Human Resource Management - Research Paper Example

Human Resource Management Table of Contents Table of Contents 2 Introduction 3 Recommendation to remain union free: A report 4 Conclusion 10 Reference 11 Bibliography   12 Introduction Unionization can be defined as the act of forming groups among the workers and staff members. Originally the concept of unionization within the organization initiated during the early 18th century. But with the course of time the system became prominent in different parts of the world. Historically the concept of unionization was welcomed by several eminent scholars around the globe, but scholars such as Paul Smith an economist of the 18th century stated that labor union has been an illegal practice. A union is an agency of personnel’s that have collaborated together to improve the condition of its members in context with pay packages and other benefits (Libcom, n.d.). The organization can be made up of individual professional, past working staffs, trainees, students and unemployed persons. The common aims are generally demands for higher pay packages, increase in the number of employees for a particular job, to improve the condition of working, demand for various facilities, rules and regulations pertaining to hiring and firing, promotion of workers, procedures of lodging complaints, safety within the workplace and about the different policies of the organization. They also even demand for shorter working hours (Beaumont, 1983, p.43). A union also relies on the fact that joint efforts are superior to individual effort and also aid in achieving the goals more flexibly. This has also led to the concept of collective bargaining. Collective bargaining can be defined as the process by which a group of employee’s demands for something from the employers regarding different issues related to the job (Goyal, 2005, p.275). The phenomenon of collective bargaining has led to the increase in the negotiation power of the employees. USA also does not fall apart from the influence of unionization. The concept of unionism in US came into existence during the 19th century. Along this time many professional from different field and from different cities formed the trade union movements. The main motive of the workers was to call on strikes for different issues and wants. However the movement did not succeed for long and got collapsed midway due to lack of manpower. A subsequent approach to make the collaboration among the workers called MUTA or Mechanics’ Union Trade Association was then formed. It was a pioneer labor organization that brought workers from different field together (Union Station, n.d.). They also even recognized that every section of workers from different field have some common problems which can be solved only through collective efforts and not possible through the individual effort. Apart from the presence of MUTA there were many other organization came forward in the succeeding years. In the context of the subject the project will highlight the issues pertaining to the unionization of nurses of the hospital. The problem which has been raised in this topic is about the attempts of American Professionals Union to unionize the nurses of the hospital. The report will also highlight or rather try to provide an appropriate solution by which the organization can remain union free. Recommendation to remain union free: A report In this particular subject of concern the company must try to remain union free. The reason for going with this side is because remaining union free within the organization gives a whole lot of advantages. The advantages are that the organization will remain free from the pressures of the employees; there will not be any unnecessary demands from the part of employees. And most importantly the company will be able to perform its operation without any internal as well as external turbulence. There are live examples where we have seen that companies such as Wal-Mart got hugely benefitted by remaining union free. The company has focused on different strategies to remain union free. It has been also stated that Wal-Mart remained free of unions not only through proper strategies but also with the proper execution of the strategies. The report has principally focused on the strategies by which the unionization can be controlled within the organization. In order to protect the employees from getting indulged in union activities, some preliminary precautions like employee motivation programs can be initiated in the form of rewards and certificates which will increase the employee’s dedication towards the job. If the employees feel motivated they will also perform their job in a healthy manner. Through this report it has been proposed that we should also provide competitive wage and benefits to our employees. The company should consider having an analysis of our competitors’ salary structure and making necessary revision in our structure also (Snell & Bohlander, 2007, p.628). Apart from the analysis of wage structure the company should also make an assessment of the benefits offered by the industry. This will ensure that employees will remain loyal to the organization. The company can also make use of newsletters within the organization which will make the employees remain up to date with the happenings within the organization. If the employees feel that they are getting informed about the happenings, they will remain more committed towards their task and also they will have greater understandings of the situation. The act of making the employees notified about the happening ensures recognition of the individuals and collective importance. It is very much important to increase the communication within the organization. The company should allow all employees to communicate with the management more flexibly. The communication can be about any issues such as complaints, concerns and demands of the employees. The method of communication which should be adopted includes suggestion boxes, job courses, bulletin boards, company proceedings such as picnics & parties and also the company should make some open door policies for urgent situations. This will make sure that there is no third party involvement within the organization. The next vital task which the company should take into account is about the education and proper training of employees. With the proper education and getting to know about the pros and