Effective Communication in Advising Workgroups on Contract Negotiations - Essay Example

? Effective Communication in Advising Workgroups on Contract Negotiations . . A Mini-Portfolio Presented to the Faculty of California Dominguez Hills . . In Partial Fulfillment of the Requirements for NCR 507 Course: Journalism, Mass Media and Communication . . By TABLE OF CONTENTS…………………………………………………………………….2 1. ABSTRACT…………………………………………………………………………….....3 2. CONFLICT STORY……………………………………………………………………….4 3. LITERATURE REVIEW …………………………………………………………………5 4. RESEARCH METHODOLOGY…………………………………………………….…..10 OBSERVATION……………………………………………………….……11 INTERVIEW…………………………………………………………….…..11 SURVEY……………………………………………………………….……12 5. BIBLIOGRAPHY……………………..………………………………….......................13 APPENDICES Verification of NIH Tutorial Completion IRB Form B Abstract This portfolio supports the most effective process of communicating when advising workgroups of contract negotiations to maintain a positive workplace environment through an observational study and a literature review. This association helps workers to negotiate their grievances in a way that will maintain their good performance in the work environment. The observational study reflects a system through which the Association of flight attendants communicates to their members on maintaining professional conduct and safe services to the airlines clients while negotiating their contracts. The literature review examines various unions and workgroups communication to particular member problem with a methodological discussion to help employee to maintain a positive workplace environment despite their grievances. Effective Communication in Advising Workgroups on Contract Negotiations Conflict Story Contract negotiations by the Association of flight attendants, its flight attendants members and the airlines itself has experienced an ongoing conflict for a long period of time. Workers union has the mandate of communicating effectively to the employees of a particular workgroup the means of negotiating contract agreements in a way that positive workplace environment is maintained. This is unlike the case where most unions threaten employers with strikes and go slow activities to force solutions to employee grievances. It is important for the workers to use an effective means of communication that will prevent development of unhealthy behavior among the workforce. I have observed that undesirable communications to employees have a significantly negative impact on the work environment since it may encourage negative attitudes towards work and the management. The most effective process that union representatives can use to communicate to its member’s the issues regarding to their grievances when advising them is face to face. The process of face to face communication is the most effective way that will achieve negotiation result while a positive workplace environment is maintained. Face to face communications involves a situation where a joint meeting that involves all parties holding a discussion of issues that relates to each party. The discussions help workers to maintain a positive work environment as they negotiate their grievances with employers. The employee grievances range from issues of job security for both continuing and new employees to compensation and work benefits package incase of termination of employment. The union acts as a mediator between the employer and the employees with regards to contract negotiation issue. Literature Review The Association of Flight Attendants has undertaken to come up with a means of communicating effectively to their members to ensure that a professional workforce is maintained among the flight attendants. The Association of Flight Attendants represents its members in concerns that involve the individual members concerning issues affecting performance. In as much as the association of flight attendants focuses on the welfare of their members, it also tries to maintain a professional workforce that will adhere to job performance standards. The Association of Flight Attendants has established a program that would assist its members in communicating effectively. The employee assistance program focuses on communicating to workers the issues that need to be addressed in particular way so as to maintain a positive workplace environment (Nolan, 1998). The program has been devised in a way that members personal life in not interrupted with through violation of privacy rights in the process of diagnosis and treatment of employee issues. The standards of the Association of Flight Attendants need to maintain professional standards that may not hamper the relationship of their members with their employers. The standards of the Association of Flight Attendants are important to enable the airlines to maintain safe travel for their clients and at the same time maintaining the welfare of the union members. The Association of Flight Attendants which has come up with an Employee Assistance Program has the mandate of maintaining confidential of the private information of their members. Confidentiality of private information of members is important to the welfare of the members, their close relative and their wives or husbands. The Association of Flight Attendants seeks to develop a functional unit that can be altered with ease to fit the specific grievances of every single member. It focuses on advancing the programs to complement particular employee carriers and enable the accommodation of all carriers that members and non-members work with. The program provides services through prior identification of grievances that are then referred for relevant resolution and diagnosis. The Association of flight attendants also seeks to impart professional approaches by employees so as to reduce the negative effects grievances communication. The program promotes education and knowledge creation