Seminar eight - Union Avoidance Practices Differential...

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2016-02-11Union Avoidance Practices: Differential Effects of Three StrategiesMark CarterFour major factors that have had a significant impact on labour relations? 1Decline of union membership since 1950s2Advanced development of human resources/human resources strategies3Use of labour law4The impact of political action1Decline of union membership -Strength of unionization has always been the power of collective action-Power of large group v. power of individual action-Trade unionism - used this to establish presence and gain recognition-Unions developed collective bargaining and centralized collective bargaining structures-Union membership decline – unions lost control of centralized collective agreements and patterned bargaining structures due to changing industrial world of globalizationEffects of globalization:1Loss of primary manufacturing industries [steel, iron, coal, textile and automotive-Unions lose momentum and shift focus on own contract negotiations and collective agreements2Create significant shift in power towards management-Side effects of globalization on manufacturing industries was job loss -By creating smaller workforces resulted in reduction in union representation-The reduction in manufacturing sector provided rapid growth in service sector3Growth in service sector with little to no union organizing or union representationThese 3 factors are important and represent the decline in union membership [in US]2Human Resource Development-Tool by management to maximize workplace performance-Strategy to avoid further growth of existing union and avoid union from getting started-Human resources became highly developed since 1960sRestructuring the workplace-Some companies spend years developing workplace culture/norms prior to hiring-Study type of ideal employees/best way to recruit these individuals-Ideal employee could be based on: gender; height; hair color; age; education; ethnicity and other forms of knowledge; skills and abilities-This pool of potential employees provide the best candidate model-This method [recruitment/selection process] means to develop a non-union workplace3Labour laws-National Labour Relations Act provides rights and protections for unions-Short-lived as management lobby congress to rebalance power scale-Wagner Act: was seen as giving unions to much power to grow-Taft-Hartley Act: allowed management open voice for anti-union sentiment eg. Hold captive meetings and openly employ own anti-union strategies-Although management still had to abide to Unfair Labour Practices they were also protected for having an anti-union positionTwo primary areas in Labour Law to increase power over unions:
1Draw out court battles with unions [for years] as they have the resources [$] – unions then need to pick battles and cases or simply just concede to management2Flood cases in the Supreme Court [management attempts to draw out and financially break unions] many cases handed over to arbitrators-

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