Impact of Unions on Human Resources Management Research Paper

Impact of Unions on world Resources Management - Research constitution ExampleThe approach taken by this paper focuses on the context of both the employees and the employer, in parade to understand how basing on these two, centers influence the human resources management of an organization. Overall, this paper will immortalise that unions have both negative and positive impact on human resources management of an organization. Literature Review Labor Laws, Unions, and Human Resources Management Labor laws are essential in guiding the relationship between the employers, the employees, and the unions. Therefore, through them, thither arise various expectations, which influence the management of a unionized organization in various ways. Neuser and pooch (2010) wrote an article, which explores the state of hol minuscule laws in the United States. In their article titled What Every Employer Should Know intimately the Law of Union Organizing, Neuser and Barker explore the various la bor laws in the United States, and interpret them to show how these influence employers, and what is wrong or right for employers to do when faced with unionization. Nonetheless, a major aspect of employers actions, which the labor laws guide, is the counter-campaign. Neuser and Barker (6) argue that, An employer is permitted, and is almost always salubrious advised, to conduct an employee informational campaign when confronted with a union organizing campaign. However, the carriage through which this is done determines whether the labor laws are violated or adhered to by the employer. The counter-campaign by the employer results in changes in the human resources and management practices in a company. However, an employer conducts a counter-campaign, in accordance with the Section 8(a) of the Act, as well as various opinions by the judicial and the board. Therefore, in a bid to prevent employees from unionizing, employers might keep up additional human resources practices, or imp rove on the existing human resources practices, in order to incite employee job felicity. For instance, they might increase employee salaries, promote some employees to higher position, and generally improve on the running(a) conditions of employees. Nonetheless, all these changes and new adoptions in HR practices will have been brought about by unionization. However, Neuser and Barker mark that this counter-campaign should not infringe on any labor law (26). Unionizing, Job Satisfaction, and Human Resources Management confused researches have been conducted to explore the effect of unionizing on employee job mirth. In their study, Bryson, Cappellari, and Lucifora (2010) explored the effect of unionizing on employee job satisfaction in Britain. Results show that there are no significant differences in the level of job satisfaction between union and nonunion employees. However, for those union employees that lacked collective bargaining, the level of job satisfaction was found to be lower. Nonetheless, collective bargaining is an important determinant of job satisfaction for union workers. In another study, Artz (2010) investigated how union experience influences employee job satisfaction. Results showed that job satisfaction was only higher among the employers, who were in unions for the first time, thus low experience in unions. However, the more an employee gained increased experience in uni