LABOR RELATIONS.

Running head: LABOR RELATIONS
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Order Id: 1034693 Labor Relations
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Labor Relations
Introduction
In modern society, unionization has increased in various sectors. From
the perspective of the administration of an organization, unions are awful
since they restrict the decision-making process concerning the terms and
conditions of the workplace. In case of a union suggestion, the management
should deliberate on any transformation before the union is initiated. Unions
are perceived as middlemen and are expensive (Aobdia and Cheng, 2018).
Workers must recompense unions fees and management incurs expenses of
pay and benefit increments. In this piece of work, a labor negotiation
simulation between three members of the union and three members of an
organization is presented.
Preparation and Pre-bargaining Roles, Strategy, Priorities
The motive of the labor discussion between members of the union and
those of an organization is meant to bear collective bargaining between the
employer and the union's reporting staffs. Collective bargaining aims to
stress on worker's job security, protection, health & safety, operating period,
low compensations and anxiety to loss an occupation (Zhou et al., 2017).
The organization and sector in question in this labor relation discussion is a
hospital and health care respectively. In this collection bargaining process,
the team members will comprise three associates from the organization who

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are the Human Resource Manager, Operational Manager and a senior
executive officer, and three individuals from the union comprising of the
Chief Negotiator, regional union’s steward and a representative of the
union’s leader.
Core Events and Decisions
Pre-Negotiation
The pre-negotiation stage will involve the leading task of the two
teams which is to establish an outline of proposals that needs them to gather
information from various stakeholders. Each member of the team is required
to have something to present to the panel. Also, the negotiation procedure
and protocol of the discussion will be outlined in this phase.
Establishing the Negotiation Range
During this stage, the members of the team will gather at the bargaining
table and begin by introducing themselves and the side they represent. The
overall proposals will also be listed in this stage.
Narrowing the Bargaining Range
During narrowing the bargaining range stage, each of the two teams will
make determinations and counter-proposals to reveal the other group's
bottom line. This stage will then involve analyzing the entire proposal
provided by both teams.
The Crisis Stage
In this stage, the teams will decide if to approve the proposals or reject

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them. The decision should be made in the form of an agreement.
Ratification
During ratification which is the final stage of the collective bargaining course,
assemblies among the core members of both teams will be held and a
concluding consensus will be realized.
Identification of Roles
In a bargaining process, description of roles is a significant part of the
negotiation course since it impacts the results directly. These results are
described in Appendix A and Appendix B in form of SWOT analysis of the
participants and the cost of the final agreement. In this labor relation
simulation, the members of the negotiation team, as well as their functions,
are as follows;
1. Human Resource Manager -Steve
In this labor negotiation simulation, Steve, the Human Resource Manager will
represent the employer.
2. Operational Manager – O'Sullivan
The role of O'Sullivan will be to present the current employee data storage
approaches. He will point out its advantages and disadvantages.
3. A member of the executive- Edward
The executive member will be present mainly to encourage the members of
a reasonable and affordable budget for the new software.
4. Chief Negotiator –Michael