To better understand the position that each of these institutions plays in the welfare and wellbeing of workers in a workplace setting, it would be worthwhile to look at the roles of the unions and Human resource management teams. A Union refers to an organized association of workers formed to protect and further interests and rights of its members. Most workers are unaware of the benefits that are associated with being part of a union. Unions play a key role in the workplace and the industrial sector as a whole. One of the key roles is the ability to resolve conflicts between the Employers and its members, and this includes all matters that may arise at the workplace by voicing employees concerns and represent them during negotiations. Over and above this role, they (represented by an individual) work with management to help resolve workplace issues and qualms ( Hoffman, 1998).
According to Wolfson, b argaining can be described as the process where employers and their employees thrash out the particulars of an industrial contract. During such proceedings, either party can be represented by an official of their selection. Young workers today may feel that there is no need for unions and thus end up having little or no involvement in them. In this social media age, where everything is and can be found online, it would prove constructive to use the internet and social media networking tools to create awareness of the benefits of belonging to a union (2010).
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Unions play a very important role in ensuring the welfare and labor interests of its members are well protected. This is accomplished through Unions’ key function to bring workers closer and create a sense of belonging to the Union and at the workplace by creating a platform for the workers to mingle and get to know each other. Unions also help workers to learn and appreciate their rights so that they are also knowledgeable, at an individual level what is required of them as employees and what their employers require of them. This insight gives them the right to stand up for their jobs and secure their employment. Thirdly, U nions help to secure the workers’ jobs by the collective representation of issues; is it is difficult to negotiate on your own without any kind of backing, and finally, unions help to secure benefit packages, pension and ensure good remuneration for the workers ( Hoffman, 1998).
A good and efficient organization is as good as its human resource team. Human Resource Management personnel suggest to the administrative team how to strategically manage its employees as business resources. In essence, this includes overseeing the enlisting and hiring consequent hiring of new candidates, integrating employee benefits and emphasizing the need for training and development. Needless to say, HR professionals are essentially advisors and not employees in a specific business function; they counsel the management on many issues related employee related issues and how they can be of assistance to the organization in achieving its goals ( Bianca) .
Human Resource Management team aids the business to develop and preserve a competitive advantage, which would entail increasing company’s scope to enable it to offer an unexampled merchandise and services to its paying customers. To constitute compelling human resource, private enterprises engage each other in a "war for talent." In the interest of this, it is no longer just about hiring talent; this game is about reducing employee turnover by helping them grow career wise and stay devoted to the organization for a long time to come ( Bianca) .
According to Bianca, m aintaining a healthy work atmosphere is probably one of the most vital aspects of HRM. This is because the performance of an individual is directly proportional to the work environment. HRM personnel work collaboratively with management to ensure that the atmosphere available is conducive and viable.
The United States government through The Department of Labor (DOL) is tasked with the duty of putting in place guidelines that have been formulated for the purpose of safeguarding the well-being and and acceptable working environment of workers in America. This has been done through various categories as summarized below:
Occupational Safety and Health Administration
OSHA implements the Occupational Safety and Health (OSH) Act .
A part from the workers in mining and transportation sectors, many other civil servants, and those in private sector and under the protection and jurisdiction of OSHA. Companies and private business employing citizens are obligated to providing workplace environments that are free from harmful chemicals and other factors that may cause injuries or death. ( United States Department of Labor. (2009).
DOL's MSHA has an obligation of putting together and implementation of the Mine Safety and Health Act of 1977, which safeguards the overall safety and health of people who works in mines in the whole of the United States ( United States Department of Labor, 2009).
The Fair Labor Standards Act
FLSA carries laws and regulations that revolves around employment of citizens who are yet to attain the age of 18 years, and this laws are drafted and exercised by DOL's Wage and Hour Division ; whose main agenda is to protect the health and well-being of youth in America. This act describes the minimum years required for one to be legally employed in the US, and guidelines on maximum number of working hours per day. The government ensures guidelines are in place to protect the basic fundamental rights of all employees in whatever capacity are protected. ( United States Department of Labor, 2009).
In view of the discussed points discussed above, I do support the motion that “Workers in the modern workplaces of America are well protected and well supported.” This has been evidenced by the presence of various bodies whose core functions are to guarantee employee welfare and wellbeing in the workplace. The government has even set in law various policies and Acts that endeavor to make workers feel appreciated and remunerated fairly for the man hours they give to their work.
In conclusion, human resource is paramount to the growth and success of any organization. If the employees’ needs are neglected and not taken care of, the outcomes could be potentially destructive and even lead to losses – which are very undesirable effects. This will particularly be seen when workers strike, organize go-slows or altogether down their tools and fight for their rights. All this can be avoided if the human resource in any organization is looked after.
References
Bianca, A. (n.d). The Role of Human Resource Management in Organizations. Chron . Retrieved from http://smallbusiness.chron.com/role-human-resource-management-organizations-21077.html
United States Department of Labor. (2009). Summary of the Major Laws of the Department of Labor. Retrieved from https://www.dol.gov/general/aboutdol/majorlaws
Hoffman, C. (1998, May-June). Does this Company Need a Union? Harvard Business Review . Retrieved from https://hbr.org/1998/05/does-this-company-need-a-union
Wolfson, S. (2010, Feb 14 ). Voices of Union - Voices of Young Workers. [YouTube]. Retrieved from https://www.youtube.com/watch?v=hTfjsKNOc2o&feature=youtu.be
