Sociology and Labor Relations

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Sociology provides insight and ideas that enhance the comprehension of labor relations in the society together with behaviors, which are employment related. Sociology explains how people in similar environments form organizations voluntarily. Sociology equally contributes to the understanding of the process, which workers employ in forming groups and unions.

Employer Tactics for Derailing Union Formations

Employers utilize tactics to limit and derail the efforts of employees when forming unions. The most outstanding tactic includes forceful resistance towards the workers unions (Holley, Kenneth and Roger, 2008). The employers vigorously derail a union’s efforts through open shop movement, whose rationale was to allow employees join labor unions.

The American plan was a sole motive for the movement where companies wished that employees maintained the nation’s value of strong individualism rather than outward, revolutionary, and fraudulent principles of worker unions.

The employers also used industrial spies whose work was to establish employees who supported unions. Employees identified through this means were relieved of their duties and black listed thus were not able to access employment somewhere else (Holley, Kenneth and Roger, 2008).

Employers also used aggression towards employees taking part in organizing union meetings. They utilized “Mohawk Valley Formula” entailing steps of forming peoples committee in the society, branding the union officials rebels, initiating hostility, pronouncing a crisis, and systematizing a get to work movement (Holley, Kenneth and Roger, 2008).

They ensured that employees who heeded “get to work call” walked into the place of work under the surveillance of armed police (Holley, Kenneth and Roger, 2008). The companies also utilized paternalism as a management strategy where employers were looked upon as parents. Furthermore, workforce relied on them for guidance and protection. The strategy employed provision of free food, holidays, workplace mentoring, and benefits (Holley, Kenneth and Roger, 2008).

An additional strategy utilized was availing options to employees through company unions or “Employee Representation Plans”, (EPR) where employers handpicked the company union leaders to address the workers grievances with the management team (Holley, Kenneth and Roger, 2008).

Employers manipulated decisions of EPRs and provided necessary logistics for their operations. Management controlled most actions of EPR in the places of work (Holley, Kenneth and Roger, 2008). To a larger extent employer paternalism may still be applicable considerably in the aspect of availing to the employee benefits and holidays.

The benefits plans may take place in the form of retirement pensions, health benefits, and holiday plans where employee would team build and bond together for better relations at the work place after the holidays.

AFL and CIO Merger

The merger between “American Federation of Labor”, (AFL) and “Congress of Industrial Organizations” (CIO) in 1955 was apparently the most striking progress in managed labor (Jillson, 2009). During the merger period, Reuther was president of CIO and Meany was president of AFL.

The two leaders had no known history of opposition thus making the merger an easier task (Jillson, 2009). The second reason that necessitated the merger was the realized incompetence of individual group raiding where irregularities during elections happened with voted leaders changing their affiliations from one faction to another (Jillson, 2009).

To avoid the raiding and poaching of members from one another, the two unions merged to wok on same goals that were tenable through a merger. The merger envisaged more membership and stronger political weight for workers within the nation’s double party structure (Holley, Kenneth and Roger, 2008).

Unfortunately, the merger has not resulted in a remarkable escalation of workers membership and political weight as hoped. This scenario raises inquiry whether the amalgamation will continue based on the reasons that led to its formation. The already good employer and workers relationship may sustain the merger (Holley, Kenneth and Roger, 2008).

Similarities of Organized Labor: The End of World War 2 and Present Period

The similarities of organized labor between end of World War 2 and the present day include the continued embodiment of smaller numbers of employees. Further, they have dominant fiscal and societal pressure in the U.S. Furthermore, they also continue to perpetuate workers short term financial and employment security aspirations. This situation ensures that unions work on behalf of its affiliates (Holley, Kenneth and Roger, 2008).

Organized Labor Influence on Politics

Organized labor unions have a considerable political influence in the U.S. This is because they have a huge membership and may provide support to endorsed candidates. As observed by Asher, Heberlig, Ripley, and Snyder (2001) the unions create a much greater influence in supporting the approved contestant.

The unions can cultivate a common sense of dedication and loyalty to the candidates so long as the candidates can pledge to sustain the movement’s demands. In addition, the existing union structure can be engaged in organizing political rallies and campaigning for particular candidates. Furthermore, unions participate in general elections apart from referendums. (Asher et al., 2001)

Contribution of Labor Laws to Unions, Yellow Dog Contracts, and Court Injunctions

The labor laws contribute to better services from employers directed at the workers. The laws also outlaw blatant discrimination of employees and outlining ways of settling disputes rather than discharging workers. However, in another front the labor laws may have resulted into more damage to the workers.

