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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
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