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The Downsizing of Unions - Research Paper Example

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Center for discussion in this paper is the downsizing of unions as an intentional reduction of job opportunities or possessions of an organization with an aim of improving the effectiveness and performance…
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The Downsizing of Unions
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This paper illustrates that management theorists contend that downsizing is an act, which reduces the size of the 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. 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. 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. 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. 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. 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. 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. ...Download file to see next pagesRead More
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