I. Introduction
The process of negotiation can be seen in almost any form or scale in our everyday lives. Whether an individual is negotiating a better rate for their car or homeowners insurance, on the purchase price of a home, the price of a new car or an increase in their wages, some form of negotiations occur. In most cases we would expect to have equal power to negotiate; however, we can also have little power at all. As an individual employee, depending on the demand for your skills, we may have no real negotiating power with our employers at all.
The following analysis will provide an overview of unfair labor practices, the impact collective bargaining power and unionization has on leveling the playing field between management and …show more content…
However, since its peak in the 1950’s when union membership was 35 percent of employment there has been a consistent pattern of decline. Several factors explain the reason for union membership decline including structural changes in the economy, increased employer resistance, substitution with human resource management, changes in government regulation, worker views, and union actions. Each of these factors contributes to the overall decline, yet the major contributors are arguably employer resistance and the impact of human resource management strategies (Noe, Hollenbeck, Gerhart, & Wright, 2008).
Employer resistance to unions is driven by increased market pressures from foreign competition and deregulation of certain industries. This is in contrast to how employers reacted in the past when unions were considered to play a vital role in helping management make effective decisions. Nonunion employers now utilize strategic human resource management practices to implement policies that promote employee empowerment, employee growth, competitive benefits and wages, and an overall positive employee attitude (Noe, Hollenbeck, Gerhart, & Wright, …show more content…
The NLRB’s two primary functions are to prevent and remedy unfair labor practices, whether committed by labor organizations or employers; and to establish whether or not certain groups of employees’ desire labor organization representation for collective-bargaining purposes (NLRB, 2016). The NLRB ensures that the process of organizing a union is followed and is responsible for holding a union representation election if they are met (Noe, Hollenbeck, Gerhart, & Wright,
The process of negotiation can be seen in almost any form or scale in our everyday lives. Whether an individual is negotiating a better rate for their car or homeowners insurance, on the purchase price of a home, the price of a new car or an increase in their wages, some form of negotiations occur. In most cases we would expect to have equal power to negotiate; however, we can also have little power at all. As an individual employee, depending on the demand for your skills, we may have no real negotiating power with our employers at all.
The following analysis will provide an overview of unfair labor practices, the impact collective bargaining power and unionization has on leveling the playing field between management and …show more content…
However, since its peak in the 1950’s when union membership was 35 percent of employment there has been a consistent pattern of decline. Several factors explain the reason for union membership decline including structural changes in the economy, increased employer resistance, substitution with human resource management, changes in government regulation, worker views, and union actions. Each of these factors contributes to the overall decline, yet the major contributors are arguably employer resistance and the impact of human resource management strategies (Noe, Hollenbeck, Gerhart, & Wright, 2008).
Employer resistance to unions is driven by increased market pressures from foreign competition and deregulation of certain industries. This is in contrast to how employers reacted in the past when unions were considered to play a vital role in helping management make effective decisions. Nonunion employers now utilize strategic human resource management practices to implement policies that promote employee empowerment, employee growth, competitive benefits and wages, and an overall positive employee attitude (Noe, Hollenbeck, Gerhart, & Wright, …show more content…
The NLRB’s two primary functions are to prevent and remedy unfair labor practices, whether committed by labor organizations or employers; and to establish whether or not certain groups of employees’ desire labor organization representation for collective-bargaining purposes (NLRB, 2016). The NLRB ensures that the process of organizing a union is followed and is responsible for holding a union representation election if they are met (Noe, Hollenbeck, Gerhart, & Wright,