Labor Relations - Labor, Globalization, and Inequality - Essay Example

? ID Lecturer Labor Relations Paper Unions are formed within any organization when there is an urgentneed to send a message across to the management. The unions are usually organized by the employees and workers themselves yet it has also been seen at times that these unions come up due to the management’s own interests, to make sure that the employees remain satisfied and do not indulge in acts which are unbecoming of them in the first place. This is the reason why these unions have been seen good, as well as bad within the related settings of the organizations that exist today. The labor relations have been advancing with the passage of time and the focus has been more or less relied on how well the actions have been shaped up. The labor unions have benefited the organizations as well, even though they are perceived in a very wrong manner at times. There are issues that need to be resolved as far as the organizational understanding is concerned. What remains to be seen is the fact whether or not the labor unions were able to garner support from the different quarters, i.e. for the ones that already exist in the first place. The need of the hour is such that these labor unions bring together positive relations which will eventually mean success for the organizational discourse and tie in the employees with the nuances of the organizational philosophy. If there is an attitude of being indifferent towards the labor unions and the labor relations that come up as a result of the same, then this means that there is a storm which is waiting to dawn upon the organizational tenets and, thus, it would be a good idea to resolve such ambiguities beforehand, so that the organizational understandings are not compromised upon under any situation whatsoever (Robinson, 1990). Therefore, the labor relations need to be properly comprehended before one can remark them as being fruitful for the organization or completely dismal in their own right. Since the labor relations are directly related to the organizational performance tenets, there is a good enough basis of finding out how these two are linked in essence. What this implies is the fact that organizational performance depends a great deal on how well the employees tie in with each other and discuss issues which plague their lives in one way or the other. Some of the workers believe in labor unions while a number of them are totally against this very idea. They are of the opinion that these labor relations would not bring any harmony within their ranks and, hence, it would be a good idea to keep away from such quarters. What this essentially suggests is the eventual goodwill that can come about or simply evade from the relevant settings, and which remain significant within the due course of things as far as labor relations and the existence of the labor unions are concerned (Dworkin, 1988). The differing strategies, policies and practices more or less indicate where eventually the issues will arise and how those issues will be resolved in the future. If workers hold the opinion that it is for their own good to get involved with unions and have labor relations, then this suggests the mindset which has either developed whilst remaining within the organization or has come about with the passage of time. Then again, it is imperative to know where the eventual misgivings are and how these could be removed within the relevant scheme of things. Some employees would not quite appreciate the labor relations and unions, which will ultimately mean that they distance themselves from the ones who are more actively engaged within such labor unions. This means that there would be differences amongst the organizational domains, which is not such a good thing to have. Labor unions are still rampant within the United States and they bring to the fore the understanding that the American workplace employees require such a swift change within their professional domains. They believe it is their right to have these labor unions and labor relations come to the related realms only because these have been able to garner support from the circles which want these labor unions to exist in the first place. At times, it has been seen that these labor unions have voiced their opinions in favor of the negativities that exist within the settings of the employees, while at other times they have brought about hindrance towards the working entities of the business organizations within the American workplace ideology. Even though the relevance equation is significant to understand, one must know that these labor unions are bringing in the much required voice of the employees to the fore, and have been able to inculcate the much desired hope and trust that has been talked about in the recent times within the workplace environments (Baccaro, 2011). The workplace ideology is such that it always allows the employees to feel cozy and comfortable within their professional well-beings, and if they are not allowed to make their point clear to the management, then it is the labor union which will eventually go a long way towards solving the issues plaguing the employees. Essentially speaking, these labor unions are relevant because they manifest the basis of finding out where the negativities exist and what more could be done to make sure that these problems are addressed. The sooner it happens, the better for the long term success of the organizations and, indeed, the workers that are making both ends meet through their professional commitment to such organizations. All said and done, the labor unions have their say within the American workplace environments even to this day, and this is the reason why they are remarked as being relevant in the most basic sense. What is most significant is the fact that they have been able to showcase what the labors have always wanted to suggest to the management, which seemed like a missing link in the past, when the labor unions and labor relations were unheard of. References Baccaro, L. (2011). Labor, Globalization and Inequality: Are Trade Unions Still Redistributive? Research in the Sociology of Work, 22(2). Dworkin, J. (1988). The Future of American Unionism. American Journal of Business, 3(2). Robinson, L. (1990). Perception of Labor Unions: by Union Members and Their Potential Employers. American Journal of Business, 5(2). Read More