Workers' representatives and trade unions role--美国Essay代写范文

美国Essay代写范文:“Workers' representatives and trade unions role”，这篇论文主要描述的是当工人与雇主之间发生争议或者是出现了有争议的主张，此时员工就能够寻求工人代表或者是公会组织的帮助，工会以及员工代表在很长一段时间内对于解决员工与雇主之间的关系发挥着至关重要的作用，但是工会多元化的弱点与缺点随便时间的推移也在渐渐的暴露出来。

Comment: this is a poor attempt, which lacks focus and clarity. You make a number of debatable and contentious claims and do not demonstrate a good understanding of the employment relationship. The forms of non-union voice and representation need to be examined, together with the advantages and disadvantages. This needs to be related to the concepts of unitarism and pluralism, and the complexities and inequalities inherent in the employment relationship.

Employees and their legal rights may be represented by employee unions or non-union organizations. During different periods of the development of employee relationship, both of the union and non-union forms of employee representatives have played vital roles in the workplace and each of the two forms of employee representatives carries advantages and drawbacks respectively.

There are also different approaches as to the theory concerning the adoption of forms of employee representation, which is primarily the unitarism and pluralism. Unitarism indicates that employees should have allegiance to only one authority -- the management, which is usually the representative of employers. (Ross and Bamber 2009: 25). Under this approach, employers deem employees’ loyalty to any other allegiances, including employee unions, as detracting from their commitment to the employer. (Ross and Bamber 2009: 25). On contrary, the pluralist approach believes that the workplace is composed of diverse groups whose beliefs and interest may be consistent or not. (Giles 1989: 131, Ross and Bamber 2009: 26). Under such approach, employers may tolerant the existence and representation of employee unions.

However, through the research and analysis, this essay tends to conclude that the inherent advantages of the non-union representatives may overweight that of the union representatives, especially according to the view of employers. This also accords a shift to the preference of unitarism from pluralism in the management of employment relationships.

There is no doubt that both of the employees and employers get a large scale of benefits from employee unions. Under pluralist approach, the groups involved have sameness of power and authority to an extent that no single party can dominate the others. (Bray, Waring, & Cooper, 2011). Therefore, the unions are able to effectively help protect employees from unjust treatment in the workplace by providing collective bargaining power in the negotiation at an equal position with employers. Union members may also benefit from having the collective power to go on strike. Mostly, the union form of representation considerably enhances employee satisfaction in the workplace. With regard to the employers, talking with the union instead of multiple individual employees simplifies the negotiation process and it is also easier for the employers to deliver messages to the employees by passing the information through the unions. In a word, under the pluralist approach, employee unions to certain degree help solve the problem caused by the inequality in the employment relationship.

However, the weaknesses of pluralism and disadvantages of unions are also remarkable. Abbott (1993) noticed that most employers regard unions as the barriers instead of the effective links between management and workforce because unions only works for their own interest, not for employers who play as third parties who may increase their cost in strengthening the relationship with their own employees. Employees are usually in a weaker position in the employment relationship due to the complexity and inequality therein. However, unions provide the employees with an access to reduce inequality in their welfare. Within the employee unions, employers tend to have high expectation about compensation and salary because the unions provide them with collective bargaining power and high-quality consultation, which enhance the position of the employees in the negotiations with their employers. Surely the employers want to get the maximum profits with the minimum cost and unreasonable high costs on compensation and salary are exactly what a wise employer would try to avoid. Abbott (1993) also noticed that it is not easy to have an effective and timely communication within a formal union, especially for the small firm employers. This is because employers of small-sized enterprises are less capable of bearing high costs in any areas in the business. However, such demands of the employers may be failed by the powered unions. The collective power gives employers intense pressure and sometimes causes unreasonably high expectation among employees that makes it unaffordable for employers to accept the deal. As a consequence, employers would have to make compromises, which may decrease their economical profit. However, if such decrease in the profits exceed a reasonable limit, it probably would cause the failure in the business and finally impair the interest of both the employers and employees. In order to realize their voice and representation, the stoppage of work or strikes are the regular strategies of employee unions. For most of the parties including employers, customers and many employers, it is an extreme method, not good for the stability and effectiveness of the business and even the economy. In a word, the union representatives are usually not the first choice according to the employers and to some degree it may in fact bring limited benefits and cause great loss to both parties in the employment relationship.

The foregoing drawbacks together with the changing of economic environment have boomed the theory of unitarism and also are the causes that have been making more and more employers choose to promote the non-union form of employee representatives (Abbott, 1993). It is evidenced that the total number of employee unions has dramatically declined during the years though new members are still attracted into diverse unions. (Andrews, 1994; Disney, 1990).

It is supported by many professionals who are advocates of unitarism that non-union representatives could bring great contributions to the healthy development of employment relationship and the industry. For example, Gollan (2007) demonstrated that, compared with unions, the flexibility of non-unions is more suitable for employers. Non-union is a very effective way and mechanism to create the possibilities for the information sharing between management and employees via their representatives. It is because it not only delivers the voice of employees, but also allows necessary discussions with employers. The demands and requirements between employers and employees can be properly exchanged, considered and, hopefully, accomplished given the simultaneously practical negotiations between the two parties. Usually, an agreement would be made upon the common interest of the two parties, which usually would result in a rightful and fair deal. In such situation, employers are not merely informed of what they should do or must do by the employees or the unions, but given opportunities to understand the true purposes and necessities of their employees and take best actions to meet their needs. Therefore, it can be said that non-union representatives do not only take employer interest into consideration, but also improve the welfare of employees. As a comparison, union voices focus more on its own interest and cannot always stand for and protect the collective interest in the organization, instead, non-unionized forms could guarantee common interest of both parties through proper negotiations and collective cooperation. Blyton &Turnbull (3rd edition) also indicated that the non-union forms of employee representatives account for a fundamental position in keeping the workplace equality, improving working efficiency and ensuring the stable development of enterprises.

Though both non-union and union forms of representatives have their own advantages and disadvantages, as a result of the foregoing analysis, non-union form tends to be the preferable selection of employers nowadays as employee representatives. Voice of employers can be properly realized in non-union forms and their needs can be respected, protected and implemented step by step. In the meanwhile, employers can hear employee’s voice at the use of the least cost and resources.

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