Organization Management and Today`s Labor Union

OrganizationManagement and Today`s Labor Union

OrganizationManagement and Today`s Labor Union

Managementis a function in addition to being a class of people. It is evidentthat managing is working with people and through people to get thingsdone. There is the need for the unionists to become good managers torepresent the views and the rights of workers in a fair approach.According to Bartlett &amp Ghoshal (2000), organizational behaviorneeds to be well managed because the organization often gets worksdone through the efforts of individuals, and this should be centralto the task of management.

Theorganizational management’s role is to ensure that an organizationoperates effectively. Most of the society often gets works donethrough organizations, and the management’s key function is to getthe various organizations to act and perform a particular work. Aunion, on the other hand, entails a group of workers who mostly usetheir strength collectively to have a voice in their workplace.According to Behrens et al. (2004), the role of management in thelabor unions is to ensure that the workers have the right to impacttheir wages, job training, work hours and benefits.

Accordingto Bartlett &amp Ghoshal (2000), the management at the highest levelwithin an organization must be unambiguously identified with theexisting labor union policies and the rights of workers. A soundmanagement is necessary in order to ensure that labor policies areadopted and implemented and the formulation of a realistic actionprogramme and a timetable that will be based on the assessment of theresources that the organization should devote to the labor policy.

Aperformance management system looks at how the union set their goalsand their expectations and how they hire, train, and develop theirstaffs (Behrens et al., 2004). It is the role of the management toformulate a way in which disputes will be handled, what is supposedto be rewarded and punished within the union. When the parts of themanagement system conflicts, it would definitely impede the unionfrom attaining its strategies successfully.


Bartlett,C. A., &amp Ghoshal, S. (2000). Transnationalmanagement(Vol. 4). Boston, MA: McGraw Hill.

Behrens,M., Hamann, K., &amp Hurd, R. (2004). Conceptualizing labour unionrevitalization. Varietiesof unionism: Strategies for union revitalization in a globalizingeconomy,11- 29.