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Introduction
Labor Unions play a major role in shaping the life of workers in different organizations. The Union Leader is responsible for maintaining the rights of the employees and a peaceful work environment in the organization. Hence, the Union election is one of the important tasks of setting a social body that controls the rights and roles of the employees. The paper has been developed to study the most appropriate role that can be played in the Union campaign according to the skills and knowledge of an individual. The paper also deals with a case study that helps to develop the understanding of union election issues and the ways that can be used to encourage employees to unionize. Finally, the paper will present opinion on the philosophy-laden approach to employee relations.
Role in the union election campaign
It is quite difficult to choose a role to play in the union election campaign. When it is a first time for a person, it is difficult to judge self-capabilities without facing the challenges in the real world. I am a person who follows rules and believes in ethics. I am having an experience of over 20 years in handling the human resources. People rely on the information that I provide regarding procedures and policies of the organization. Along with that, I have experiences of resource planning and development, the efficiency of operations, detailing project information, managing projects, and team building. Therefore, the role of running the campaign of a union candidate will be most suitable for me (Arthurs, 2014). A campaign requires having the skills of a building a team and developing plans to conduct the campaign. Along with that, people in the organization trust me and rely on the information that I provide. I have the ability to judge my strengths and weaknesses and implement the policies and procedures of the company. Along with that, I have the potential to interact with people and convince them for a particular task. According to me, I have the interpersonal and organizational skills that are required to conduct the election campaign for a union candidate. The most important skills that I have will be suitable for the role is my interacting ability with the team members. It will help me to choose my team for the election campaign and direct them according to the campaigning plans. My experience of resource planning and development will be beneficial for the union candidate in solving the shortage of resources during the campaign. I am capable of choosing the right tools that can be used in the campaign. My critical thinking and quick decision taking ability will help me in determining the right strategies and messages for the campaign. My experience of conducting a project in a team is the suitable qualification that will make me choose the role of running the campaign of a union candidate.
Dealing with the situation of employee unionize
The case study of General Materials and Fabrication Corporation (GMFC) has produced an overview of how to unionize of an organization can develop specific understandings between the management and the human resources. Realizing the current business activities and productivity of GMFC, an employee of GMFC, Dave Neumeier has asked other human resources to get under a union so that the workers conditions in the workplace can be improved. Considering the existing business performance and profitability of GMFC, Dave Neumeier has suggested increasing the wage policy of the Custom Conveyer Division. At this particular point in time, as a union campaigner, it would be essential to understanding the specific need of the union. Identifying the main objective and attitude of a definite union campaign, it is important to understand the long process of the election campaign (Hung, 2004). In this particular case scenario, the design of the overall process must be led to set the foundation of the campaign.
Responding according to the need of the union campaign, first of all, the appropriate target of the campaign must be selected to run the campaign in a strategic procedure. Learning how to initiate the contacts with the employees can work in favor of the union campaign process to set effective targets. If the target has been set, initial contacts can be built up. In the next stage, union representatives must visit the organization to find out if most numbers of the employees are interested in building up a union. Apart from that, a relevant study must be done on employees to choose right leaders for the union’s interest (Fossum, 2014). Meanwhile, an organizing committee must be set to assess the position of the employees to select the leader according to the benefits. In order to show the support to the union leader, an authorization card must be signed by the employees so that the campaign can be moved publicly. When the stage is set for the union voting, an NLRB hearing needs to be conducted to make sure about the procedure and eligibility of the candidates. The interest of the union must be justified to launch the election campaign for the union. In this way, union campaign must be set as per their agenda so that both the union and company can appeal for the votes of the organizational staffs.
Opinion of the philosophy-laden approach to employee relations
Employee relation is an essential aspect of any business organization to get significant performance in a particular industry. Maintaining healthy relationship with the organizational workforce can be determined as one of the pre-requisite for the effective success of a business corporation. Building up a strong employee relation can avoid many challenges that can make a serious impact on the organizational productivity (Canfield, 2014). Considering that factor, most of the business organizations across the globe have developed productive workforce culture to influence the capabilities of organizational human resources. In the case of working scenario, there are some major issues to be dealt with by organizational management such as employee indiscipline, employee grievances, and employee stress. Meanwhile, understanding the affecting factors on employee relation, organizations must meet the expectations of the employees treating them as organizational assets (Fossum, 2014). Identifying the significant responsibility and workload of the employees, significant compensation plan, and reward system must be developed so that employees can be encouraged at the highest level. Providing competitive salary system and fair rapport to the employees can influence the human resources to put their best effort in order to achieve organizational goals and objective.
Conclusion
According to my experience, the role of running the campaign will be most suitable for me because of my experience in handling human resources, project plan, and development. Identifying the case study situation as a Union campaigner, it would be a responsible task to arrange the campaign so that employee’s benefits can remain intact. Concluding to this paper, employee relation is one of the crucial aspects in business organizational management to maintain high productivity and operational efficiency.
References
Arthurs, H. (2014). From Theory and Research to Policy and Practice in Work and Employment—and Beyond?. Relations Industrielles, 69(2), 423. http://dx.doi.org/10.7202/1025036ar
Canfield, J. (2014). Building Collaboration Companywide. Employment Relations Today, 41(2), 49-54. http://dx.doi.org/10.1002/ert.21453
Fossum, J. A. (2014). Labor relations. Mcgraw Hill Higher Educat.
Hung, S. (2004). Explaining the process of innovation: The dynamic reconciliation of action and structure. Human Relations, 57(11), 1479-1497. http://dx.doi.org/10.1177/0018726704049418
