Labor Relations and Collective Bargaining Paper
Assessment 3 Instructions: Labor Relations and Collective Bargaining
Create a 4-6 page action plan that addresses improvements in discriminatory practices and provides clearly defined policies that are intended to increase employee morale and workplace safety. The audience for the plan is senior management.
WHEN ORGANIZATIONAL LEADERS AND UNION LEADERS WORK TOGETHER COLLABORATIVELY, BOTH SIDES INCREASE THEIR CAPACITY TO DEAL WITH UNIONIZATION ISSUES IN A PROACTIVE MANNER THROUGH STRATEGY DEVELOPMENT AND ACTION PLANNING, RESULTING IN POSITIVE CHANGE THAT REFLECTS ALL STAKEHOLDER INTERESTS.
The National Labor Relations Act is landmark legislation for business and industry in the United States, and has had a significant impact on the responsibilities and placement of HR management functions in organizations with respect to union formation and regulation.
Some experts believe organizational management will evolve from legalism to humanism in the future. What might be the primary forces that contribute to the evolution? Meanwhile, others disagree that such an evolution will occur. What forces might oppose an evolution from legalism to humanism in the future?
As you prepare to complete this assessment, you may want to think about other related issues to deepen your understanding or broaden your viewpoint. You are encouraged to consider the questions below and discuss them with a fellow learner, a work associate, an interested friend, or a member of your professional community. Note that these questions are for your own development and exploration and do not need to be completed or submitted as part of your assessment.
How are unions positive forces in the workplace? How are they negative?
What are the first steps HR management takes in anticipation of unionization?
What type of issue would lead you to choose arbitration as a method of resolution, as a company representative?
What factors are important to consider when selecting trials as a method of resolving workplace issues?
As an HR manager in a unionized hospital or other health care organization, it has come to your attention that the collective bargaining process can be used as a focal point for the formation of policies and practices that will improve the organization’s employee-centered philosophy and, therefore, assist in the implementation and humanistic enforcement of key provisions of the National Labor Relations Act and the Civil Rights Act.
Complete the following parts of this assessment based upon your research and understanding of methods of addressing the scenario described above.
PART 1: PROBLEM DESCRIPTION AND ANALYSIS
Complete the following:
Explain and suggest ways that collective bargaining and legal mandates can advance the strategy of improving working conditions and environmental ambience in a health care organization.
Explain how the collective bargaining process can be used to develop organizational policies and practices.
Include some of the obstacles inherent in the collective bargaining process that might hinder effective development of policies and practices.
Explain how the National Labor Relations Act provisions related to protected activities of employees can be used to foster improvements in workplace conditions.
Explain how the Civil Rights Act provisions related to discrimination based on gender can be employed to foster improvements in a safe and secure work environment.
Part 2: Recommendation: Action Plan
Recommend an employee-centered plan of action that will address improvements in discriminatory practices by:
Reducing workplace sexual harassment.
Fostering improvements in collaborative working arrangements.
Encouraging open and clear communication among staff and management.
Developing and maintaining a secure work environment.
The audience for this action plan is senior management and workplace union leadership. Base your recommendation on the following expansion of the scenario:
It has been determined that employee satisfaction and morale is due primarily to discriminatory practices and lack of clearly delineated policies that foster harmony in the workforce and provide a safe and secure working environment.
Part 3: External Stakeholder Considerations
Once you have senior leadership on board, you must also consider options for reformatting the action plan for external stakeholders, such as union leadership, regulatory boards, community members, et cetera.
Include a 2–4 paragraph reflection on how you would need to reformat this plan to meet the needs or requirements of external union leadership and other key external stakeholders.