among the flight attendants so as to enable early identification and follow up solutions and rehabilitation for members who abuse drugs. The association focuses on generating airlines management interest and cooperation during negotiations. The programs focuses on ensuring that medical and insurance covers on flight attendants provide reasonable rates and contract policies that offer employees continuous treatment for both their medical complications and substance abuse problems. The employee substance abuse may be solved through psychotherapy processes to rehabilitate the worker into a normal worker with normal performance standards. Employee members express their interest to the mediating associations in a face to face basis after which the positive attitudes of negotiations are imparted on them so as to help them maintain a positive workplace environment. The negotiating team also focuses on infiltrating the new members into to the face to face discussions where they can express their interests and desires for positive advice with respect to their grievance needs. The representatives of the workers associations also engage in more complex face to face discussions with their members so as to integrate members’ personal issues to enable them give negotiations advice on individual basis (Ray, 2007 p.124) The Association of flight attendants has a duty of ensuring that employers provide appropriate medical leave, standard medical insurance and compensation of sick leave for flight attendants. The employees who have the need of taking some time off to recover from their illnesses should have their job security maintained alongside opportunities for promotion. Flight attendants who accept substance abuse treatment and personal medical treatment should not be denied normal employee rights. Assurance of confidentiality of private information of members is paramount so as to enable successful protection of employee rights are protected, Employee assistance program protects flight attendant against punitive punishments that may arise as a result of medical problems and substance abuse by the flight attendants. Among other roles, employee assistance program also encourages their members to invest finances and to promote the welfare and health of Flight Attendant, their relatives, dependants and the clients who receive their airlines services. The Association of Flight Attendants has the mandate of maintaining confidentiality of their members with regards to private information for ethical and legal rights compliance. The Association of Flight Attendants does not allow disclosure of member’s personal information unless prior authorization exists. Member may allow the publicity of the private information if the process may help in resolution of their grievances. The member has to give a written consent that is duly signed before his or her private information is released. Even in the case of member consent, all the information must not be released and the release should be only for a specified period of time and only to particular individuals. The confidentiality of the member’s privacy must be in line with the state laws and ethics. Responsibilities of flight attendants association members is to seek the help of the employee assistance program and ensure that he or she makes relevant communication of the grievances to the Union. There are situation where the member may not be aware of effects of the problems on his or her performance and other workers alongside the airlines client comfort and their individual welfare. In such cases the union members have the responsibility of informing the employee assistance program on behalf of the non informed members. Professional individuals in the society are responsible for diagnosis of the problem, follow up and treatment. The aspect reporting incidents that are critical and finding a solution for problems is the responsibility of the member while the employee assistance program takes over incase a solution is not found. Member communication of the problem is important for timely and effective support and diagnostic services. Acceptance of a member to go through the process of problem evaluation, then diagnosis, and follow up treatment of medical problems and substance abuse does not affect the rights, positions and privileges of the member. Members of Employee Assistance program have the mandate of meeting work expectations and requirements of their job specification according to the agreements of the company, the Association of Flight Attendants and the federal laws. The employee acceptance program has all its policies being in accordance with the Federal Aviation Regulation that does not allow the consumption of allow and the abuse of drugs in the course of performing airline duties. However, in the case where flight attendants do not respond to treatment or do not accept treatment, then the associations have no choice but allow action against the employees in line with those heavily hampering performance. Negotiation should be spearheaded by a team leader who is going to come up with the negotiations plan, select other negotiating team members, bargain with other side of the negotiations and issue a negotiating report to union members discussions. The negotiating team leader also has a duty to make all the decisions that pertains to selecting issue to be traded of with other side of negotiations and requesting for negotiations adjournment when the need arises (Marsh, 2001, p.134) The association of flight attendants also has their policies being in line with the state labor laws although the members have a consideration that association’s contracts offer favorable standards to their members. Positive workplace environment needs to display the role being played by the Employee Assistance program. It is evident that the minimum wage that is required to eradicate poverty is way above the minimum wage level that has been set by the state and most employers. Many jurisdictions exist in cases that have been successful in enforcing increased wages as a result of union’s negotiations. The workers unions have already made a step towards negotiating working conditions that are agreeable at the local level. The employee assistance programs generally require that payments are made one and a half times more than the regular rate at which payment is made with regards to hours that are over and above the required forty hours per week.  