Posted: March 26th, 2022

Conflict Management in Unionized Environments

Conflict Management in Unionized Environments
The response must be 250 words and use at least 2 scholarly citation(s) in APA format. Any sources cited must have been published within the last five years. Acceptable sources include texts, articles, presentations, the Bible, blogs, videos, etc.

Textbook: Raines, S. (2020). Conflict Management for Managers: Resolving Workplace, Client, and Policy Disputes (2nd ed.). Lanham, MD: Rowman & Littlefield. ISBN: 9781538119938

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The answer needs to be 250 words long and include at least two scholarly references in APA format. Any sources you use must have come out in the last five years. Texts, articles, presentations, the Bible, blogs, videos, etc. are all good sources.

Raines, S. (1996). (2020). How to Handle Workplace, Client, and Policy Disputes: Conflict Management for Managers (2nd ed.). Rowman & Littlefield is in Lanham, MD. ISBN: 9781538119938

How to Deal with Conflict in Unionized Environments

In the United States, the relationship between unions and management/labor in the workplace has been tense. Labor unions were started in the 1830s to protect workers from the abuses of management that were common in the 19th and 20th centuries. Being able to form alliances like those found in labor unions gave employees a clear way to voice their concerns. Many workers thought that safety and wages caused problems between management workers and union reps. Raines (2020) says he was fired unfairly, treated badly, harassed, there were safety concerns at work, there was discrimination, there was a fight within the team, there were personality conflicts, and so on (p. 194).

Putting together labor unions

In history, unionized workplaces can be traced back to the time after the Black Death in Europe. Europe lost a lot of workers because of the plague. Along with the growing economic stagnation, a drop in production caused the prices of goods to go up, creating a need for workers. In this case, the workers were able to ask for a living wage and better working conditions. As a result of their need to produce, the people in the ruling class were forced to pay the required wages and improve working conditions. Both sides knew that one needed to make money and the other had something that people wanted. Both sides knew that they needed each other for the business to be successful. The idea that workers and managers should work well together would be around for hundreds of years.

During the Middle Ages, a lot of people in Europe died because of the effects of the plague. This made it hard to find people to work in the fields. Because there wasn’t enough work, Surfs had to work longer hours. The longer hours and lack of workers made it possible for the lords and the surfs to come to a new agreement. The first form of collective bargaining used in labor negotiations was being able to negotiate from a position of strength.

The Great Depression, Unions, and Post-Industrial America

In the 1920s and 1930s, when the unemployment rate in the United States reached 14% during the Great Depression, labor unions began to form as a way for workers to bargain as a group. During this time, America was changing from a mostly agricultural society to a mechanized industry. This led to the need for a specialized labor force, the problem of child labor, and the acceptance of unskilled labor as the backbone of the industrialized workforce. During this time, management didn’t think about the idea of a minimum wage set by the government.

Labor protections got their start in the heavily industrialized Northern and Eastern states, which showed how important unions were and how they were linked to a better economy. Ahlquist (2017) says that unionization is linked to both redistribution of income and financial risk in rich democracies. This shows that unions can be political actors. So far as unions tend to get people lower on the income scale to take action (P. 41).

Negotiating as a group

In the process of resolving a conflict, the people who are interested work together to come to an agreement. The outside world has a big impact on the process and can have an effect on collective bargaining. Katz et al. (2017) say that the external environment is made up of five key parts: the (micro and macro) economic climate, the law and public opinion, the demographic context, social attitudes, and the technological context (p. 9). The idea makes it possible to decide when and where negotiations should take place in a good way.

Christian View of the World

A man with a short fuse causes trouble, but one who is slow to anger calms it down (Proverbs 15:18, ESV).

References

Ahlquist, J. S. (2017). Labor Unions, Political Representation, and Economic Inequality.

The 20th Annual Review of Political Science (1)

https://doi.org/1146/annurev-polisci-051215-023225

Katz, Harry C., T. A. Kochan, and A. J. S. Colvin (2017). Collective Bargaining and Labor Relations in the U.S. (5th Ed).

Press of Cornell University

Raines, S. S. (2020). Conflict

Management for Managers: How to Handle Conflicts at Work, with Clients, and Over Policy.

The Rowman & Littlefield Publishing Group, Inc.

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