The performance of an organization depends significantly on the relationship between the employers and employees. If they have an excellent relationship, their focus on the goals and objectives of the organization is enhanced. Notably, the law comes in handy to ensure that the welfare of employees and employers is guaranteed as a way of improving their relationship. Therefore, it is essential to examine the "mandatory bargaining topics," National Labor Relations Act (NLRA), and Sarbanes-Oxley Act of 2002 as they strive to ensure good relationships between employers and employees.
Topic 1: “Mandatory Bargaining Topics”
This refers to issues that must be discussed before one is employed. They entail securities, duties and responsibilities, benefits, and the overall scope of practice. One can discuss the expected salary with their employer as a bargaining topic. Also, one can discuss union security clauses with their employer and ascertain how they fit in the expected position in employment (Oswalt, 2019). Besides, one can also talk about their pension and health care benefits with the employer. Therefore, mandatory topics are issues that must be discussed between a candidate for a job position and the employee.
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I selected this topic due to its importance in ensuring transparency in communication between the employers and employees. As they engage in collective bargaining, each party can present their views, opinions, and complaints; they can understand each other’s perspective. Thus, the law is essential in enhancing unit and togetherness at the workplace. I also selected the topic since it enlightens people regarding their rights in employment. Therefore, I chose the topic because of its impact on communication and enlightenment among employees and their employers.
Markedly, the topic enables employees to freely present their opinions, ideas, and complaints to employers. In this case, they can complain if their rights are not followed. On the other hand, the law enables employees to effectively understand their rights (Oswalt, 2019). On the other hand, the law has specific characteristics. First, the topic explicitly assesses the relationship between only two parties: employers and employees. In this case, it focuses on how this relationship can be improved for a better working environment. Secondly, the topic is mainly biased against employers. It focuses on how employees can enhance their welfare but neglect how employers can ensure that their part of the bargain is guaranteed.
Topic 2: The National Labor Relations Act (NLRA)
It is an Act that was established in 1935 to protect the rights of both employers and employees to encourage them to discuss mandatory bargaining topics freely. In this case, it ensures that an employer and employees reach a mutual agreement concerning the welfare, duties, and benefits of the employee in the respective job position (Cook et al., 2018). Besides, the Act has already been amended by Unites State labor law. It provides that employees in the private sector can come together in unions and engage their employees in collective bargaining. Besides, they can decide to strike or picket to compel the employer to respond to their concerns.
I selected this law because it focuses on ensuring a mutual agreement between employers and employees. In this case, it offers guidance and protection to both parties. In my view, the law has a significant impact on the focus of the workforce on productivity. Also, I selected the law since it significantly maintains and enhances the motivation of both employers and employees. The mutual agreement between parties ensures that they agree while keeping good faith.
The law has enabled the workforce to be free while expressing their ideas, opinions, and complaints. Also, the law has allowed employees to be in a position of understanding each other's viewpoints and ideas due to enhanced communication between the two parties (Cook et al., 2018). Besides, the law has particular characteristics. First, it is much concerned with the welfare of the two parties: employer and employee. It seeks to ensure the rights of the employee are guaranteed as required by the law. Secondly, it is based on the aspect of communication between the two parties in communication. Communication, in this case, consistently applies when the two parties are bargaining about the "mandatory bargaining topics".
Topic 3: The Sarbanes-Oxley Act of 2002
The Sarbanes-Oxley Act of 2002 was particularly established to counter corporates fraud. In my view, this is an ideal law in the wake of rampant corruption and cases of theft in companies (Chhaochharia et al., 2017). The accountability brought about by this law will also enhance efficiency hence high performance and productivity. Besides, I selected this law due to the ability to increase transparency, which improves the quality of decisions made in a company. Therefore, the law is preferable and suitable due to its overall impact on the growth and development of a company.
Besides, the law has specific impacts on the workforce. First, the workforce has the freedom to report anomalies in the transaction of the company. In this case, it protects them from victimization by senior members or suspects of fraud in a company. Secondly, the law has made the workforces vigilant to detect errors and accounting mistakes (Chhaochharia et al., 2017). In this case, they can examine accounting statements with the fundamental purpose of ensuring that everything is going on well. Thirdly, the workforce is motivated to work hard since organizations are now likely to efficiently achieve their goals and objectives. Theft and misuse of company resources demotivate workers and make the achievement of goals and target a dream. Therefore, the Sarbanes-Oxley Act of 2002 enhances the freedom, level of vigilance, and motivation of the workforce.
Concerning its characteristics, the law applies to all companies and organizations regardless of their size, age, type of goods and services provided, and performance at the marketplace. Also, the law applies to companies that have comprehensive information storage and management technologies. This allows for ideal assessment and auditing in case of suspected fraud cases.
Conclusion
The "mandatory bargaining topics," National Labor Relations Act (NLRA), and Sarbanes-Oxley Act of 2002 play a critical role in ensuring mutual understanding and the relationship between employers and employees. In this case, employees have a key focus on achieving the goals and objectives of the organization. Therefore, "mandatory bargaining topics," National Labor Relations Act (NLRA), and Sarbanes-Oxley Act of 2002 have indirectly influence high performance and productivity.
References
Chhaochharia, V., Grinstein, Y., Grullon, G., & Michaely, R. (2017). Product market competition and internal governance: Evidence from the Sarbanes–Oxley Act. Management Science , 63 (5), 1405-1424.
Cook, J. (2018). Sizing up Labor Relations down under: What Australia's Fair Work Commission Can Teach the National Labor Relations Board. Wis. Int'l LJ , 36 , 122.
Oswalt, M. M. (2019). Alt-Bargaining. Law & Contemp. Probs. , p90-140 .
