The Federal Program for Labor Management

Employment has intensifyd in the past decades because the world has changed. Weve entered a crude era, an era where the work ethic of employees, and much often the thinking and ethical motive of employers atomic government issue 18 many times questi wizardd. The Federal Program for Labor instruction has started as a way to proffer for employees representation through chosen representatives, in embodied bargaining with respect to personnel policies, practices and matters affecting work conditions. Also, it was throwd to en authoritative that employees who want to exercise this right and be convey on an active secern in this process lease the chance to do so.The contemporary challenges in fight trans exertion and human resources c be include the cargon for employee rights, corrective policies and procedures, alternative dispute-resolution procedures, organizational ethics in employee relations or political regulation of labor relations. Not less important issues regar d the labor relations process, structures, functions, and leadership of labor trades unions, the bargaining process and trends in collective bargaining, the labor intellect and administration of the labor arranging.All these form a complex discipline with the sole aim to make work relations more(prenominal) efficient and satisfactory for both parts. Labor relations ar an important topic of human resources focus. The labor organisation is a exact between a organizations instruction structures and the its labor force, represented by unions, concerning aspects standardized wages, benefits and working conditions. Is comes in the form of written policies and procedures. The goal of this roll is to create equitable work relations, in order to assure the workers social protection, preventing or diminishing the conflicts of interests and avoiding strikes.All aspects of the labor- concern relationship are dynamic. The agreement has the role to duad the gap between the interests o f both berths. The terms of the hold are enforced by the steward (a representative of the union), acting like a policeman, continuously on the lookout. The labor agreements sack be conceived at different levels a single plant, a branch, a company or even nationally, for each genius with its own pros and cons. A superscript agreement is conceived for an entire company or branch, covering multiple site locations. There are several stages of a labor agreement to be discussed.First of all, the subdue has to be negotiated. This is ordinarily done once a year. Once a settlement has been made, the document has to be well understood by both parties. These selects detailed depth psychology of the clauses on both slopes. The next step is administration. This is too the process of acquiring ready to renegotiate. The way must do everything in its powers to assure a reasonable and accurate administration of the contract, showing flexibility at the identical time. Last but not leas t is the military rank process, upon any change of the terms.Since most people are routine-oriented and list to do in the forthcoming the same things they drive home been doing in the past, it is particularly important to look backward. study from history, in other words. This may guarantee successful planning of afterlife actions. In the following, I will analyze each stage, individualizing the for and against arguments to having a master labor contract. The agreement is the written image of a give-and-take relationship. within a company, the management faces the workers in a confrontation for the most benefits.The management has to satisfy diverse needs of the various audiences it must serve the executive director branch, the shareholders, the labor force, the public at large etc. The unions major interest is to represent the employees. There are also dissimilarities between management goals and management structure and the aims and methods adopted by the unions, resolv ing powering in labor-management differences. Management usually wants to provide for a flexible work force that can respond pronto to mission needs. Labor, on the other hand, wants stability, security, and job protection for the worker.Management strives to make competition among the workers and to identify the most efficient workers while the union workings for the adoption of common work rules and methods of compensation or reward which race to eliminate competition. What is, in this case, the better choice to have decompose union contracts for different plants or to have one master labor agreement? The negotiation table for a labor agreement resembles a strife field. Each participant fights for his own interest, throwing in all the weapons. Each side needs as much power as it can get.From a managers point of view it would be more advantageous to negotiate take apart union contracts, as it faces a less powerful opponent. Power is pertinacious by a number of factors. In t he case on unions, coat is the most important (size determined by the number of members). This is why with separate contracts the management may have an upper hand. But, on the other side of the coin lies a great expense of resources. Time and money are wasted when it comes to separate negotiations. However, the purpose is to maintain industrial peace, subject matter that whatever the results of the negotiations, they must happen upon both sides exigencies.At the very embrace of it, the labor agreement represents written policies and procedures created to ensure functionality and joy. This is why negotiations are problem-centered more time is spent on day-to-day problems than on defining nobble principles. Given the fact that current problems are