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Unions are organizations of people working together with a common goal to improve and protect their working conditions (Vitez 2012). They can be formed as reactive institutions which are formed to respond to a particular problem. However, other unions are proactive in that they are formed to develop and pursue a particular agenda. Both approaches are valid and acceptable in the formation of a union since both protect the integrity of the workers. Both reactive and proactive unions push for changes in the working environment and strive to make the workplace a better experience.
Construction unions are formed by workers in the construction industry to do just the same thing as in other unions. Pushing for fair working conditions and reasonable financial compensation is the agenda in most of the construction unions. This is owing to the fact that the construction industry bares risky working conditions (Smith, 2012). Workers in this industry are allowed to form unions to protect themselves from risky occurrences in the course of their work.
Managing construction unions
Trade unions are committed to protecting their members from exploitation and poor working conditions as deemed by the members. With the current laws protecting labour unions globally, it is very difficult to contain the effect of uncontended workers. When the situation goes out of hand, the workers may resolve to strike. Striking workers are protected by law, and it is within their rights to express their grievances through a strike. It is in the interest of construction management panels to consider a warm relationship between them and workers (Mayhew 2012).
Discriminating against workers is a very conspicuous problem within any working environment leave alone the construction industry (Edwards 2012). Top management must ensure zero tolerance to such disparities in order to ensure that workers are contended. Equal Employment Opportunity ‘EEO’ laws protect workers from discrimination. Discrimination is deemed to happen when people with the same characteristics such as race, skin colour, age or gender “protected class” are treated unfairly from others with different characteristic. In such an environment, it can be very difficult for people to harmoniously work together (Hall 2012).
Relating to unions
Management must make an extra effort to engage the union officials in talks and negotiations that would lead to a warm relationship between the two. Assigning a permanent liaison with the union is very important to create a gesture of goodwill. A liaison helps both parties understand each other’s goals and objectives hence reduce the possibility of misunderstanding each other. Creating a routine invitation of the union officials to keep the working progress on the check is crucial (Merritt 2012). Through this, a review of employment procedures and remunerations can be done and hence keep workers satisfaction in check. To avoid a problem from escalating, the management must always be fast to approach the union whenever a problem occurs.
The management must always be willing and ready to negotiate with workers regarding any issue that may impact both parties (Acevedo 2011). Unions must be provided with necessary data before any further actions are taken. Mediation policies must be created to mitigate disagreements between unions and management. This provides a solution during times where both parties have issues by creating mediations process to get through the challenge (Nicholas 2004).
Acevedo, L 2011, How to Build Relationships with Labor Unions. Web.
Edwards, T 2012, How Labor Unions Have an Effect on Compensation
Read more: How Labor Unions Have an Effect on Compensation. Web.
Hall, S 2012, The Economic Impact of Labor Unions. Web.
Mayhew, R 2012, How to Be an Effective Union Representative. Web.
Merritt, C, 2012, How Does Bankruptcy Affect Union Agreements? Web.
Nicholas, M 2004, Project Management for Business and Engineering Principles and Practice, Burlington.
Smith, J 2012, The World’s Most Ethical Companies. Web.
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Vitez, O 2012, Define Labor Unions. Web.