Summative Assessment Unions

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Jan 9, 2024

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Summative Assessment: Unions Ashley N. Johnson University of Phoenix HRM/PA534 Dr.Bill Markopolous October 3, 2023

Introduction A union can be as informal as a band of salespeople telling the boss they’re not going to come in the next morning unless the coffeemaker is fixed. Most discussion, however, surrounds larger and more formalized unions: members pay dues, hold elections to choose leaders, and in the largest instances, hire a professional management team to advocate for the laborers’ common interests (15.4 Unions, 2023). Freedom of Association Freedom of association entails respect for the right of employers and workers to freely and voluntarily establish and join organizations of their own choice, according to the International Labour Organization (ILO)(Freedom of Association, 2023). Individuals, according to critics, must have the freedom to voluntarily form or dissolve relationships with others. Argument asserts that the requirement of union membership or the practice of collective bargaining has the potential to violate individual liberties. Employees should have the right to autonomously negotiate their working conditions without the involvement of labor unions, according to the argument. Opponents argue that mandatory membership or payment of union dues violates the autonomy of individuals to exercise their own agency in negotiating agreements with employers. Efficiency and Meritocracy Critics assert that labor unions have the potential to hinder workplace productivity and production. The authors argue that labor unions frequently prioritize the interests of their members over the organization's overarching goals. The aforementioned conditions may lead to the establishment of rigid work regulations, a reluctance to embrace change, and a decreased level of organizational adaptability. Critics assert that labor unions have the potential to

undermine meritocracy, in which individuals are rewarded according to their demonstrated talents, abilities, and performance. According to their argument, unions sometimes place an emphasis on seniority-based promotions and pay schedules, thereby rewarding average performance and discouraging individual initiative and productivity. Market Dynamics Some people argue that the supply and demand in the market should be trusted to adequately regulate wages, working conditions, and the preservation of employee rights. By raising salaries artificially and forcing additional costs on businesses, labor unions, so the argument goes, disturb the natural market mechanisms. Their point is that the aforementioned scenario could have unintended consequences, such as increased unemployment or decreased competitiveness, particularly for smaller firms that may have trouble meeting the restrictions imposed by labor unions. Some people think that the absence of union involvement in market dynamics leads to better resource allocation and therefore more economic growth. Exclusionary Nature The potential for discrimination that unions may cause is a common point of criticism. The authors argue that unions only look out for their own members' interests, which could lead to an unfair distribution of resources. It is generally accepted that unionized workers enjoy better wages, benefits, and job security than their non-unionized colleagues. It's possible that this trend could cause discord among workers, since non-unionized workers might feel left out of the perks enjoyed by unionized staff. There are many who worry that having distinct departments will make employees resentful of one another and make it harder for them to work together and build team spirit. Legal and Ethical Concerns

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Union opponents are often concerned about specific actions taken by labor unions, such as strikes, picketing, and the use of collective bargaining power to win concessions. To paraphrase the authors, "the use of these strategies has the potential to impede the smooth functioning of company activities, to negatively impact individuals who are not affiliated with labor unions or consumers," and "to potentially infringe against the legal rights of employers." Some people think that doing so compromises the principle of fair competition and raises ethical questions, especially if it harms unconnected third parties. Collectively, these arguments pose a challenge to the ethical justification for unions by emphasizing the significance of individual freedom, efficiency, market dynamics, the possibility of exclusionary consequences, and legal or ethical considerations associated with union activity. It is essential to recognize that the aforementioned arguments are not exhaustive and that there are other perspectives that support the ethical necessity of labor unions. In conclusion, the preceding criticisms of the ethical justification for labor unions bring up questions regarding individual liberty, workplace effectiveness, market forces, the likelihood of discrimination, as well as the law and ethics. Critics contend that if workers are required to join a union or participate in collective bargaining, this violates their constitutionally protected right to free association. Both workers and corporations would have fewer options available to them as a result of this. Some people believe that labor unions are bad for productivity in the workplace because they prioritize the requirements of the union's members over the needs of the corporation as a whole, which can lead to an erosion of the concept of meritocracy in the workplace. There is a school of thought that contends labor unions are a threat to the market mechanisms that determine pay and other aspects of working conditions in free economies. They

are concerned that as a result of this turmoil, unforeseen repercussions may develop, such as a loss of jobs or a reduction in the company's competitiveness. Union detractors are also concerned that the benefits that unions provide are mostly enjoyed by unionized workers. This is due to the fact that unions are exclusive. They feel that this contributes to divisions among the members of the workforce. In addition, opponents of unions refer to some acts taken by unions, such as strikes or picketing, and argue that these activities can have a negative influence on businesses, employees who are not members of a union, and the rights of employers.

References Freedom of Association, (2023). Retrieved from https://bhr- navigator.unglobalcompact.org/issues/freedom-of-association/ 15.4 Unions (2023). Retrieved from https://bhr-navigator.unglobalcompact.org/issues/freedom- of-association/

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Summative Assessment Unions

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