Essay Instructions: I hope everyone enjoyed the time off for the holidays. Now it is back to work for us. In regards to the team task this week, a possible topic from our weekly focus we can debate on in our paper is the use of labor unions in the change process. There is most likely sufficient information to argue for both sides. Let me know what you all think. See below:
The use of labor union in change process
Change process is difficult both on the employees and management; I believe that labor union can make the process a little bit easier for both parties. Change will bring some changes that the labor union can negotiate on behalf of the employers and no one will be afraid of being singled out by the management. The fact is that, when an organization have a labor union to work with, they can partner together to facilitate change easier. When the organization knows that change is required, it can disseminate this information to the leadership of the union and the union can then pass the information along to the employees. When everyone is on the same page, it improves the chances of the organization getting through the change. It will be a win-win situation.
Simpler Negotiations
As an employer, one of the advantages of dealing with a labor union is that it simplifies the negotiations process. When you deal with a labor union, you do not have to negotiate with multiple employees. You simply talk to the head of the labor union and the head of the union speaks for all of the workforce. By doing this, you can negotiate faster and more efficiently without having to worry about meeting with many different employees.
Employee Satisfaction
Another advantage of dealing with labor unions is that it can improve employee satisfaction. When employees deal with unions, they may be more satisfied because they have a voice to speak to the employer. They get higher wages on average and better benefits packages. When you meet the needs of the employees better, they will be more satisfied in their jobs and will be willing to work harder for you. This could lead to higher productivity and better quality production.
Less Turnover
Another advantage of labor unions for organizations is that they lead to less turnover. When you have a workforce that is comprised of labor union members, they will not leave their jobs as frequently. They have to pay dues to be a part of the union, and they typically do not want to lose their position in the organization. When you have lower levels of turnover, it saves your business money in the long run by not having to train as many new employees.
Easier to Make Changes
Businesses regularly have to undergo change if they want to stay at the forefront of their industry. When a business has a labor union to work with, they can partner together to facilitate change easier. When the employer knows that change is required, it can disseminate this information to the leadership of the union and the union can then pass the information along to the employees. When everyone is on the same page, it improves the chances of the company getting through the change.
Reference:
U.S. Bureau of Labor Statistics; The Effect of Unions on Employee Benefits -- Recent Results From the Employer Costs for Employee Compensation Data; John W. Budd; June 2005
Economic Policy Institute; How Unions Help All Workers; Lawrence Mishel, et al.; August 2003
Points well taken. Thanks for sharing. You have added to our discussion and learning. Are there some potential data analysis problems when using compound or complex questions? Are such questions harder to answer in a meaningful way? Would you want the consultant to be certified by a respected professional organization?
Complex questions are subjected to ambiguity and different interpretations by different people. Different employees can read different meanings to a single complex question. There are a number of ways that complex questions can be misinterpreted in the real world. A major error can be performing multiple comparisons. It may be helpful to consider some aspects of statistical thought which might lead many people to be distrustful of it. Complex questions live room for probabilistic perspective. This is in contrast to the way non-mathematicians often cast problems: logical, concrete, often dichotomous conceptualizations are the norm: right or wrong, large or small, this or that and this is a big problem when analyzing the data.
There are a lot of reasons I would want to engage a certified consultant in my organization project. First, these people will have the evidence of successful track records which will be found in client testimonials, references, and repeat business associations. They will adhere to the highest ethical standards, they have more experience in their field of expertise, they have life-long professional education and they also have a reference network for challenging client problems, so my organization can worry less about failure. USED
Additionally, many non-mathematicians hold quantitative data in a sort of awe. They have been lead to believe that numbers are, or at least should be, unquestionably correct. Consider the sort of math problems people are exposed to in secondary school, and even in introductory college math courses: there is a clearly defined method for finding the answer, and that answer is the only acceptable one. It comes, then, as a shock that different research studies can produce very different, often contradictory results. If the statistical methods used are really supposed to represent reality, how can it be that different studies produce different results? In order to resolve this paradox, many naive observers conclude that statistics must not really provide reliable (in the nontechnical sense) indicators of reality after all. And, the logic goes, if statistics aren't "right", they must be "wrong". It is easy to see how even intelligent, well-educated people can become cynical if they don't understand the subtleties of statistical reasoning and analysis.
? A history of results and excellent performance. Evidence of a successful track record is found in client testimonials, references, and repeat business, all of which are required to maintain their CMC? certification.
? Adherence to the highest ethical standards of the profession. Your CMC? has successfully completing both written and oral ethics examinations covering commitments to the client, to fiscal responsibility, to the public, and to the profession.
? Experience in the field. A minimum of three years of continuous consulting and successful results are required for certification.
? Life-long professional education. Your CMC? takes advantage of IMC USA's national conferences, local workshops, topical research, the Academy for Professional Development, newsletters, and other chapter-level offerings.
? A reference network for challenging client problems. They can utilize IMC USA's national database, local chapter reference sources, and the combined wisdom of the knowledge management created and maintained within IMC USA membership. USED
Thanks for sharing your response. I think that you made some valid points. Might employees be afraid of managers because of management's behavior? Might employees move into being silent because they have been punished for speaking up? Might employees be silent because it is not safe to speak-up? What do these dynamic have to do with organizational structure?
There is every probability that employees that had been intimidated by the management will be afraid to speak up and may imbibe the culture of silence. Line and staff organizational structure may the perfect structure where this can happen. This is because managers of line and staff have authority over their subordinates and can punish them as they so wish if they determine so. Besides, the decision-making process is slower in this type of organizational structure because of the layers and guidelines that are typical to it, so upper management hardly learn of lower level employees complaints.
I want to thank you for reading and responding to my post. As a potential change manager, what would you do if the allocation of resources were too few to make the plan successful? Might the rationale for the allocation be a starting point? Can management sometime plan a change hat it wants to fail?
Define goals and criterias: I will look at the profitability, risks and value to customers.
I will compare the criterias and choose the most important ones.
I will take a second look at the alternatives.
I will priortize projects against the organization objectives.
I will calculate priorities.
I will order projects by benefits and cost ratio.
I will cut project from the bottom until I meet the budget.
There is always a second best decision in any situation, instead of failing, I will switch to the second best project to save allocations and resources.
Develop Part I of a comprehensive plan to implement an organization change.
Choose an issue from your workplace and create a plan for a proposed change to resolve the issue. (I work in home health care setting).
Your change proposal must be something you might actually implement in your workplace. Iwant issue related to Long-term care.
Part I of your plan focuses on assessment of the change issue and planning for the proposed change.
Prepare a 1,050- to 1,400-word plan with the following:
? Examine the need in the organization for your proposed change.
? Examine organizational and individual barriers to your proposed change.
? Identify factors that might influence your proposed change.
? Summarize factors influencing organizational readiness for your proposed change.
? Identify the theoretical model that relates to your proposed change.
? Identify internal and external resources available to support your change initiative.
Use the University Library to conduct a search for current peer-reviewed literature that provides data to support your change application.
Format your plan consistent with APA guidelines.