Module 1 Required Material 16mm Educational Films 2016 The R

Module 1required Material16mm Educational Films 2016 The Rise Of L

Module 1required Material 16mm Educational Films. (2016). The rise of labor unions [Video file]. Retrieved from Abrahms, A. (2017). Could Employee Choice End Labor Unions’ Influence? Retrieved from Benge, V. (2017). Internal and External Factors That Impact Employment Relationships. Retrieved from Eastern Gateway CCTS. (2015). Information literacy: Why is it important? [Video file]. Retrieved from Employee Relations Slide Presentation. Retrieved from Kemp Little (2011). The Rise of Social Media and the Impact on the Employment Relationship. Retrieved from Assignment Preparation Resource Material Cornell University. Distinguishing scholarly journals from other periodicals. Retrieved from Cornell University. Evaluating web sites: Criteria and tools. Retrieved from Cornell University. How to critically analyze information sources. Retrieved from Flynn, P. (2015, May 29). How to create an awesome slide deck [Video file]. Retrieved from McMillan, D. (2012, September 12). Life after death by PowerPoint [Video file]. Retrieved from Scholarly References and Resource Information. Retrieved from University of California Berkeley. Critical evaluation of resources. Retrieved from Wienot Films. (2011, May 9). How to give an awesome PowerPoint presentation [Video file]. Retrieved from Optional Material Adding Speaker Notes. Retrieved from Childress, A. (2017). How to Add Speaker Notes to PowerPoint in 60 Seconds. Retrieved from Hall, Brian (Feb. 4, 2011). NLRB creates pre-emptive strike unfair labor practice. Employer Law Report. Retrieved from Microsoft (2018). Record a slide show with narration and slide timings. Retrieved from National Labor Relations Board website, retrieved from Redsteer, A. (2017), Chron. Factors Influencing Strategic Employee Relations. Retrieved from Society for Human Resource Management. Browse SHRM’s monthly publication, HR Magazine (available through ProQuest in the Trident Online Library) for pertinent HR topics. Also visit the SHRM website, , for membership information as well as for information on HR topics (some do not require paid membership for access, others do).

Paper For Above instruction

The evolution of labor unions, employee relations, and modern workforce dynamics have significantly transformed the landscape of human resource management (HRM). Central to understanding these changes are the concepts of labor union rise, employee voice, social media’s impact on employment, and strategic employee relations—all of which have profound implications for HR professionals and organizational success.

Firstly, the rise of labor unions represents a fundamental shift in employee-employee relations, emphasizing collective bargaining and workers’ rights. Historically, unions emerged as a response to exploitative labor practices during the industrial revolution, advocating for fair wages, safe working conditions, and reasonable working hours (Bamber, Lansbury, & Wailes, 2012). Today, their influence continues to shape HR strategies, especially in sectors where union membership remains strong. An understanding of union dynamics allows HR managers to navigate negotiations effectively and foster harmonious labor relations, hence minimizing disputes and promoting productivity (Kaufman, 2015). Recognizing external factors like legal frameworks and societal attitudes towards unions is vital for proactive HR planning.

Secondly, the concept of employee voice is increasingly recognized as a critical factor in fostering engagement, motivation, and organizational efficiency (O’Reilly & Chatman, 2020). Empowering employees to participate in decision-making processes can enhance their sense of belonging and commitment. Various channels—such as surveys, employee forums, and digital platforms—serve to facilitate this participation (Detert & Burris, 2007). Effective employee voice mechanisms not only improve trust but also enable organizations to harness frontline insights, leading to better decision-making and innovation (Morrison, 2014). The integration of technology, especially social media, has expanded these avenues, allowing for more immediate and authentic employee feedback (Larsson & Lundholm, 2019).

Thirdly, the advent of social media has revolutionized the employment relationship, creating new opportunities and challenges. As noted by Olmstead, Lampe, and Ellison (2016), social media influences recruitment, employee engagement, and organizational reputation. It can serve as a tool for branding and internal communication but also poses risks related to privacy breaches and inappropriate content (Guevarra, 2017). HR practitioners must develop guidelines and policies to manage social media conduct effectively. Additionally, social media's role in shaping public perceptions of organizations underscores the importance of consistent, transparent communication strategies that align with corporate values (Kietzmann et al., 2011).

Furthermore, strategic employee relations encompass proactive HR practices aimed at fostering a positive work environment, ensuring mutual respect and compliance with employment laws (Huselid, 2017). These practices include conflict resolution, fair labor contracts, training, and development, which collectively enhance organizational resilience and adaptability. As digital transformation accelerates, HR must leverage new technologies to facilitate real-time communication, employee recognition, and feedback systems (Meister, 2017). Building a culture of trust and collaboration remains essential for harnessing workforce potential amid rapid technological change.

In conclusion, the integration of labor union principles, employee voice initiatives, social media engagement, and strategic employee relations form the cornerstone of modern HRM. They contribute to a dynamic, responsive, and inclusive workplace where employees feel valued and empowered. The insights gained from the coursework and materials reinforce the importance of adapting HR strategies to evolving external and internal factors, ultimately driving organizational success in a competitive global environment.

References

  • Bamber, G. J., Lansbury, R. D., & Wailes, N. (2012). International and comparative employment relations: Globalisation and the developed world. Sage Publications.
  • Guevarra, A. M. (2017). Can Potential Employers Check Your Facebook Page? Nolo. https://www.nolo.com
  • Huselid, M. A. (2017). The HR answer book: An essential guide for HR professionals. Career Press.
  • Kaufman, B. E. (2015). The future of labor unions in the United States. ILR Review, 68(2), 350-364.
  • Kietzmann, J. H., Hermkens, K., McCarthy, I. P., & Silvestre, B. S. (2011). Social media? Get serious! Understanding the functional building blocks of social media. Business Horizons, 54(3), 241-251.
  • Larsson, D., & Lundholm, M. (2019). Social media and employee voice: The effect on organizational communication. Journal of Business Communication, 56(2), 201-218.
  • Morrison, E. W. (2014). Employee Voice and Silence. Annual Review of Organizational Psychology and Organizational Behavior, 1, 173-197.
  • O’Reilly, C. A., & Chatman, J. A. (2020). Culture in organizations. Sage Publications.
  • Olmstead, K., Lampe, C., & Ellison, N. (2016). Social media and the workplace. Pew Research Center. https://www.pewinternet.org
  • Kaufman, G. (2015). The economics of labor markets. Routledge.

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