Professionalism and Organizations in the Construction Industry - Coursework Example

Professionalism and Organizations in the Construction Industry By [Name] [Course] [Professor’s Name] [Institution] [Location of the School] [Date] Professionalism and Organizations in the Construction Industry The Purpose and Responsibilities of Organizations Construction organizations are the organizations which represent the employees at their place of work. They are meant to facilitate the protection as well as improvement of workers’ conditions and pay. The organizations are designed in a manner that is agreeable with the policies and laws which are enacted for the benefit of workers. They are found to be necessary since individual workers have limited power or capacity to influence decisions relating to their jobs. When the workers join together, their influence is enhanced significantly (Weiss & Schmidt 2008, 245). In essence, there are three primary reasons why workers join organizations: to better their pay, working conditions, and be protected in case a problem arises within the working environment. The safeguarding of the interests of the members can be achieved through a number of means. These include the obtaining of pay rates that are satisfactory. Research studies have indicated that unionized workers earn better wage levels than those who are not unionized. These workers have their jobs protected. Indeed, unionized workers are not easily dismissed (LePatner 2008, 112). Provision of Valuable Information, Assistance, and Resources Unionized workers are able to access valuable pieces of information and assistance during the time of need. The information enables them to secure adequate working facilities. The resources available to them facilitate their own assessment of as to whether their working conditions are satisfactory. Construction workers are able to evaluate whether the issues of safety and health are taken care of in an appropriate manner. They are also able to evaluate whether the industry is an equal opportunity employer, and whether equality is maintained (LePatner 2008, 113). The information that organizations post on their websites empowers the members and enables them to negotiate bonuses as they seek to achieve their targets. They are also able to negotiate for the improvement of the conditions at their work places from an informed position. They get adequately informed, especially with regard to their job descriptions (Marshall 2008, 48). According to the information posted on the construction forestry mining energy union (CFMEU) website, it is evident that the ability of construction organizations to execute their functions is dependent on their density as well as their membership. This is why more and more construction workers are encouraged to join the union since its influence is enhanced as the membership increases (LePatner 2008, 110). The information posted on these websites does also facilitate the process of recruiting new members. Construction workers find it easy to unite since their obligations are alike. Individuals are recruited into various organizations through different means. While research has indicated that most potential members learn about the construction organizations from their colleagues, there are a significant number of workers that establishes direct contact with organizations via their websites. This is why websites are important as they serve as important points of information for the employees and other stakeholders (Weiss & Schmidt 2008, 245). A number of organizations have been engaging representatives who go around marketing and informing construction workers about their operations. Every time that these representatives contact the potential members, they ask them to visit the websites for more information. The websites post updated information so as to ensure that the members are updated on any development. This does also minimize the period of time spent by the personnel officers explaining about organizations when new members of staff join the organization (March 2012, 49). Importance and Role of Construction Organisations The posting of updated information in a manner that is appealing is an important step towards attracting new construction workers into joining the organizations. Indeed, it is much cheaper to maintain websites than post adverts in magazines, newspapers, television broadcasts, or even leaflets. This means that websites serve as among the most effective recruitment campaign tools available to organizations (Hamel 2007, 258). Organizations in the construction industry are supposed to be democratic organizations. The information posted on websites indicates that these organizations are accountable to the members. It is the members who propose the actions and policies which they feel would facilitate the achievement of the strategic objectives. The information posted on the websites is modeled on a unique structure where the members are at the top. The members are the people who pay the subscriptions and, therefore, they actually own the organizations (March 2012, 48). Next in line are the union representatives. These are the elected officials who represent the members during the management of the organizations/unions. Organizations are the organized into branches, and each branch is headed by an elected secretary. Then there is regional/district as well as the national offices. These structures are carefully designed to facilitate interactions between the employees, employers, as well as the consumers. The information posted on the websites reveal the addresses of various offices as well as other useful pieces of information which aid the interaction amongst all stakeholders (Murray & Dainty 2013, 265). While organizations are essentially meant to facilitate appropriate representation and negotiation, the information that they post on their websites enable various categories of stakeholders to exchange ideas. Everyone has access to most information of these sites, and in case one needs to