What is the role of management and unions in society today?

Management in the business world refers to the techniques used to accomplish organizational objectives that are essential based on strategic planning and implementation. Management role therefore is mainly to foresee that an organization attains its objectives through effective allocation of duties to be performed by employees. Evaluation of the workers skills, proper equipment and a friendly working environment for successful achievement of organizational set goals. Labor unions on the other hand consists of workers representatives that act as mediators in the negotiating process. Labor unions actively safeguard the interests and rights of workers, guarantee optimal working conditions and negotiate on behalf of workers through collective bargaining (Katz & Kochan, 2004).

How has this changed over the last 100 years?

The roles of both management have tremendously over the last century whereby new emerging roles are noted. Labor unions became popular right after the Civil War where workers needed a common voice to deal with their unfair employees. Organized labor in the 1920s declined, and management was overtaken by unions who organized most of the large American and European industries and negotiated for employees’ wages, proper equipment, and safety along with the organizational control. After the World War 11, most labor union leaders became corrupt and there was lack of direction among the labor force thus drop in productivity observed. In the 1970s, the union power in management declined and specialists in management took over for optimal allocation of resources. The role played currently by management in control of the internal affairs of an organization is more felt whereas the unions are active in collective bargaining (Katz & Kochan, 2004).

How do the history of unions and the collective bargaining process impact negotiations today? What are some of the current trends or problems in labor relation practices?

The history of unions has impacted the collective bargaining process in the present. National bargaining systems are presently not used as much as the enterprise level bargaining. The decline in union membership is an indicator that it is through enterprise-level bargaining that specific issues such as working time, new work organization, and promotion of more workers can be addressed effectively. Involvement of management in the collective bargaining process has as well impacted the negotiating process. Labor relations practices encounter frictions from both the organizational level and the union level (Katz & Kochan, 2004). Organizational are resistant to changes thus may decline the offer being placed by the union. As a result, conflict of interest is experienced thus affecting the flow of negotiations.

Would this negotiation process differ if it involved a public compared to a private-sector union?

A public sector negotiating process may differ from the private sector especially because public sectors are largely influenced by the social and political factors. Resistance experienced in private sector negotiations is minimal in the case of the public sector. The alliance of unions with the government is likely to make the collective bargaining process easier for the employees.

How has this exercise increased your understanding of the collective bargaining process? What is your assessment of the value of mediation and arbitration in this process?

The negotiating process in collective bargaining is an industrial relations tool that aims at strengthening employer-employee relationships. Some of the elements that must be present in negotiation and collective bargaining include; negotiating team, freedom of association, observance of agreements, conflict resolution parties such as arbitrators, proper internal communication and good faith principles (Katz & Kochan, 2004). The mediators and arbitrators are only supposed to intervene in the case of conflict of interests and disagreements and ensure that the management practices fairness and serves the interests of workers.

Explain the value of the various organizational leadership competencies that are important to be successful in this type of negotiation process

The role played by negotiation elements including; communication, problem solving, teamwork, analytical skills, legal and ethical practices, strategic approach and research is crucial for the success of the negotiation process as it is through the contribution of each that there are agreements. Labor unions, management and the workforce can portray patience and reach an agreement through these leadership values.