How to Improve Working Relationships With the Employee Union | ddttrh.info
Union-management cooperation characterizes a relationship between employers and labor unions that has the mutual aim of improving organizational. Employee and Workplace Grievances: Definition & Types . workers' rights and how unions can create a joint relationship with management. If your union-management relationship is marked by distrust, attempting committees (PICs) are focused on driving organizational efficiencies.
When things go bad with your union, your own employees are working against you. A while back, an urban school district I was consulting with was looking at revamping its bus transportation contract. During a school committee meeting at which the topic was about to be raised, some 30 or so unionized drivers came into the room chanting slogans and waving signs, guided by a leader from "national.
Instead of talking about cost-savings, the focus shifted to politics, power and the ugly stew of personal recriminations. It is hard enough to drive money-saving cost efficiencies, but a dysfunctional labor management relationship can make change almost impossible.
The drive for better, faster, cheaper government is all about a continuous re-examination of work processes in an effort to discover innovative ways of producing public value. Oftentimes, these changes will generate fear and opposition in the workforce.
Labor Pains: Repairing the Management-Union Relationship
Want to add a GPS system to your snowplows to gather better information about route optimization and worker productivity? Or introduce a decentralized purchasing system that allows employees to purchase supplies themselves, rather than going through a centralized purchasing group? Thinking about outsourcing janitorial services? If your union-management relationship is marked by distrust, attempting any such changes could lead to World War III.Basic Concept of Unions - Trade Union - Purpose of Unions Hindi - Urdu
When the labor-management relationship is broken, even daily routines can become contentious and ugly. One political appointee who was pushing outsourcing recalls that not only union members, but certain members of his own management staff would leave an elevator when he got on.
Work doesn't go well in an atmosphere like that. But what can be done? There are no magic bullets, but one approach you might consider is the establishment of a joint labor-management committee focused on process improvement. Unlike the traditional labor-management groups that typically deal with safety and other contract issues, these joint process improvement committees PICs are focused on driving organizational efficiencies.
Each contract term was seen as progress to a better way of life. Unions and management who still believe in this idea are losing benefits accumulated over time. The predictable foundations of those benefits and collective bargaining seem to not work in this day and time. Collective bargaining has produced innovations and progress within organizations. New benefit packages, new types of working hours, new investment funds, new learning arrangements, and family friendly policies, etc. Both sides will have their own assumptions, values, and way of doing business.
If the differences are not properly managed, they could get in the way of the partnership. However, the union may be wary of implementing the proposal before it has been thoroughly discussed at the union meeting s and the membership supports the concept.
There should be no venture into a work area that does not accept the partnership philosophy or whose agenda is different from those set by the labor-management partnership. This partnership can run into problems if demands exceed resources.
A level of trust must be gained within the partnership. If trust issues are addressed, effective, honest communication will develop alleviating fears of retaliation for speaking out. This also produces a higher level of respect and less conflict.
- Management and Union Relationships in an Organization
- How to Improve Working Relationships With the Employee Union
An effective labor-management relationship will increase the availability of appropriate training and skill development programs. Although conflicts will remain, there must continue to be acknowledgements of changing roles and control issues. Management within unionized organizations have always been told to enforce contractual rules and their rights to make decisions, however in a labor-management partnership management roles must change from controller to team member.
Labor Pains: Repairing the Management-Union Relationship
Middle managers need to understand that their responsibility to the new partnership is to support the effort by helping remove organizational barriers to performance. Behave in ways that demonstrate their respect for the institution of organized labor and their respect for the legitimate role union leaders play within both the union and management organizations. Show concern for the issues that are important to the union. For example, the source of power and income for unions is its membership.
Publicly acknowledge the importance of effective management. Accept and help their members understand that companies employee people in order to get specific work done in order for the company to success and that employment is not an entitlement and that businesses are not social welfare organizations. Convince the union membership of the need for change and the need for cooperation.
The commitment of management and unions to implementing the above strategies will enable the development of an effective partnership. Conclusion My review of the roles of management and unions has assisted me in concluding that management and unions can form an effective partnership. This includes the hiring of a qualified labor force. The role of a union is to ensure that the organization provide its labor force with appropriate wages, benefits, safe work environment, accessible training, and skills development.