It is believed that private sector labor unions negotiate with employers while public sector labor unions negotiate with everyone. While this may not be true from an economic perspective, it is nevertheless a major bearing factor within labor relations. The public sector is controlled by government policy and the general health of the particular nation’s economy. The private sector, on the other hand, depends on the specific economic health of a particular area of business (Holley, Wolters & Ross, 2017). There is, therefore, more wriggle room and premises for negotiations in the private sector than there is in the public sector. Finally, labor unions in the private sector have a higher chance of getting public goodwill to push their agenda than the public sector unions.
The labor relations system of a city government revolves around a careful balancing act since the employees are also recipients of services from the same city authority. If the employees push for wages that are too high, service proviso will suffer, including in their own homes. However, the interests of the employee must also be safeguarded at all costs. The ideal labor relation system in this instance would be more interactive than adversarial. The employee organizations and the labor relations department of the city should have more of a partnership than an altercation-based relationship. This would entail sharing of ideas on how to improve the wellbeing of the employees without per se crippling the service proviso capabilities of the city. Among the things that the labor unions would need to borrow from the private sector is their capacity for information gathering. Proper and comprehensive research goes a long way in undertaking effective negotiations (Holley, Wolters & Ross, 2017). The ability of unions in the private sector to take a firm stand may however not be practicable under the circumstances.
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Reference
Holley, W. H., Wolters, R. S. & Ross, W. (2017). The labor relations process . Boston, MA: Cengage Learning.
