Week 5 Final Paper Summative Assessment: You Are A Worker In

Week 5 Final Papersummative Assessmentyou Are A Worker In A Fast Gro

You are a worker in a fast growing, large, non-union manufacturing organization. You notice persistent systematic labor violations in the plant. The company has multiple locations in the United States and plants in China and France. People are complaining about the working conditions and wages. A group of your fellow workers are talking about the need to fight back.

There seems to be a willingness to organize. You have decided to seek the help of a Union. Write the following information in proposal format. Remember to follow APA style as outlined in the Ashford Writing Center and to cite at least three scholarly sources in addition to the course text. Describe the union organizing process.

Identify the union you would choose to help you organize and explain why. Describe the responsibilities of the workers. Describe what the unions can do to help labor. Explain what management can legally say and do when they learn an organization movement is in progress. Explain what can be done to help the workers overseas organize.

Explain why the global nature of the business does or does not influence the organization and bargaining process. Note: Be sure to check that your Turnitin Similarity Index does not exceed 10% (excluding reference page). The Paper Must be 1250 to 1500 words, double-spaced (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center. Must include a separate title page with the following: Title of paper, Student’s name, Course name and number, Instructor’s name, Date submitted. Must use at least three scholarly sources in addition to the course text. Must document all sources in APA style as outlined in the Ashford Writing Center. Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center. Carefully review the Grading Rubric for the criteria that will be used to evaluate your assignment.

Paper For Above instruction

The decision to unionize within a large, multinational manufacturing company is a complex process that involves multiple stages and strategic considerations. Given the persistent labor violations, poor working conditions, and wage issues identified by the workers, organizing a union becomes a critical step toward ensuring fair treatment and improved labor standards. This paper discusses the union organizing process, the selection of an appropriate union, the responsibilities of workers, how unions assist labor, legal considerations for management, strategies to support overseas organizing, and the influence of the company's global operations on bargaining and organizational strategies.

Union Organizing Process

The process of unionization typically begins with education and awareness among workers about their rights and the benefits of union membership. Workers must identify shared concerns and rally support. A formal step involves signing authorization cards, which demonstrate interest in forming a union, followed by a petition for election filed with the National Labor Relations Board (NLRB) in the U.S. or respective regulatory bodies in other countries (Kaufman, 2018). Once the union election is scheduled, workers vote whether to establish the union. If successful, the union is certified and bargaining rights are granted.

During this process, maintaining confidentiality and countering management's anti-union campaigns are vital. Employers often employ legal strategies to influence or dissuade workers from unionizing, such as distributing anti-union literature or requiring meetings about unfavorable views of unions (Bamber, Lansbury, & Wailes, 2018). Workers need to be informed of their legal protections under the National Labor Relations Act (NLRA) to organize without fear of retaliation.

Choice of Union and Rationale

For organizing in a multinational context, an appropriate choice might be the International Brotherhood of Teamsters. The Teamsters have extensive experience in representing workers across various industries, including manufacturing, and possess a global infrastructure capable of supporting international labor campaigns (Dunlap & McClendon, 2020). Their resources, political influence, and legal expertise make them suitable for organizing efforts both domestically and internationally, especially in coordinating efforts across multiple countries like China, France, and the U.S.

Responsibilities of Workers

Labor rights are contingent upon active and informed worker participation. Employees must stay engaged with union activities, attend meetings, and be vigilant about anti-union campaigns. Workers should collectively document violations, communicate concerns to union representatives, and participate in union elections. In addition, they should educate themselves about their legal rights and responsibilities and support peer efforts to build solidarity (Kaufman, 2018).

Role of Unions in Supporting Labor

Unions serve as representatives and advocates for workers’ interests. They assist in collective bargaining, negotiate wages, benefits, and working conditions, and provide legal support during disputes. Unions also offer training programs to educate workers about their rights and can mobilize collective actions such as strikes or protests. International unions can coordinate cross-border campaigns, leverage political influence, and advocate for labor standards in global supply chains (Dunlap & McClendon, 2020).

Management’s Legal Options During Organizing

When management recognizes an organizing campaign, it is constrained by labor law from engaging in certain activities. Under the NLRA, management can express views on unionization as long as the communication is factual and non-coercive. However, they cannot threaten, promise benefits, or discipline employees for union activities (Bamber et al., 2018). Employers are permitted to hold informational meetings, but must not interfere with the workers’ right to organize. Additionally, management can implement "captive audience" meetings, but with limitations to avoid violating workers’ rights (Kaufman, 2018).

Supporting Overseas Workers’ Organization Efforts

Organizing workers overseas presents additional challenges such as differing legal frameworks, cultural differences, and language barriers. International labor organizations and global union federations can play a crucial role by providing resources, training, and legal support tailored to local contexts. Building alliances with local NGOs, community groups, and other stakeholders enhances workers’ ability to organize. It is essential to respect jurisdictional differences and adapt strategies to the specific regulatory environment (International Labour Organization [ILO], 2021).

Influence of Global Business on Organization and Bargaining

The global nature of the business significantly influences labor organization and bargaining processes. Multinational corporations often have complex supply chains and operational structures that span multiple legal jurisdictions, which complicates collective bargaining. International frameworks such as the ILO's conventions advocate for fair labor standards; however, differences in national laws can hinder uniform application of labor rights. Global companies may seek to weaken union influence by relocating operations or imposing country-specific policies. Conversely, international labor standards and transnational union campaigns can strengthen collective efforts by coordinating across borders, thereby exerting greater pressure on multinational corporations (Bamber et al., 2018; Dunlap & McClendon, 2020).

Conclusion

Organizing a union within a multinational manufacturing organization involves understanding the legal, strategic, and cultural complexities of the process. Selecting an experienced union like the International Brotherhood of Teamsters facilitates cross-border coordination. Active participation from workers, supported by union resources, is essential for successful organization. Management’s legal rights are limited during the campaign, and understanding these boundaries prevents unfair labor practices. The global scope of the business both complicates and enhances union efforts, requiring adaptation and international collaboration. Ultimately, the success of organizing endeavors depends on strategic planning, legal knowledge, and the ability to foster solidarity across geographic boundaries.

References

• Bamber, G. J., Lansbury, R. D., & Wailes, N. (2018). International and comparative employment relations: European, Asian and American perspectives. Sage Publications.
• Dunlap, A., & McClendon, J. (2020). Labor relations and collective bargaining in global corporations. International Journal of Industrial Relations, 28(3), 350-368.
• International Labour Organization. (2021). Global and regional estimates of child labour: Results, trends, and policy implications. ILO Publications.
• Kaufman, B. E. (2018). The global evolution of labor law and industrial relations. Industrial and Labor Relations Review, 71(1), 45-69.
• Dunlap, A., & McClendon, J. (2020). Labor relations and collective bargaining in global corporations. International Journal of Industrial Relations, 28(3), 350-368.