Leadership

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We started this term only 7 weeks ago, and the end result is that it has challenged me to personally look at unionization, management, and the negotiating process in different ways than ever before.  We have discussed our own positions on unions in the workplace, our understanding of the history of unions, their benefits or lack thereof, and even had the chance to work together to find solutions to contract disputes.  We have learned about collective bargaining agreements, there value, and how complicated the language can often be.  Perhaps, the most beneficial part of the class for me was that it opened my eyes to another position that I really wasn’t able to put myself in before.  Growing up, my family owned a large farm, and an agriculture dealership.  For the greater part of my life, I worked to make both of these successful, but always took an ownership or leadership role.  After moving away from home, my experience landed me immediately into a supervisor role, and I have continued to find promotion in management, effectively never finding myself as the laborer.  I think this gives me a unique perspective, but also gave me a chance to really learn a lot during this term.  

One of the first questions we were asked this term was whether unions really held a place in society today?  After reading the posts, my conclusion was that as a group, we definitely recognized the value that they once had, the groundwork that they played, and the recognition that they created benefits for workers that cannot be underestimated. That being said, the overwhelming tone seemed to be that they were not as relevant today, and the value they once had is certainly not there today.  I definitely think that most of the articles I read support this position.   Labor unions definitely made sense when we America was predominantly a manufacturing economy, but today, we have machines and computers that doing most repetitive manufacturing tasks, and it is certainly far from a manufacturing economy.  Today, we have a global economy that is specialized, and it relies on skilled labor and specialized experience.   This change in the economy has created an environment that demands productivity and high performance in the workplace.  This combination demands a culture that doesn’t treat everyone the same because of a labor contract, but rewards individuals for everything they bring to the workplace.  It isn’t just the changes from manufacturing to skilled labor that has effected the union support and membership, but also trade agreements and free enterprise.  These changes have created a business environment that doesn’t allow private companies to simply raise wages and costs, and then pass it on to the consumer without risk.  Free enterprise has given management the ability to control costs, including labor, allowing them to be more competitive in the market place.  These changes have made it more difficult for unions to negotiate higher wages and better benefit structures.  In cases where management has agreed to higher costs, they have either reduced the labor force over time, or made hiring qualifications very specific.  These changes allow them to hire more skilled and experienced employees that will be more productive to compensate for the higher wage cost.  

Anywhere we find unions and management, we find conflict.  There was major conflict during the formation of unions prior to World War II, and we still find it today.  Each has their own vision on what labor is, and even through the changes in the last 90 years, that hasn’t changed.  Management believes that labor is a commodity and it is purchased through wages.  It is something that is bought and sold, and free enterprise allows management to set the terms of the agreement.  The union believes that labor is more than something that can be bought and sold.  Labor is something that is alive, and workers have a right and deserve a say in the conditions of that labor.  In addition, unions support the idea that a basic human right is one that allows workers to organize and advocate for their own terms.  These ideals are different, and both have played key part in how workers view both management and a unions role in society today.  The resounding opinion according to most articles, is that workers are truly conflicted on a unions worth.  Conditions in the workplace have changed because of legislation, safety advancements, economical pressures, and job demands.  These changes have made management adhere to standards of pay, benefits, safety, and fair treatment.  Looking at the services a union can provide, a lot of their bargaining power is essentially limited.  Combine that fact with surveys that say workers today are less likely or comfortable with collective action, have little trust in union leaders because of deceit and corruption, and it isn’t any wonder that union numbers are still falling.