In the given case of CEO of the midsize urban hospital who is accused of violating the collective bargaining contract with the union, one must take into consideration that former had acted on own thoughts without consulting anybody and hastily took the decisions. Also, according to the comments made by the union steward, it seems that the interpersonal relationship between the management and the union is more inclined towards the negative side.
Despite the fact that National Labor Relations Act (NLRA) needs an employer to deal with great faith with unions, it doesn't compel the employer to agree with the latter (Fried, and Fottler, 2011). In the situation mentioned above, the CEO is considering the issue as voluntary bargaining while the union is most probably pursuing the issue on the line of mandatory bargaining.
Once the union …show more content…
According to the available data, the union membership had been gradually decreasing since 1989 to 2009. The above comment will be totally applicable and further reduction in the union memberships will be inevitable if the management and the union start complaining about everything like in the midsize urban hospital without finding a long-lasting solution to maintain the better relationship between the two (Korth, & Reiß, 2014). In conclusion, in today's world where competition is increasingly rapidly, it is vital to give importance to collective bargaining for the smooth functioning of the organizations. Unions should be treated as a partner in an organization and all the decisions should be made with the union's concern. If at any point, union disagrees with the organization, the organizations should not end up taking decisions hastily. Effective communication and mutual respect between the management and the union is the key towards smooth functioning of the
Despite the fact that National Labor Relations Act (NLRA) needs an employer to deal with great faith with unions, it doesn't compel the employer to agree with the latter (Fried, and Fottler, 2011). In the situation mentioned above, the CEO is considering the issue as voluntary bargaining while the union is most probably pursuing the issue on the line of mandatory bargaining.
Once the union …show more content…
According to the available data, the union membership had been gradually decreasing since 1989 to 2009. The above comment will be totally applicable and further reduction in the union memberships will be inevitable if the management and the union start complaining about everything like in the midsize urban hospital without finding a long-lasting solution to maintain the better relationship between the two (Korth, & Reiß, 2014). In conclusion, in today's world where competition is increasingly rapidly, it is vital to give importance to collective bargaining for the smooth functioning of the organizations. Unions should be treated as a partner in an organization and all the decisions should be made with the union's concern. If at any point, union disagrees with the organization, the organizations should not end up taking decisions hastily. Effective communication and mutual respect between the management and the union is the key towards smooth functioning of the