Discussion One:
Describe one element of the status of unions from the readings such as the diversity of union members, targets for new members, whether unions are gaining or declining in membership or geographic concentrations of unions. Explain if the element you selected has changed over the recent past and if so, share your thoughts on what you feel has fueled the change.
In an organization, it is the responsibility of the human resource department to streamline the efforts of all employees in different departments and gather them on the same agenda. Several insights have been derived from reading, which indicates some flaws in the human resource process in HSS. Some good employees are signing the authorization card of the electronic workers union. The need to join the union in this company is in the limelight, and the human resource management needs to come up with some changes to discourage the union. For Instance, the key element in this process is the culture of the company, as the organization does not look like a family. Many employees, despite working in the same department do not know each other. Worker’s compensations are decided at the top level, and there is not any platform for these employees to ask for their rights (Bernardin, 2007). Also, there is a huge communication gap between the employees and the management in the company, and it compels workers to join the union. It was the change, which has been evolved with the passage of the time. The biggest reasons regarding these changes are poor communication, lack of collaborations and controversial compensation and reward policies. Also, according to the company’s policy, if the union gets 30 members, the elections can be conducted. It seems the forward block in the company, which may disrupt operations prominently. It started with the workers of the electronics department. However, the union plans to strengthen the voice through containing the diversity. Obviously, different people from different departments are signing the union, and it shapes the prominent diversity. It seems attention for workers of other departments to raise or streamline their voice, which was suppressed by the management. When it comes to change in the company, this element cannot be ignored (Rosenfeld, 2014).
References
Bernardin. (2007). Human Resource Management 4E. Tata McGraw-Hill Education.
Rosenfeld, J. (2014). What Unions No Longer Do. Harvard University Press.
Discussion Two:
Application the CEO of HHS asks you, the Chief of Human Resources, to assess the vulnerability of the organization for unionization of its employees. Think about the Strengths, Weaknesses, Opportunities, and Threats for unionization and include in your report, what you see as some of the categories you would be sure included. Consider why employees join unions for guidance as you assess the situation.
The vulnerability of the organization for unionization of its employees is in the limelight. Employees in the company are struggling due to the tough working conditions and stressful work. It has been identified or observed at the bottom-line of the company. On the other hand, it has been observed that the management of the company is not focused towards the change, and obviously, employees are conversing due to this reason. There is the main reason for joining the union. For Instance, the management of the company is just looking to focus on the production and efficiency of work. A serious headache and back pain have been seen among employees. Of course, the company is not conducting the change, and the union is the best platform to get things done in favor of employees. It increases the vulnerability to join the union. Another reason is lack of communication process in the Company. Every employee of the company cannot reach to the top management (Smith, 2013). Thus, gathering some employee and making force to strengthen the voice makes the difference. It is its biggest strength. The biggest weakness is the work disruption, and it increases the bargaining power of people. Concerning the opportunity of unionization in the company, it has been revealed that the HR process can make some rapid and big changes, which are in the best interest of both, employees and the company. It is a fact that the union can streamline some major issues, which were not identified earlier. Moreover, relative to the threat, it enables the poor employee retention, and the company may terminate some employees. With the perspective of the company, work disruption is the biggest threat. With the perspective of employees, the job termination is the biggest threat. Thus, some reasons have been elaborated, and accordingly, the human resource management has to come up with some strategic plans (Mathis, Jackson, & Valentine, 2015).
References
Mathis, R. L., Jackson, J. H., & Valentine, S. R. (2015). Human Resource Management: Essential Perspectives. Cengage Learning.
Smith, P. (2013). Unionization and Union Leadership: The Road Haulage Industry. Routledge.
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