Unions and Human Resources address the issues that affect the performance and overall wellbeing of employees. Workers all over the world enjoy the freedom of working together as a Union. Unions serve as a platform for workers to voice their grievances with employers through collective bargaining. In the United States, employees’ right to join Unions and exercise the freedom of expression is protected by the Constitution and sector-specific laws. Markedly, the majority of Americans support the role played by Unions, with over 16 million working citizens represented. Therefore, it is important to understand how Unions fit into the economy today, as well, as the functions served by Human Resources. In summary, Workers in the modern workplaces of America are well protected and well supported, as they can engage in collective bargain negotiations with employers to safeguard their rights and privileges secured under the Constitution.
A Brief History of Labor Unions and the Role They Serve in Creating Working Conditions that Enhance Performance in the United States
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History of Labor Unions in America
The 1935 enactment of the National Labor Relations Act recognized Labor Unions in the United States as bodies that represent workers in industries. Therefore, Unions suffices as conduits to collective bargaining for their membership as their representative in disputes with management, against breach of contract provisions ( Crain & Matheny, 2018 ). Accordingly, Unions in America advocate for employees’ concerns about the overall working condition in workplaces. Additionally, Labor Unions in America also engage in electioneering and lobbying activities at the federal and state level ( Von Hoffman, 1998 ). Correspondingly, Unions in America represent workers in advocating legislation and policies, thereby taking an active role in politics. Currently, Labor Unions in America subscribe to either AFL-CIO or Change to Win Federation umbrella organizations.
The AFL-CIO was created in 1955 and further split to include the Change to Win Federation in 2005, both representing workers’ grievances against employers and the government in promoting safer and conducive working environments. Statistics show that about 14 million workers had enrolled in a Union, representing a decline in membership, compared to 17 million members registered in 1983 ( Crain & Matheny, 2018, p. 266 ). Supposedly, nearly half of all Union members in the country live in New York, California, Illinois, New Jersey, Pennsylvania, Washington, and Ohio, accounting for about one-third of the workforce (United States Department of Labor, 2020). However, the same statistics reveal a 6.2 percent decline in union membership in the private sector. In 2016, the country recorded the fifth lowest trade union density, featuring 36 OECD member nations (United States Department of Labor, 2020, np). Undoubtedly, the foregoing figures affirm that American Unions remain a political factor, given the vastness of diverse opinions of its people. On average Union workers receive higher pay than non-members, nuancing on the effectiveness of Labor Unions in representing workers.
Changes in the Nature of Work in the Modern World
The Contemporary World signifies changes in the workplace setting, necessitating the adoption strategies that align with current market dynamics. Particularly, the advancement of technology presents four key changes that Unions ought to address to enhance their representation of members ( National Academies of Sciences, Engineering, and Medicine, 2017 , p. 80). The realization that technology presents a challenge to contemporary work settings implies that unions need to update their terms to reflect these changes. Firstly, technology informs and influences forms of work, including occupations and contingent jobs, necessitating a shift from the traditional way of thinking to a new multifaceted environment that involves less human contact ( National Academies of Sciences, Engineering, and Medicine, 2017 , p. 81). Secondly, the current world requires flexibility and, therefore, demands for dynamism in handling workers’ concerns (p. 81). Thirdly, empirical evidence suggests a shift in marketplace demographics for workers and a change in the determinants of motivation, to imply that Unions need a revision in the protocols that define their functions ( p. 82). Lastly, changes in the organizations and institutions based on current trends call for the inclusion of all key stakeholders in advancing goals to defend the right of workers (p. 83). In summary, the dynamics of the contemporary world are so complex and should inform Unions to develop strategies and policies that will enhance their function in representing workers through collective bargaining.
