Managing in A Union Environment

While the impact on the process of determining wage levels remains an important factor with respect to labor union activity, it may no longer be the central factor with respect to these organizations. Further, the ability of labor unions to affect the wage determination process will not be the only factor that ultimately determines whether or not organized labor will continue to exert a formidable presence in the American economy (Gilmour 514). In general, labor unions are organizations of employees that are established to bargain collectively with employers over matters of wages, hours, and the conditions of employment (Feller 539). Unions are, in theory (and most often in practice) democratic institutions whose central purpose is the improvement of the economic conditions of their members, with a secondary purpose of improving societal conditions.

Labor unions gain improvements for their members in wages and working conditions through the process of bargaining collectively with the employers of their members (Walters and Langdon 585). When the collective bargaining process does not result in a m

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anization. Four internal ADR processes have gained acceptance by many organizations (Evans 56). These four ADR processes are as follows: 1. Open door. Open-door policies allow employees to bring their complaints directly to higher-level management. Typically, such complaints are aired on an informal basis. 2. Peer review. A peer-review panel consists of a mix of rank-and-file employees and managers who are trained in reviewing grievances raised by their fellow employees. The peer review panel holds a hearing and rules on the grievance. Peer review panels have no power to change corporate policy. Such bodies are limited to a determination of whether a policy was followed properly. 3. Ombudsman. An ombudsman is an employee who acts as a confidential resource and facilitator for other members of an organization. The ombudsman hears and investigates problems and concerns that are not readily resolved through other organizational channels. The ombudsman attempts to influence management to act on the complaint and, an ombudsman can recommend changes in systems and processes. 4. Conflict management system. An organizational conflict management system relies on specially trained people to resolve issues through a variety o
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Approximate Word count = 3833
Approximate Pages = 15 (250 words per page)

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