The Downsizing of Unions - Research Paper Example

The Downsizing of Unions The increasing dynamism of the labor market has numerous effects to unions’ existence. These effects include downsizing of unions. However, whereas many studies have indicated that downsizing may influence attitude towards the organization, employees well being, and performance, many analysts have observed that there is limited information about employees’ perception against union downsizing. This issue attracts a lot of interest given that most layoffs occur in unionized workplaces. Critics believe that while downsizing would influence the actions of different actors in the labor market, among them unions, it is probable that the process would institute change in the overall goal of the union (De Witte 118). Management theorists contend that downsizing is act, which reduces the size of firm with respect to job opportunities or possession with a goal of performance improvement. Critics supporting the process of downsizing argue that it is a means of improving organization competitiveness and effectiveness. The ever-changing economic situations have necessitated various organizations reorganize the models of operation in order to fit in the new environment. Many critics contend that downsizing and other structural reforms are options taken to avert the challenges of the ever-changing economic situation (Brock and Lipsky 56). The process of downsizing differs from other structural changes that organizations take because of the following reasons; first, the decision is deliberate and second, it intends to improve cost effectiveness (De Witte 118). However, critics have argued that layoffs may result into disposal of human resource who posses crucial skills thereby leading to disruption of organization memory. This means that the survivors of the downsizing will also suffer along side the employees who have lost their job opportunities. Research on organization reforms has demonstrated that consequences of the organization restructuring may increase the uncertainty of the employees. It is probable that the above case can apply in union downsizing. During union downsizing job insecurity appears to be a stressor that would not only haunt employees who constitute the union but also the effectiveness of the union. The fear projected whenever unions think of downsizing is the continuity in the unstable situations. Research indicate that downsizing often generate a negative influence on employees who are members of the union (De Witte 118)). These influences are evident through the morale of employees to address their grievances or champion for change within their organizations. The insecurity of jobs is another concern that often features whenever the concept of downsizing of unions features (Thomson 773). Job insecurity has consequences that transcend various facets of life i.e. from work association to individual’s health. Thus, the challenge that the concept of downsizing creates to the union might pose similar challenges as observed in organization downsizing. Although some critics argue that market trends may influence the operation of an organization into adopting downsizing as a structural reform, trade unions mandate differs from organizations, which offer job opportunities to employees. Effects of Union Downsizing Downsizing in organizations lead to accelerated workloads. It reduces the number of employees while retaining the same functions discharged by the dislodged employees. This exposes the employees to strenuous activities, which might reduce their morale (De Witte 119, Thomson 772). Arguing on this assumption union downsizing would create a situation where union members fail to cast there faith on union ability to advocate for the workers. However, some critics oppose this view by arguing that union could be large but might fail to deliver its services to the employees. In such cases, downsizing of the union would be an option that aims at strengthening its mandate. Efficiency of the union boosts trust of the union members. Attempt to create an environment that promote efficiency is very essential especially when advocating for the rights of the employees. The idea is to concentrate on improvement of the organization outcome while reducing hindrances that promote ineffectiveness. Conflicting demands of actors in market is another influence that occur when unions or organizations downsize (Stringer 649). The mandate of players in the market differs. For instance, a labor union and organizations play different role to employees. The unions champions the rights of the employees, advocate for better terms while organizations offer job opportunities to employees who are members of the union. This matrix has conflicting demands because organization usually strategies on how to make their operations viable through regulations of workers interests while unions champions for the interests. Thus, in the event of union downsizing, the employees will suffer the influence of the downsizing. The predictability of the future is essential and it is the probable reason for employees joining unions. Some critics have argued that unions in United States display similar characteristics to corporate norms, where firing, hiring, mergers, working condition, acquisitions among other functions occur at the discretion of the CEO. These attributes have left the employees with two options compliance and conformity. Notably, the unions have adopted these traits subjecting their members to similar trends. Big labor unions display little or no difference from small unions. This means that downsizing must reflect on how the performance of the union would work towards delivering its mandate. Many theorists have remarked that downsized unions tend to concentrate on the most pressing needs of the employees because of the defined roles, which comes when downsizing occurs (Stringer 656). Since the negative influence of downsizing pose serious impacts on employees, scholars have sought to introduce mechanisms, which could address these challenges. Critics have