the head of the labor union and the head of the union speaks for the entire workforce. By doing this, you can negotiate faster and more efficiently without having to worry about meeting with many different employees (small business, 2014). Another advantage of dealing with labor unions is that it can improve employee satisfaction. When employees deal with unions, they may be more satisfied because they have a voice to speak to the employer. They get higher wages on average and better benefits packages. When you meet the needs of the employees better, they will be more satisfied in their jobs and will be willing to work harder for you. This could lead to higher productivity and better quality production (small business, 2014). Another advantage of labor unions for organizations is that they lead to fewer turnovers. When you have a workforce that is comprised of labor union members, they will not leave their jobs as frequently. They have to pay dues to be a part of the union, and they typically do not want to lose their position in the organization. When you have lower levels of turnover, it saves your business money in the long run by not having to train as many new employees (small business, 2014). Businesses regularly have to undergo change if they want to stay at the forefront of their industry.
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