usually very specialised to a certain situation, it means that separated labor contract would have the advantage of have a go at iting adequately with issues every time. A master agreement is in certain circumstances too general an d irrelevant, leading to a variance between contract and practice.Although trying to cover all reason in a written document is a lost cause, the contract has to be the foundation of the labor-management relationship, thus variances should be minimized. The aspects that escape the consideration of the negotiators have to be as few as possible. Another situation that may be encountered is a request for an increase of the wage at one of the plants. In the case of a master labor contract this would be resolved at a central level resulting in a waste of financial resources.But if the contracts were negotiated separately then the request could be met at an individual level. This would save money to the company. There are also other points to consider when deciding for a level of negotiation. Separate plants are located in different areas, characterized by different socio-economical factors. The areas degree of training may influence the discussions, providing an extra set of arguments t o one of the sides. The high unemployment rate, for example, turns the scale of measurement in favor of the employer, while a low one represents a vantage point for the union.Environment, the degree of education, the minimum wage, as well as other issues, add extra weight to one side of the balance. An probe is required (such as an environmental analysis), in each particular situation, in order to determine the better choice. Regarding the administration of the contract there are a few aspects worth to be taken into consideration at this point. Separate contracts allow the management to deal with problems one at a time, whereas a centralization of the process reduces the degree of mobility and may even result in financial losses or crisis situations.It is veritable, no doubt or so it, that it is easier to conduct one labor contract agreement for a number of plant locations. However, it is possible for the union to strike, closing down all the plants. As opposed to this undesirab le situation, if you have separate contracts, the union can simply strike one plant at a time, giving the management the time required to resolve the situation. Management must not take a unilateral action without first considering whether it has an obligation to discuss the action with the union.Matters of legitimate concern for the employees include personnel policies, practices and working conditions. In these cases the management must provide the union an opportunity to negotiate. So, whenever the company wants to bring change into any one of these fields it has to consult the union and it the chance to fetch its position. In this case it is somewhat difficult to negotiate separate contracts. legal transfer union representatives from each plant to the same negotiation table would require great synchronization and it would be a logistic nightmare.Also, to ease a smooth relationship with the employees, the management must inform them even concerning the changes that dont have t o be negotiated (retained management rights not subjected to negotiation). Another way management can help assure union understanding and, thus, facilitate efforts to properly conduct the agreement, is to distribute brief explanations of at least the key parts of the agreement in order to avoid misunderstandings. Jointly prepared articles can be included in the installation bulletin and union paper.Similarly, labor and management can work together in the preparation of special bulletins explaining the contract as the situation demands. All these actions are easier to perform and less demanding in the case of a master labor agreement. Worker representation and troth in management, through the union, could plausibly increase productivity in one or both of deuce ways. In the first place, it could serve as a no pecuniary incentive for workers by reducing the humdrum of work and enhancing the individual workers dignity and self-esteem.As a result, job satisfaction would be increased, a nd increased job satisfaction is allegedly conducive to higher(prenominal) productivity and lower unit costs. These would be even more true in the care of separate labor contracts. When the employees are represented by people they know or have a chance to meet and work with they will feel personally involved an underlying bend in favor of insiders. This is also a way to increase employee loyalty. The evaluation process helps creating a better contract.In order to evaluate, the management has to transport with the union members. Failure to talk to the troops is a problem that has been encountered with change magnitude regularity in the recent past in labor-management relations. Communications should take place regarding all actions affecting the work force. The managements task is to make sure that the talks process works for, not against, management. There are two different aspects to be taken into consideration the functional ones and the psychological ones.On a functional lev el, the communication process would be easier to sustain in the case of a master agreement, due to the fact that the management would deal with only a few union representatives. However, in the case of separate labor agreements, the communication would be more efficient because it would be more personal. The companies tend to be organized from the top down while unions tend to be organized from the bottom up. This is why the functional and the efficiency aspects of communication do not coincide in the two perspectives.