observed that employees view of justice, involvement in decision-making, and exercising of control on the process of change have positive influences on employees attitude (Brock and Lipsky 48). The concept of justice is an aspect that influences the survivors of the downsizing process. Whenever, the union downsizes, many employees would demonstrate concern whether justice was applicable in the whole process. Studies have suggested that a perception of fair treatment absolves the employees from succumbing to stressors associated with the process. Some situations demand downsizing, for instance, when the union has failed to discharge its mandate to its members, downsizing would be justifiable. Since the process is deliberate, it means that its worth should supersede its impact on the union. When employees participate in decisions leading to the union downsizing, it creates trust or a feeling of just treatment. Critics of managements have observed that top management initiate downsizing process without involving the employees (Macleod 102). This attribute denies the participation of the employees thereby influences employees’ satisfaction with the process. Satisfaction of employees demands transparency within the organization structure. Thus, attempts to moderate the effects of downsizing would involve the participation of the employees in executing the process. Downsizing focuses on attempts that improve healthy indicators of the union at the expense of the human resource of the organization. The relationship that exists between the employees and the union is very instrumental in the initiation of the process. Effects of Downsizing on Union performance The bargaining power of the union is very essential to its performance because it tends to concentrate on the well-being of the employees. When unions demonstrate any sign of inability, it means that the management of the unions has failed to discharge its mandate. It is also probable that challenges associated with large organization might have created the inefficiency. In response to these conditions, unions will be subject to downsizing with a view reducing the inefficiencies that it has encountered (Stringer 652). The shuffle on union management creates new tactics of bargaining in the organization. Management theorists believe that introduction of new tactics of management usually improve performance (Walsh 632). In the same way, introducing a new talent in the union while dislodging the previous employees would create a difference in performance. Other performance, change in structures and models of unions usually influence there relationships with organizations that employee workers. For instance, some unions may collude with organizations thus giving a raw deal to the workers. Such an incident would expose employees to dissatisfaction, which comes from both sides. Ideally, the interest of the employee in relation to the union performance depends on the advocacy functions, which the union offers to the worker. The response to recession and other technicality in the global markets demand changes in the systems employed in managing unions. Critics believe that merger of unions give these institutions the strength to conduct their activities because of the bargaining power created (Macleod 98). This means that when unions rest on downsizing, it is important for them to use similar approaches used in downsizing organizations. The fear of stressors created in organization downsizing applies in unions. Some researchers have argued that union downsizing is inevitable because of the dynamism in the global market (Walsh 632). For instance, during the recession many firms lost opportunities to operate as well as employees’ layoff. This meant that unions had to lose their members in the same wave. The situation offers downsizing or merger as the only courses that the union could take to discharge their functions. Globalization demands that firms or unions must improve their competition tactics or remain unviable in the labor market. Balancing between the technical challenges posed by downsizing and employee satisfaction could result into acceptable methods of addressing the issues among the members. In conclusion, downsizing is an intentional reduction of job opportunities or possessions of an organization with an aim of improving the effectiveness and performance. Unions act as mediators for employees, in relation to job satisfactions. However, the concept of union downsizing might come as a surprise to the employees because of the view that job security of the employees is at stake. The bargaining power of a union influences the trust vested in the union by the employees. This means that a change in performance of the union would affect the trust that employees demonstrate towards the union. Management theorists believe that unions should follow approaches adopted by organizations when downsizing. Such approaches offer many opportunities for the employee to generate suggestions and understanding of the need to downsize. The overall feature of downsizing of unions is to improve the performance of the union in relation to the demands of the employees who are its members. Work cited Stringer, G. Krista, and Brown, C. Travor. A Special Kind of Downsizing: An Assessment f Union Member Reaction to Bumping. Web 10 May 2012 from http://www.erudit.org/revue/ri/2008/v63/n4/019541ar.pdf Brock, Jonathan and Lipsky, B. David. Going Public: The Role of Labor-Management Relations in Delivering Quality Government Services. New York: Cornell University Press. 2003. Print. De Witte, Hans. Job Insecurity, Union Involvement And Union Activism. New York: Ashgate Publishing, Ltd. 2005. Print. Walsh, J. David. Employment Law for Human Resource Practice. New York: Cengege Learning. 2009. Print. Macleod, Dag. Downsizing The State: Privatization And The Limits Of Neoliberal Reform In Mexico. Pennsylvania: Penn State Press. 2005. Print. Thomson, A. Thomson. Downsizing the carceral state. Web 10 May 2012 from http://www.temple.edu/history/thompson/documents/THOMPSONpolicy.pdf Read More