The Role of Labor Unions in Voicing Workers’ Grievances through Collective bargaining with Employers and the Government
Almost all employees have unsettled grievances with their employer, to be resolved through negotiation given the inadequacy by the Human Resources to address all issues. Unions work with employees and the management through collective bargaining negotiations, to develop a setting that fills the gap created by the Human Resources ( Hagedorn, Paras, Greenwich, & Hagopian, 2016 ). Therefore, collective bargaining negotiations address important elements of employment conditions, which include securing wage increases, flexible working hours, enhanced workplace safety, and better access to health care. Most importantly, Unions ensure that the rights and obligations secured through negotiations are honored ( Hagedorn, Paras, Greenwich, & Hagopian, 2016, 991 ). Correspondingly, Unions facilitate a seamless path to solving problems within a work setting, with the inclusion of all stakeholders. Expectedly, Unions collect dues to cover expenses for defending workers’ rights and negotiated contracts, though their capacity to represent all workers is limited to the public sector.
Whereas the 1935 National Labor Relations Act (NLRA) and amendments equally govern private-sector Unions and their effort, states lack jurisdiction over them and cannot enact laws to dictate their performance, besides advising on fees to be paid by workers. About 48 percent of Union workers in the Country are in the public sector, though their voice is weakened by state laws that limit activities that can be negotiated through collective bargaining (United States Department of Labor, 2020). Consequently, some states discourage the right to collect dues automatically from payroll and the right to strike, hence limiting the powers of Unions and the management as well. Nonetheless, demographics show that Unions in America represent workers of all backgrounds and therefore strengthens democracy by giving workers a platform to participate in policy debates.
The effectiveness of Unions in America is currently under debate, though a majority of scholars and business practitioners believe that Unions protect and support workers in the modern workplaces of America. Crain and Matheny (2018) surmise that in addition to strengthening democracy in the country, Unions reduce inequality in workplaces by addressing workers' concerns about wages, health and safety practices, also create a path to solving problems through sharing of knowledge. This understanding confirms that Unions are effective in their role as representatives of workers and therefore complements organizations Human Resources.
Human Resources and Workers’ Welfare
Human Resources facilitates the process of recruiting, hiring, training, and compensation of workers. Additionally, Human Resources monitors changes in the work environment to prepare and develop strategies that will help retain workers, by addressing individualized concerns of all employees to keep them motivated to work ( Ulrich, 1998 ). Besides, to staffing Human Resources develop workplace policies that permit Union representation to validate the fairness pronounced therein. Unfortunately, Human Resources are but an extension of the company’s management and are therefore biased against employees. Hence, Unions fill in the gap by taking a neutral ground against both parties, guaranteeing the safety of workers, without compromising the ability of companies to break even.
Conclusion
The contemporary world is complex and requires dynamism in managing human affairs. Unions serve an important negotiating role in ensuring that the rights and privileges of workers protected and the continuity of businesses is maintained. The foregoing evidence affirms that Unions are effective in their functions as many of its members enjoy privileges otherwise lacking for non-members. Nonetheless, it should be noted that Unions thrive through collective bargains, which refer to policies and legislation passed by the Federal and State governments. Therefore, the capacity of Unions is limited depending on the state, as some do not articulate the rights to be enjoyed by workers. Regardless, the benefits enjoyed by Union members confirm that Workers in the modern workplaces of America are well protected and well supported.
References
Crain, M. C., & Matheny, K. (2018). Labor unions, solidarity, and money. Emp. Rts. & Emp. Pol'y J. , 22 , 259. Retrieved from https://heinonline.org/HOL/LandingPage?handle=hein.journals/emplrght22&div=17&id=&page= .
Hagedorn, J., Paras, C. A., Greenwich, H., & Hagopian, A. (2016). The role of labor unions in creating working conditions that promote public health. American journal of public health , 106 (6), 989-995. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4880255/ .
National Academies of Sciences, Engineering, and Medicine. (2017). Information technology and the US Workforce: Where are we and where do we go from here? National Academies Press. Available at https://www.nap.edu/read/24649/chapter/6 .
Ulrich, D. (1998). A new mandate for human resources. Harvard business review , 76 , 124-135. Available at https://hbr.org/1998/01/a-new-mandate-for-human-resources .
United States Department of Labor. (2020, January 22). Union Members Summary. Retrieved from U.S. Bureau of Labor Statistics: https://www.bls.gov/news.release/union2.nr0.htm
Von Hoffman, C. (1998). Does this company need a union? Harvard Business Review , 76 , 24-40. Available at https://hbr.org/1998/05/does-this-company-need-a-union .