The federal labor law does not restrict the maximum hours that any given employee can work on any given week or day. However, the payment rates during holidays and overtime shifts have special consideration and entitlements according to the flight attendants union agreement. Community specialists who are responsible for diagnosis and treatment of employee problems should advice the workers who have problems rather than instruct them. When the union representatives are informing their members of their rights, they must should advice them on the contract language that is acceptable, and the most likely consequences of specific actions. The unions do not tell their members what actions to take but to only advice them about the existing rules and consequences of employee actions in particular situations. Good advice by the union representatives constitutes information and explanations. In the normal working environment, the use of drugs and alcohol is prohibited on the basis of Company’s Drug Free Workplace Policy. Employers may choose to conduct a urine test so as to determine whether drugs or alcohol has been consumed. The employers may be suspicious of their employee’s personal injury through critical incidents or situations where his or her closest supervisor or manager judges the activity to be unusual and dangerous. The employee may sometimes fail to accept to undergo the urine test that detects the use and abuse of alcohol or drugs. With regards to employee failure to accept the test, the employer has the option of either suspending or terminating the employment contract. First, show him the contract language and read it aloud.  Then you can discuss his options and possible consequences.  The idea of communicating the contract rules and the consequences to the employee is to give him or her understanding of the best decision relevant to the situation. The unions also have to keep records in cases where the situation gets out of hand and there is need of filing for the individual employer grievance (Adams, & Sutker. 2001, p.85).  Research Methodology Summaries Observation Hired to enhance effective communication when advising workgroups of contract negotiations to maintain a positive workplace environment I have a wide range of knowledge concerning contract negotiation conflict. I will refer to this conflict story as inappropriate advice and guidance of employees by unions on contract negotiations. While unions assist employees to earn their rights and work benefits from employers, the communication means through which employees are advised influences negative workplace environment. Lack effective communication is a big issue to the association of flight attendants which focuses on creating professionalism among the flight attendants. Employee response program experienced positive work environment among flight attendants. Flight services have been improved and clients are feeling safer as they travel with flight attendants who are happier with themselves. Flights attendants have their welfare taken care of and can even maintain a positive workplace environment prior to solution of their grievances. Unions need to communicate with its members on a personal basis with an aim of addressing unique problems of each member. Members are invited to bring out full information to the specialist for treatment. I observed that many members failed to provide reliable information due to the fear of violation of privacy. Interview The purpose of this inquiry is to attain a better understanding of the importance of advising workgroups to communicate effectively so as to maintain a positive workplace environment. I am focused in coming up with adequate information on the most effective way that unions can communicate to their members unlike the normal union threats and communication through unified strikes. I undertook to conduct an interview to flights attendants who volunteered after which I thanked the employees and informed them that their participation would contribute to effective contract negotiation with their employer. Questions for flight attendants volunteers. 1. How can communication affect contract negotiation? 2. How can employee’s welfare affect the workplace environment? 3. How is your welfare since contract negotiations? 4. How does the Association of flight Attendants help you? 5. How does the Association advise you on contract negotiations? 6. How does your welfare affect your performance? Response The response of the questions displays that their welfare and a positive workplace environment has been maintained through a one on one communication with representatives. The ideal interviewee has been able to maintain a positive workplace through face to face communication with their representatives. The participants are trustful of the interviewer and able to share honestly. Surveys This inquiry of fourteen California State University, Dominguez Hills students of Negotiation, Conflict Resolution and Peace building, class 507, strongly supports the literature review findings and the hypothetical interview. Everyone agrees that a positive workplace environment can be maintained through face to face communication. However while this survey is an efficient tool in collecting information they may fail to produce a representation of all workplace environments. The Internet is the realm