Human resource management has evolved over the years from a situation where the workers' rights were defended and protected only by workers unions and governments to the current situation where human resource departments within the organizations are at the forefront of agitating for the rights of their employees and ensuring that their welfare is well taken care of. Current human resource departments are constantly involved in discussions and negotiations with the top management within organizations to ensure that employees work in the most conducive conditions possible (Beer et al., 1984). The management of organizations has also realized that it is their duty and responsibility to ensure that the employees are well taken care of to improve employee productivity and the performance of the organization. It is accurate to state that the current generation of workers, especially in the United States are well protected and supported due to the presence of many parties that protect their rights and privileges (Beer et al., 1984). From the government, human resource departments, to the workers' unions, most of the challenges facing the workers are promptly addressed leaving the employees with only one thing which is to deliver positive results. This paper seeks to discuss the how various institutions protect the rights of the workers, the roles of human resource management for different groups within an organization, and the protection that American workers currently enjoy from the unions and the government.
The three main institutions that agitate for the rights of workers around the world include workers’ unions, governments, as well as human resource management personnel. Since the start of the industrial revolution and the emergence of large companies, unions have played a central role in ensuring that employers do not violate the rights of their employees as guaranteed by law. Unions also ensure that workers work in the best possible environments. Some of the ways that unions address workers’ rights and safety are through negotiating with employers concerning wage increments of unionized employees, calling of strikes in cases where employees fail to honor their end of the bargain or when they submit employees to inhumane working conditions. Unions also set standards for both unionized and non-unionized employers regarding employee working conditions and wages (Beer et al., 1984).
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Griswold states that another important player in the agitation of worker’s rights is the government. Through their legislation and regulations, governments ensure that employers observe various laws related to employee welfare and safety. Governments also provide punitive actions to employers who violate the set laws and regulations. Finally, human resource management personnel also contribute greatly to the welfare and security of workers. Human resource departments can negotiate with the employers, on behalf of the employees to find solutions to the challenges that face the employees. Human resource managers also ensure that organizations comply with the latest employment laws and regulations set by the government (2010).
An analysis of the roles played by both unions and human resource management personnel reveal that they have unique roles in the agitation of employee rights and safety. The differences in their roles are brought about by the distinction in the way they are formed and governed. As Holcombe and Gwartney observe, while unions are widely independent and free from the influence of employers, human resource departments are still under the control of their respective organizations (2016). Human resource departments are majorly involved with the negotiation of better employment conditions and wages, and when negotiations fail, they do not have any other choice but to abide by what the organization has agreed ( Maharjan, & Sekiguchi, 2016) . Unions, on the other hand, have several methods that they can use to improve the welfare of employees. Mostly, they negotiate with employers, but when the negotiations fail, they have the power to urge their members to boycott work until their demands are met. One of the most fundamental roles of human resource departments is to provide disciplinary measures for employees. Unions do not involve themselves in disciplinary measures involving their members unless they are called upon by employers. While human resource departments conduct the hiring and firing processes within organizations, unions strictly restrict themselves to agitating for the rights of their members ( Maharjan, & Sekiguchi, 2016) . Despite the differences that exist in their roles, there are times when they overlap such as when they agitate for better working conditions and wages of the employees.
I strongly agree with the statement that says workers in the United States are adequately protected and supported. My decision to support the statement is based on various facts and evidence drawn from the country. Workers’’ unions in the United States have contributed to the increase in the wages earned by American workers over the years. According to Holcombe and Gwartney, union workers in the country were able to attract an extra $800 compared to other workers. The average union worker is paid approximately $917opposed to other workers. The coordination of the United States government, unions, and human resource management personnel have enabled American workers to get better benefits compared to many workers in other countries. It is estimated that more than 90 percent of union workers in the United States are entitled to medical benefits. They are also offered more leave days and sick days, thus improving their welfare. Additionally, workers in the country are protected from their employers by being given the power to demand compensation in cases where they feel that their rights have been violated. In cases pitting employees against their employers, unions also come in in support of the employees so that they get what is rightfully theirs (2016).
From the paper, it is clear that labor unions, governments, and human resource management personnel play a huge role in ensuring that the rights and safety of workers are guaranteed. Unions address workers’ rights and safety through negotiating with employers concerning wage increments of unionized employees and calling of strikes in cases where employees fail to honor their end of the bargain or when they submit employees to inhumane working conditions. Through their legislation and regulations, governments ensure that employers observe various laws regarding employee welfare and safety. Governments also provide punitive actions to employers who violate the set laws and regulations. Unions and human resource personnel have unique roles in addressing workers’ rights and safety. The differences in their roles are brought about by the distinction of the way they are formed and governed. While unions are widely independent and free from the influence of employers, human resource departments are still under the control of their respective organizations. Human resource departments are majorly involved with the negotiation of better employment conditions and wages, and when negotiations fail, they do not have any other choice but to abide by what the organization has agreed. Unions, on the other hand, have several methods that they can use to improve the welfare of employees. I also concur with the statement that American workers are better protected and supported compared to workers in other countries.
References
Beer et al. (1984). Managing Human Assets . The Free Press: New York, NY.
Griswold, D. (2010). Unions, protectionism, and U.S competitiveness. Cato Journal, 30 (1), 181- 196.
Holcombe, R. G., & Gwartney, J. D. (2010). Unions, economic freedom, and growth. Cato Journal, 30 (1), 1-22.
Maharjan, M. P., & Sekiguchi, T. (2016). Human resource management practices at foreign-affiliated companies in least-developed regions: the US and Japanese companies in Nepal. Asian Business & Management, 15 (2), 137-164. doi:http://dx.doi.org/10.1057/abm.2016.6
