Name: Christine Umeana Course Code: Mgmt570 Course Name: Employment Relationship Submitted To: Prof. Tarik Timur

NAME: CHRISTINE UMEANA
COURSE CODE: MGMT570

COURSE NAME: EMPLOYMENT RELATIONSHIP
SUBMITTED TO: PROF. TARIK TIMUR
INTRODUCTION
To analyze whether or not unions are still a much-needed body, how they play their roles by
their actions to achieve their goals and its implication to employment relationship will be
considered. However, it is a belief that unions are still needed especially with the evolving laws
and policies that are out to benefit managements and governments while almost sidelining the
interests of employees.
Mutual insurance – employment or unemployment insurance payments. The employment
insurance payment is a certain amount percentage that is deducted from an employee’s
paycheck and paid to the government. In the instance that such an employee loses that paying
job, the government depending on the country takes on the responsibility of the person by
paying between 60-75% of the persons last paycheck monthly, this is almost like relief funds.
The unions in this regard steps in and pays whatever percentage is left to complete the persons
paycheck as long as the person when in employment was a union member and paid dues. This
is done till the person is able to secure another paying job. The process of the government and
the union paying such funds is known as mutual insurance.
Collective representation and bargaining – this process is when the union body unilaterally
comes forward to represent the interest of all its members on a broad range of problems. This
can be as a result of an injustice or otherwise. Due to both unions and employers trying to
cover all front to ensure absence of exposure or weak links, there are increased cases of
problems and the unions use collective bargaining as a tool to ensure or increase the chances of
a “win-win” situation; this means that there is the interest of both management and unions
reaching a consensus where both parties are satisfied. The “win-win” strategy erases the feeling
of loss from either party which is a contributing factor to spoiling the employment relationship
between the employer and employee. In other words, this process aims to bridge the
communication gap. However, despite this strategy, the most played out circumstance is the
“win-lose” situation. Therefore, the union is required in this instance to prioritize the interest of
the employees and ensure they are not on the losing side.
Unions are becoming more involved in joint participation inside the workplace with
management to ensure that employees interests are protected or evenly considered in top
managerial decisions like gain sharing. They are also getting involved in joint participation
outside the workplace with the government; what this does is that it protects the legal
interests, social interests, political interest of employees.
In my opinion, there are negatives and positives to joining a union. The negatives are centered
around pressure to joining a union in a corporate world where most of its members are already
unionized, there is also the issue of the hostility joining a union brings into the relationship
between an employer and an employee. This hostility causes communication gap which means
that “on the go” problem solving strategies where an employee can run to an employer
immediately a problem is encountered for a solution becomes nearly impossible; rather there
will be more prolonged problem solving as everything presented to management needs to be
done by the book and by a union representative.
However, the positives far outweigh the negatives as despite earlier discussed negatives, it is
clear that the interest of the union is the well-being and deserved rights of its members being
looked after. Employees are less bothered about being cheated, also in countries where the
power distance is high, unions ensure employees are not cheated out of their rights. There is a
fair consideration of the employees’ interests and easier access to more widespread
opportunities. In and outside paid employments, unions ensure its members are well taken care
of, also, they are not firsthand hostile as they aim to satisfy both employers and employees, but
in the instance that flouts, their fallback plan is upholding the interests of its members.
In conclusion, employment relationships in and outside the workplace are tested with the
presence of unions, but in the long run and on a broader perspective, the power distance,
political standing, cultural beliefs, social standing of the particular country on a larger scale
depicts how union actions and decisions affects employment relationships. Unions are still very
much needed to give its members a fighting chance for equity and fairness.

Name: Christine Umeana Course Code: Mgmt570 Course Name: Employment Relationship Submitted To: Prof. Tarik Timur

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Name: Christine Umeana Course Code: Mgmt570 Course Name: Employment Relationship Submitted To: Prof. Tarik Timur

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