of the technologically savvy and therefore leaves untapped the views of those with little or no Internet access or skill set. Also sampling of flight attendants who may or may not have worked in other environments is a limiting factor. References Adams, H. & Sutker, P. (2001). Comprehensive handbook of psychopathology (3rd Ed.). New York, NY: Kluwer Academic Publishers. Retrieved from http://0site.ebrary.com.torofind.csudh.edu/lib/csudh/docDetail.action?docID=10046982 Aveyard, H. (2007). Doing a literature review in health & social care. Berkshire, England: Open University Press. Retrieved from http://0site.ebrary.com.torofind.csudh.edu/lib/csudh/docDetail.action?docID=10229848 Baxter, L., Hughes, C. & Tight, M. (2006). How to research. Berkshire, England: Open University Press. Retrieved from http://0site.ebrary.com.torofind.csudh.edu/lib/csudh/docDetail.action?docID=10196987 Berman, E. (2005). Performance and productivity in public and nonprofit organizations.. M.E. Sharpe, Inc. Retrieved from http://0site.ebrary.com.torofind.csudh.edu/lib/csudh/docDetail.action?docID=10178066 Carnevale, P. & DeDreu, C. (Ed.). (2006). Methods of negotiation research. Netherlands: Brill Academic Publishers. Retrieved from http://0site.ebrary.com.torofind.csudh.edu/lib/csudh/docDetail.action?docID=10234946 Denscombe, M. (2007). The good research guide (3rd ed.). New York, NY: Open University Press. Retrieved from http://0site.ebrary.com.torofind.csudh.edu/lib/csudh/docDetail.action?docID=10197064 Marsh P. D. V., (2001). Contract negotiation handbook. Gower Publishing, Ltd. Nolan D.R., (1998). The Australian labor laws reforms: Australia and New Zealand at the end of the twentieth century, Federation Press. Willig, C. (2008). Introducing qualitative research in psychology. 2nd Ed. New York, NY: McGraw-Hill Education. Retrieved from http://0site.ebrary.com.torofind.csudh.edu/lib/csudh/docDetail.action?docID=10246330 NCR Course Review As a good researcher, I compounded my research in four main aspects which include collecting information, comparing and analyzing the information with the relevant flight attendants workforce through observations and interviewing. According to Denscombe (2007), an observation is only important if it is a relevant representation of that being researched upon. Relevancy and reliability is the key to this research. Reliability and relevancy speaks volumes and therefore the research findings will be valid to the study. As the research review indicates, and the interview responses depicts, face to face communication is the most effective means to advising workgroups to maintain a positive workplace environment. There is credibility in this conclusion because it has been tested numerous times producing similar results. The course work has enabled me to appropriately organize observations to reveal a continuous pattern. We can conclude that research is a way of creating value in something though it is more appropriate that the observation define the Action research. Supporters of Grounded Theory believe that theory emergence is a more valid and appropriate method of conclusion a vice unlike the research and study aspect. The potential of researchers being able to use and compare many methods can give more valid and truthful findings. There is no right or wrong method as long as the researcher has the intention creating value and ensures that he or she upholds integrity in using data. APPENDIX Verification of NIH Tutorial Completion Certificate of Completion The National Institutes of Health (NIH) Office of Extramural Research certifies that. . Successfully completed the NIH Web-based training course “Journalism, Mass Media and Communication. Date of completion: 09/17/2011 Certification Number: IRB FORM B CSUDH IRB Form B 1. Study Abstract The intention of this study is to support through observation and interviews the effect way of communication when advising workgroups on contract negotiations to maintain a positive workplace environment. The association of flight attendants helps to validate the importance of using face to face communication in advising workgroups on contract negotiations to maintain a positive workplace environment. The participant flight attendants may gain their own welfare and an upper hand in contract negotiations through maintaining a positive workplace environment. 2. Statement of Purpose and Background Can the use of face to face communication in advising workgroups on contract negotiations to maintain a positive workplace environment? I have used systematic documentation and interviewee notes to support and prove the importance of use of face to face communication in advising workgroups on contract negotiations to maintain a positive workplace environment. 3. Subjects a) Characteristics of the subjects: The sample pool consists of 25 to 40 years of age, both male and female workforce in an airlines company. g) Study Location: The location for the research will be at the airlines workplace. h) Potential Problems: The questions are personal; participants may shy away from giving information with regards to their privacy. 4. Research Design and Methods a) Research Design: The research has three phases: the observation, interview and survey. 5. Potential Benefits Participant engagement in their welfare solutions. Identify the most effective means of communication. Empowerment of the client. 6. Risks a) Identify Risks: There is no physical risk and minimal emotional risk associated with the research b) Management of Risks: Data is collected without names. c) Confidentiality: All information is anonymous data kept confidentially unless authorized by the individual. d) Data Monitoring: All data in this study meets ethical and professional standards in data collection and analysis. e) Assessment of Risk: There are no foreseen risks. 7. Costs Flight attendants incurs no foreseen costs. Read More