raise concern or ask a question, they can do so via the “Contact Us” link. Most of the collective bargaining does take place quickly and quietly. Although agreements are finalized quickly, there are times when disagreements arise. In case of such disagreements, it is important for all stakeholders to understand the root causes of disagreements, including the employees and the consumers. This is why websites are important to everyone (Howell 2009, 17). Conclusion As it has been explained in this report, construction organizations represent the members during negotiations relating to working conditions, wages, as well as employment contracts. The fact that accidents can occur during the construction endeavors means that there is need for enhanced safety. Such matters are best handled when the employees are unionized. The fact that organizations have embarked on posting important information on websites keep members informed. Other stakeholders such as the clients do also have access to the information posted on these websites. This creates better understanding amongst the stakeholders, thereby enhancing cooperation during service delivery (Kim 2007, 8). Question 2 Professional Behavior in the Construction Industry The construction industry attracts workers of both genders, as well as people with varied cultural diversity, race, and religion. This sophisticates the labor force since the management has to ensure that a precise set of ethical guidelines are followed all the time. These diversities opt to be considered as foundations of strengths and not weaknesses. If incorporated carefully, and organizations in question may gain significant mirage in its operations (Wagner 2008, 10). Human differences based on culture and other factors influence operations within organizations. Organizational cultures include assumptions, beliefs, customs, rules, values, norms, skills, and practices. These factors ought to guide the stakeholders with regard to the strategic objectives of organizations. They ought to empower the stakeholders by focusing on the positive attitudes and avoiding discrimination invariably (Wagner 2008, 11). Diversities ought to be carefully weighed so as not to hinder the identification, selection, and recruitment of the members of staff. Heterogeneous groups are supposed to work together in an effective manner so as to deliver on the mutual objectives and goals. These successes are only possible when there is close cooperation and consensus building (Marshall 2008, 48). Organizations which exploit diversity positively are able to withstand turbulence in the industry. Such organizations begin by identifying the inherent barriers and obstacles associated with variations in cultural diversity, race, and religion. Then they equip themselves with the knowledge of the dimensions of the cultural diversity within the organizations in question. The management has to acknowledge that there exist differences amongst groups as well as individuals (Weiss & Schmidt 2008, 245). Research has indicated that when stressful situations, ill feelings, and conflicts arise, they are usually caused by the misunderstandings arising from cultural diversity, race, and religion. Employees and other stakeholders should not shy away from discussing their differences. It is through such discussions that stereotypical positions can be eroded. This means that as they discuss such differences, they have to emphasize on the development of enhanced communication skills. Whenever the workers manage to form teams in an appropriate manner, they are able to blend their cultural, race, and religion identities in a manner that empowers them into capitalizing on distinct skills as well as expertise (Clark 2009, 23-25). The Hypothetical Situation A company known as Dakin Construction Limited has an unconventional method of managing its human resources. At Dakin, the members of the black community are assigned manual jobs, while people of Asian origin are appointed in supervisory positions. Managerial positions are reserved for the whites. The company does also deny women of black and Asian origin an opportunity to work within its ranks. White females are allowed to work in senior positions since they are assumed to be keen and alert. If I were a high ranking executive at Dakin, I would give everyone a chance to contribute towards the achievement of the organizational goals. Cultural diversity ought not to be viewed as a challenge. Rather it ought to be exploited through provision of strong and focused leadership. Valuing diversity, and encouraging diversity while recruiting the workforce, gives rise to new ideas. This is because every culture does have its own ways of solving problems (Clark 2009, 23-25). References Clark, S 2009, Sewing Doesn't Have to Be a Mystery: Answers to Many Sewing and Serging Machine Challenges, Bloomington, Indiana: AuthorHouse, 23-25 Hamel, G 2007, The Future of Management, Boston, MA: Harvard Business Press, 258 Howell, C 2009, Trade Unions and the State: The Construction of Industrial Relations Institutions in Britain, 1890-2000, Princeton, New Jersey: Princeton University Press, 17-23 Kim, J 2007, Health Insurance and Workers' Retention in the Construction Industry, Ann Arbor, MI, United States of America: ProQuest, 5-11 LePatner, BB 2008, Broken Buildings, Busted Budgets: How to Fix America's Trillion-Dollar Construction Industry, Chicago: University of Chicago Press, 111-113 March, C 2012, Business Organization for Construction, London: Routledge, 47-51 Marshall, C 2008, Black & Decker The Complete Guide to Windows & Entryways: Repair - Renew – Replace, New York: Creative Publishing Int'l, 45-48 Murray, M & Dainty, A 2013, Corporate Social Responsibility in the Construction Industry, London: Routledge, 161, 265. Wagner, LN 2008, Urbanization: 21st Century Issues and Challenges, New York: Nova Publishers, 8-11. Weiss, M & Schmidt, M 2008, Labour Law and Industrial Relations in Germany, Alphen aan den Rijn, Netherlands: Kluwer Law International, 245-248 Read More