Labor unions can be both beneficial and detrimental to the worker and to the employer. In terms of this week’s course work, I was able to take away the fact that unions are formal organizations of employees who are looking out for the workers interest and who collectively stand up for employees’ wants. Employees’ join unions if they are unhappy with certain circumstances at work, if they need to be safeguarded from certain management decisions, or if they believe that through unionization positive work change will occur.
One benefit that an employee gains through labor unions is the fact that employees can speak up in the workplace by collective bargaining. Collective bargaining as defined by the lectures is when the labor and management representatives discuss the wage rates, hours and working conditions of the job. Through collective bargaining it might be possible to get higher wages, more benefits and conditions for the workers. In the article, The Cost of a Decline in Union it states that union decline has resulted in inequality and that “Most studies suggest that about one-fifth of the increase in economic inequality in America among men in recent decades is the result of the decline in unions.” (Kristof, 2015) As well, it enables employees to find a means to resolve the issues in the workplace and secure themselves against unfair treatment.
On the other hand, unions can be problematic to the employers. In the article, Why unions are so worried about right-to-work laws, it explains that right-to-work laws are debated on the grounds that workers should not be forced to pay unions, while proponents argue they weaken unions by decreasing the available finances and power. (Kasperkevic, 2017) As suggested by the lecture, management may want to oppose the establishment of a union since the workers who get the union membership may have higher wages, benefits, and employment rules may influence scheduling and promotional decisions as well as restrict management’s flexibility in decision making. As well the negotiation conflict over the contract terms could result in impasse, striking, or lockout.
The key thing that I learned from this material this week was how a union would benefit employees when they are not feeling as though they are being heard. I would be willing to get in on a union if I feel as though myself and people surrounding me are not being paid correctly, not working in safe conditions or simply are not being heard. If I was working for a company who was being entirely honest with its employees and giving its workers good wages and benefits I may not feel as if the need of a union is as necessary. Overall, I would want a union if workers had more of a say.
Reference:
Kristof , N. (2015, February 19). The Cost of a Decline in Unions. The New York Times. https://www.nytimes.com/column/nicholas-kristof
Kasperkevic, J. (2017, February 24). Why unions are so worried about right-to-work laws. Marketplace. https://www.marketplace.org/story/2017/02/24/push-nationwide-right-work-law-could-weaken-unions