HUMAN RESOURCE MGMT METHODS II/#8

Human Resource Management Methods II 8

Human Resource Management Methods II 8 In the American labor movement , perhaps no other mechanism has brought about more change and controversy than the collective bargaining unit . The collective bargaining unit , likewise , is viewed differently from the viewpoint of a company director and organizations such as the National Labor Relations Board (NLRB ) who determines the suitability of collective bargaining units themselves (National Labor Relations Board 2006

Putting one 's self in the role of a company director , the collective bargaining unit would most likely

be viewed as an obstacle to the worker /manager relationship , as collective bargaining , in fairness , does sometimes impede the ability of workplace leaders to perform their jobs effectively . For the NLRB , of course , collective bargaining units are important , provided they meet established criteria , chief among these criteria being at least a 30 majority in the workplace in favor of establishing a new collective bargaining unit , or to abolish one already in place (National Labor Relations Board , 2006 . Also , the NLRB operates within the guidelines of federal labor regulations such as the National Labor Relations Act (NLRA

As a conclusion , the issue of the viability of unions and the status of union in 21st century workplaces is worthy of note . While , of course there are exceptions to the rule , unions and union membership in the present day are dwindling . However , in closing , let it be understood that collective bargaining has played an important role in protecting the rights of workers in the past , and surely has a place in doing so in the future

References (National Labor Relations Board , 2006 (National Labor Relations Board 2006 NLRB Procedures Guide )National Labor Relations Board (2006 . NLRB Procedures Guide . Retrieved March 5 , 2007 , from NLRB Web Site http /www .nlrb .gov

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