Unionization and the Nursing Profession - Term Paper Example

Unionization and the nursing profession Unionization and the nursing profession Unions are imperative in the nursing profession as they are basis through which nurses concerns and rights are championed. Therefore, it is the responsibility of health care managers to promote the goals of their organizations while appreciating the labor concerns that may prompt employees to join unions. This paper outlines my position on whether unionization aligns with or conflicts with a professional nursing orientation and what this may mean for the role as a nurse manager.

In addition, this paper delineates what might be required of me when transitioning from one circumstance to another. In my opinion, unionization does not conflict with a professional nursing orientation. In other words, unionization aligns with nursing orientation. According to Gordon (2009), "Nurses in most industrialized countries also belong to unions which bargain with management about workplace issues like wages, hours, benefits, and working conditions" (p. 280). It is worth noting that unions also attend to performance and action plan matters.

As newly registered nurses therefore are assimilated into the nursing profession, there is need for solid institutions particularly unions that champion their rights. Otani et-al (2009) elucidates the fact that unionization gives nursing managers a greater voice in terms of making pronouncements. This is important for both nurse and patients. Through improving the decision making capacity of nurse leaders, a manager is able to improve working conditions and hence improved job performance and job satisfaction among nurses.

In essence the role of nursing managers is to deal with all emerging nursing issues, espouse inventive initiatives, and ensure all nursing practices align with organization objectives. To achieve this managers require power and control. Unionization unites or merges all nurses from all corners of the world and hence managers are able to mobilize enough support when change is needed (Benson, 2010). To transition from one circumstance to another in a unionized setting, it is imperative for a manager to understand certain issues.

As a manager, it would be required of me to examine or evaluate policy guidelines for both nurses represented by unions and for those not represented by unions. Actions plans aimed at transitioning ought to be analogous for both groups in order to avoid conflicts (Benson, 2010). Weber (2011) notes that examining and comprehending guidelines for various unions would also be important as it would ensure effective and timely conflict resolution as per the unions laws and guidelines. Managing all nurses the same manner is also of significance when transitioning to avoid disagreements or conflicts.

Unions are the advocates for employees and hence as a manager I would be required to collaborate with the unions in all aspects especially in relation to management issues. Managers interact or deal with union representatives to solve an issues relating to employees. Therefore, relationships between managers and these representatives are in most cases uptight due to mistrust. This is why it is important to involve union representatives in all aspects of management and performance. In a nutshell, unionizations does not conflict with nursing orientation.

As a matter of fact, unions champion for the rights of newly registered nurses. As a result, newly registered nurse are integrated or assimilated effectively in the nursing profession. Unionization merges or brings together all nurses, meaning that nursing managers easily mobilize necessary support to influence decisions, and as well implement change within the nursing profession. Nurse managers are required to collaborate with unions to ensure a smooth transition. ReferencesBenson, H. (2010).

Unionization of the nurses in the U.S.: Worker power, autonomy, and labor democracy. WorkingUSA, 13(2), 297–307.Gordon, S. (2009). Institutional obstacles to RN unionization: How “vote no” thinking is deeply embedded in the nursing profession. WorkingUSA, 12(2), 279–297. Otani, K., Waterman, B., Faulkner, K. M., Boslaugh, S., Burroughs, T. E., & Dunagan, W. C. (2009). Patient satisfaction: Focusing on “excellent”. Journal of Healthcare Management, 54(2), 93–103. Weber, D. O. (2011).

The state of the unions. Physician Executive, 37(4), 4–15.