Month: March 2025

Prior to this week, I felt that unions were outdated. However, after learning about the benefits of unions to workers and doing some independent research, I can see how they may continue to be relevant, even with new standards for workplace safety and compensation.

The article “Understanding the Pros and Cons of Labor Unions” reiterates the pros of working for a union as an employee, such as higher wages and benefits as well as better working conditions and job security, as well as risks to employer, including risk of strikes, potential for workplace tension, and higher costs. Additionally, this source also provides counterbalances to these arguments, including risks to employees. In addition to union dues and potential work stoppages, unions also have strict rules that limit autonomy and bind workers to agreements even when they disagree, and may favor seniority, which can disfavor new employees. The article also discusses additional benefits to employers in addition to having a formalized process for grievances, including the ability to more accurately predict future costs and unions setting broader economic trends and providing additional career training for employees.

After this week, I have changed my initial stance on unions. While I would not seek one out, I no longer feel that they are outdated and serve no purpose in today’s workplace. I see how unions continue to contribute to fair workplace conditions and can help both employers and employees, given the right circumstances. However, I do not think unions are necessary in all workplaces, and given great management and careful attention to workers’ needs and complaints, many workplaces can and do get by without the need for union intervention.

https://www.laborsoft.com/blog/pros-and-cons-of-labor-unions

Taking the surveys this week confirmed what I already knew about myself. Growing up, I was a lot more of a Type A personality, but over the years I have shifted my priorities after seeing how it has affected my mental health and created an unsustainable pace for working toward my goals.

For the Holmes-Rahe Life Stress Inventory, I scored a 114, with 150 or more increasing the chance of a major health breakdown by 50% in the next 2 years. This is important because looking for a new job after graduating this month will put me right at 150. Fortunately, on the Psychology Today “Coping Skills” survey, I scored an 85/100, showing that I use problem-focused strategies that are very effective when my stressors are controllable. Often, when I can control stressors, I choose to do what is best for me and prioritize my health and relationships. Unfortunately, in life, we can’t always control stressors, so being high on the life stress scale doesn’t leave a lot of room in the event something outside of my control happens. Lastly, for the Psychology Today “Type A Personality” survey, I scored a 25/100 for impatience and irritability. While I am overwhelmingly warm and tolerant, I can occasionally be impatient. When I do get frustrated, however, I rarely lash out and generally center trust and relationships in all of my interactions.

Based on these surveys, I know I do very well at managing most stress. Additionally, I have made plans to reduce my stress after graduation by considering job environment when job hunting and setting realistic priorities and pace.

In looking for sources on how companies also help manage workplace stress, I found “How Companies Are Addressing Employee Stress in the Modern Workplace.” This article lists common wellness programs: embedding mental health programs and culture in workplaces, introducing flexibility in work hours, fostering open and supportive communication with leaders, establishing a culture of recognition for performance, implementation of wholistic wellness programs, training leaders to recognize early signs of stress, and redesigning workplaces to center focus and comfort. These programs are valuable to employees but also actively increase productivity and engagement.

https://uprisehealth.com/resources/how-companies-are-addressing-employee-stress-in-the-modern-workplace/