“The case of National Industrial Recovery Act” (NIRA) which was defective in not requiring employers to negotiate with unions and failure of the “National Labor Board” (NLB) to act resulted into workers rights to further collective bargaining flouted (Holley, Kenneth and Roger, 2008). “Yellow – dog contracts” entails concurrence between the employee and the employer.

The contract acknowledged that employees would not become part of a union after employment. The workers failing to sign the pact were discharged. Conversely, labor injunctions are court order, which outlawed or constrained any actions regarding labor problems. They primarily gained usage in stopping planned strikes (Johnson, 2009).

Clayton Act and Reasons for Separate Labor Law for Airline and Railroads

The Clayton Act passed in 1914 failed to realize its intentions since the Act never created an executive outfit pertinent for enforcing the Act. The Act also fell short of recognizing and outlawing most the employer unwarranted workers mistreatment (Holley, Kenneth and Roger, 2008). Workers continued to seek justice from the judiciary.

The haulage business requires little disruptions even where labor disputes happen. The two industries needed a law that would enable provision of tenable and workable labor relations with little disruptions in trade. The industries also created a formula for addressing disagreements by establishing mediation and adjustments board (Holley, Kenneth and Roger, 2008).

Setting of Common Goals between Employers and Labor Union

The setting of harmonized goals for both employers and unions is a sustainable means of ensuring lasting solutions to feuds in the work places. This would entail elaborate discussions and conciliation on strong positions to ensure that both parties come out with a win – win plan for the better operations. Workers get a good deal and employers gain by setting goals in a participatory manner that lead to higher profits with little crises and disputes.

“Business Agent, Shop Steward, and International Union Representative”

The business agent in a local union is a key administrator taking a full time work for the union. The business agent avails services like the president of a huge union. The business agent also plays a central role in addressing matters related to its member’s accusations of the administration (Holley, Kenneth and Roger, 2008).

Shop stewards are among the senior workers managing workers complaints and representing business agents. They relay information to the business agent anomalies and have momentous influence on union members.

An “international union representative” is personnel in a union helping the local staff in bargaining and enforcing labor accord (Holley, Kenneth and Roger, 2008). Further, the personnel ensure that grass root undertakings match the national regulations.

Right-to-Work Philosophy

The right-to-work philosophy does not necessarily improve the living standards of people in states subscribing to the philosophy. In fact, the philosophy has a negative impact on employee’s ability to bargain for better deals (Holley, Kenneth and Roger, 2008).

It is clear that this philosophy denies workers the opportunity to obtain good pay from employers yet they can do little to change this scenario. Workers should not take up employment on the grounds that, they could get salary regardless of the amount.

It is against rights that require employers to pay salaries enables workers to live comfortably. The philosophy also negates the interest of collective bargaining where a group necessitates more appeal compared to an individual (Holley, Kenneth and Roger, 2008).

DO’s and DON’Ts for Union Supervisors

Supervisors who engage in the campaigns for labor unions need to be guided by certain “do’s” and “don’ts”, which they follow to avoid distorting the worker’s interests. In my opinion, the “do’s” may include establishing the management commitment thus tackling workers complaints, representing workers opinions.

Furthermore, arousing the executive concerns towards workers is equally paramount. Possible concerns, which one ought to avoid, incorporate suggesting possible solutions throughout negotiations. It is equally crucial to avoid the provision of the worker’s proposal. and concurring with the administration, a process that may escalate problems.

This statement means that, unions cannot organize employees while the management is responsible for the same. The statement may indicate that management of the companies is responsible for keeping employees on work thereby enabling them to join organized unions.

New Strategies for Responding to Employers Non-Union Efforts

Strategies used to frustrate employer interest in union activities is subject to a well thought official complaint settling procedure, which may lead to arbitration by third party officials (Holley, Kenneth and Roger, 2008).

The third party brings together the employers and the unions thus discussing ways of harmonizing goals. Influential leaders also assume responsibilities for feuds resolution. The most effective strategy is using a mediator to resolve disputes (Holley, Kenneth and Roger, 2008).

References

Asher. H., Heberlig, E., Ripley, R. and Snyder, K. (2001). American Labor Unions in the Electoral Arena. Lanham, ML: Rowman & Littlefield.

Holley, W., Kenneth, M. and Roger, S. (2008). The Labor Relations Process. 8^th Ed. Orlando, FL: Harcourt College Publishers.

Jillson, C. (2009). American Government: Political Development and Institutional Change. 5^th Ed. New York, NY: Taylor & Francis.

Johnson, D. (2009). The Laws That Shaped America: Fifteen Acts of Congress and Their Lasting Impact. New York, NY: Taylor & Francis.

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