Critical Analysis on the Future of Unions

Running head: CRITICAL ANALYSIS ON THE FUTURE OF UNIONS
Critical analysis on the future of unions
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Author’s Note

1CRITICAL ANALYSIS ON THE FUTURE OF UNIONS
Table of Contents
1. Historical information in terms of the unions that they may carry from now into the future era?
.........................................................................................................................................................2
2. How unionization affects individual employees, management, and companies in general........2
3. Interests the union itself may try to maintain, despite organizational needs or goals.................4
6. Variances of for-profit and not-for-profit unionization?.............................................................6
8. The impact of wellness initiatives and employee safety and risk management for the trade
unions?.............................................................................................................................................8
Every organization with representatives who..................................................................................8
9. Challenges multi-national companies must prepare for in order to successfully compete in a
future global business setting?.........................................................................................................9
References......................................................................................................................................11

2CRITICAL ANALYSIS ON THE FUTURE OF UNIONS
1. Historical information in terms of the unions that they may carry from now into the
future era?
Unions have always demanded their rights for shit timing, wage and salary structure.
They have seen their position within the downward hierarchy for which they have always
claimed for equal rights in the organization. The union’s body has been fighting continuously for
their rights. However, this seems to be taking place shortly as this was the pas demand which
still exists in today’s era (Laclau et al., 2014). Moreover, the unions claim that they do not have a
suitable and proper scenario to survive within the business context, for which they are unable to
complete their day to day family, personal as well as social needs. However, the number of
measures has been taken place to give priorities to their needs. The union’s irrespective of the
development claims that their needs are not fulfilled and demand for more improvement. The
unions claim their position to be of equal as compared to that of the other working employees of
the organization and as well as of the society (Soetendorp et al., 2014). It seems like this move of
the unions is never going to be replaced irrespective of the number of measures taken by the
government and senior executives to overcome the problems of the unions. The unions continue
to serve the interest of the employees, they consider this fact as their shield towards the demand,
and it seems like this will be carried out in the future too. In the past employee main motive was
to address their needs; they fail to understand the economic circumstances and the financial
stability of the firm. They give priorities to their interest.
2. How unionization affects individual employees, management, and companies in general.
The National labour Relations Act respects the formation of unions. According to this
legislation, it states that employees possess the right to organise, assist, or join and make use of
the collective bargaining process. This is to make sure that unfair trade practices are eliminated.

3CRITICAL ANALYSIS ON THE FUTURE OF UNIONS
However, unionized labour makes sure for the well-being of the work environment and
livelihood structure. Unionized labour very often leads to an increase in the wage structure that is
paid by the company to their employees (Hirsch et al., 2017).
However, this results in a capped salary or wage structure of the performing and deserving
employees and results in the increase and advantage for the undeforming employees. This
directly causes the productivity of the firm, management as well as of the performing employee.
Moreover, unionized introduce collective bargaining that avails the underperforming employee
avail the opportunity to enjoy in spite of the lack of performance.
Bloated pension plans, collective bargaining agreement is used to formulate favourable employee
pension plans other fringe benefits. This particular pension and benefits scheme lead to increase
of the cost per employee that is being paid by the organization, and which is higher than normal
average compensation rates as compared to that of the open market (Epstein et al., 2018).
Workforce Reduction, The corporate firm fail to eliminate the number of jobs that exist for the
hiring of unionized labours. On the other contrary, collective bargaining agreements state the
standard to maintain an adequate number of unionized workers and employees. However, even
during the disaster times in times of economic failure and downtime of the business firm
organization is not able to eliminate the amount of the workforce.
Considerations, The organizational bodies that serve reasonable compensation structure and
above average benefit packages to the employees fail to disallow the employees to form a union
(Bridoux et al., 2014).