In any modern organization, it is vital to take care of and provide comfortable conditions for employees to ensure more efficient work. Hence, management and unions play a unique role in this process. These departments are engaged in the protection of personnel in the event of disputes, conflict situations, or cases threatening individuals. Hence, management is engaged in ensuring a proper attitude toward employees in the workplace and a good working environment. The union, in turn, takes responsibility in cases where employees feel discrimination against themselves or issues such as unfair treatment and absence of connection that can appear for a different reason. In other words, the union comes into force when management fails to cope with its responsibilities.
Over the past hundred years, unions have undergone some changes due to the fact that with the development of society, trends in relation to staff care have also begun to develop. Thus, the main task of the initial associations was fighting opposition in the workplace (Verma, 2017). That is, this instance ensured the limitation of the occurrence of harsh and illegal conditions for the work of individuals. A similar task remains with the union in society to this day, but its powers have expanded. Now, this department also deals with the problems of discrimination and hostile relations between employees within companies.
In solving emerging conflicts within the organization, the method of negotiation plays an exceptional value. It is noted that with the involvement of the public sector, and not the private ones, as unions do, it may introduce some changes. It should be understood that the latter is engaged in maintaining satisfactory conditions, job security, and wages. The public sector, in turn, ensures the execution of operations to improve the organization’s working environment. The involvement of the public sector can make such changes as the need to highlight problems with state and local legislators when the private sector focuses more on the employees themselves and working with them.
It is worth emphasizing that collective bargaining has always aroused my interest as a topping for research, and this work helped me to gain a better understanding of it. In this process, individuals themselves collectively define terms of employment, such as pay, hours, leave, and safety policies. In addition, topics that affect the private sector can be ways to balance work and family and prevent the possibility of too quick and rash conclusions. Therefore, such methods of their resolution as mediation or arbitration play a unique role in negotiations. They help to sensibly and carefully find ways to resolve conflict situations without the appearance of negative consequences.
Lastly, various organizational leadership competencies are essential to be successful in the process of negotiating. The ability to correctly and reasonably build the communication process is of paramount importance. Moreover, it involves shaping the conversation in such a way that both sides gain an understanding of the desires and motives of the other side. Furthermore, problem-solving, teamwork and analytical skills are of particular importance. These characteristics can make it possible to clearly identify the root of the problem and find the most effective ways to solve it. Analytical skills will help to correctly assess the complexity of the situation and how quickly both sides can come to an agreement. The latest competencies are legal and ethical practices, strategic approach, and research. All of them ensure smoothness and speed of conflict resolution.
Reference
Verma, A. (2017). What do unions do to the workplace? Union effects on management and HRM policies. What Do Unions Do? pp. 275-311. Web.