conflicts occur between the organization and union due to differences in

Conflicts occur between the organization and union

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conflicts occur between the organization and union due to differences in understanding of the same issue. In order to reduce the tension between the two, HR should strive to move towards greater co-operation between unions and employers in order to prosper in the highly global competitive economy. When negotiations occur between HR and unions, it is often challenging for both sides to reach a mutual consensus due to both parties’ strong stance on the issue. Rather than seeking a win-lost scenario, it will be beneficial for HR to approach negotiations through mutual gains bargaining in hopes of arriving at a solution that is beneficial for both parties. Suggestions to Worst Case Scenario To prevent union actions that will result in loss of productivity, it is crucial for HR to ensure that the relation with the union is on good terms. By establishing good relations between the union and the employer, it could significantly reduce the risk of strikes as both parties could discuss potential resolution methods in a more peaceful and sophisticated manner. Also, during the process of laying off workers, organizations must conform to laws and regulations such as dismissal through just cause and offer reasonable notice to minimize employee’s negative attitude towards the organization’s dismissal procedures. Opportunities/Benefits for Organizations that are Proactive rather than Reactive in HR Planning It is vital for a HR department to understand the impact an organization will face if unions and organizations clash. With a large proportion of employees being part of a union, a potential conflict between the organization and the union will cause substantial disruption to the routine operations and may lead to loss of sales and increased costs. Most of the time, conflicts arise due to misunderstanding that arise from the lack of communication. A proactive HR department will realize that managing in a union environment is different from managing in a traditional setting. The HR department may lose certain authority to union representatives such as the role to negotiate contract administration. A proactive HR will take note of the responsibility shift towards the union and ensure that they do not overstep their boundaries to minimize the conflict between the two. In addition, a proactive HR will strive to minimize the misunderstanding on contracts and organization regulations. Through offering training programs for both the union and management, a common understanding may be achieved and co-operative relationships may be formed. Conclusion Through the above four cases, we can clearly establish a correlation between external environmental incidents with the operation of an organization. Most of these cases demonstrate the impact a change in law regulations can have on organizations. Only by having a proactive HR department will an organization be able to adapt quickly by implementing the required changes they prepared in advance to ensure the organization can continue to operate efficiently.
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  • Spring '14
  • Sears

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