cons of various factors will ensure faithfulness of the workers towards the organization. During the study phase the company should consider to point out the effects of having union within the organization and how it will prevent them in directly approaching the management, political turbulence and other penal actions which they may have to face if the union goes for a strike. The company should also consider providing training to the management in order to make them capable of dealing with the issues of unions. This is possible by conducting research on whether the competitors are also facing the problem of unionization, to identify the major unions within the area and most importantly to assess the behavior of the employees within the organization who can be potential influencer for undertaking the unionism system. This will act as a preventive tool for the organization. It is important that we must reconsider or restructure our promotional policies. A well structured promotional policy will make sure that the employees target a desired position for themselves and put efforts to reach that goal. This will help them to focus only on work. Apart from existing system of time based promotion the company should also make provisions for promotions based on performance and maintaining the ethical standards of the organization. The next important recommendation is that our company should launch different employee interest programs through the use of different competition schemes within the organization. And the winners of the competition can be rewarded with some monetary awards, certificates and different other forms. The competition can be employee of the month on the basis of performance, attendance award etc. We should make sure that the quality of the working condition remains hygienic and safe. Safety is a factor which should be given the highest priority. Therefore we must make sure that there are available beds or dedicated beds for our employees within the hospital. It is also our obligation to provide free treatment to the employees and the medical scheme must also cover their family belongingness as well. This will ensure that the employees will feel more secure regarding the health issues of themselves and their families. There must be provisions by which complaints can be resolved efficiently and effectively. We should make sure that we put right people at right time and right place in the managerial position. If the employees complain about partiality within the organization or unethical treatment by the supervisor, our organization must immediately act on that matter. We also hold the duty to let the employees know that we will react strictly to the matter of unionism. And nobody in the organization is above the rules. Most importantly the company must give high values to the team work. Team work will make the employees feel that they worth high and are less likely to get swayed by the union members. This can be undertaken by making the participants to attend the meeting conducted by the management of the company. The meetings can be conducted on the existing system of the company and how it can be modernized, the production system of the company, brain storming session to generate new product ideas etc. This will make the employees to feel that they are invested in the company. It is also important to hold regular listening sessions for the employees. In this session it is our duty to make sure that only the employees do the talking’s and we take a note. Based on their arguments for specific purposes it is possible analyze the demands and if possible the company should try to fulfill it. This will surely ensure that employees will feel devoted and will feel that there is no need of having a union within the office as the management is directly listening to their needs, their demands and their views on specific occurrences. The meetings can also be conducted for one on one basis or through small groups. However the most important factor is that, the company must hold the responsibility to address the demands which they are fulfilling and also the demands that are not being currently fulfilled due to some tribulations. It is also the duty of the company to let the employees know the exact reason for not being able to process the current requirement and also to let them know whether there is any possibility in the future to execute the obligation. This will make the employees feel how they are being valued in the organization. It will also resist them to go on strike, stoppage of work etc. thereby ruling out any chances of unionization within the organization. Apart from creating unions within the organization we must encourage the employees to form employee committees. The employee committee must comprise of employees from every department of the organization and should act as the representatives of their respective department. This will hugely resist the thought of unionization. Conclusion The report is about how the company can remain free from any unionization. The report is mainly about how to resist the employees of the organization for not taking up unionization with American Professionals Union. The principal focus of the report is on the strategies by which the company can remain union-free organization. The research has been carried out on different aspects and can be concluded that remaining union free within the organization gives advantage to the firm. There will be no stoppages in the operations of the company or in other words there will be no strike within the organization, there will be hardly any unethical and illogical demands from the part of employees etc. Therefore it is strongly recommended that the strategies which have been mentioned must be properly executed in order to make our hospital as a union free organization. Reference Beaumont, P. B. (1983). Safety at Work and the Unions. UK: Routledge . Goyal. (2005). Hospital Administration And Human Resource Management. India: PHI Learning Pvt. Ltd. Libcom. (No Date). Unions - an introduction. Retrieved from http://libcom.org/library/unions-introduction. Snell, S., & Bohlander, G. W. (2007). Managing Human Resources. US: Cengage Learning. Union Station. (No Date). The impact of Unions. Retrieved from http://www.kansasaflcio.org/the-impact-of-unions.htm. Bibliography   Asher, H. B. (2001). American Labor Unions in the Electoral Arena. USA: Rowman & Littlefield. Read More