The role of trade unions in the United States has changed significantly in the course of the last three decades. It is believed that the social and political influence of these organizations has declined significantly (Baldwin, 2003, p. 7). For instance, in 2009 only 9 percent of American forces were unionized (Cihon, 2013, p. 352). Nevertheless, workers can organize labor unions as a response to the practices of employers. This paper is aimed at discussing the efforts of employees of such a company as Jeld-Wen which is a manufacturer of windows, wood products, and doors (Pidgeon, 2013). This firm is based in Klamath Falls, Oregon (Pidgeon, 2013). This case shows that labor unions can still play a vital role in promoting the rights of employees. This is the main issue that should be examined more closely.
It should be taken into account that the union organizing drive was motivated by some efforts of the management. In particular, they were willing to eliminate unemployment and welfare benefits (Pidgeon, 2013). Furthermore, the management of the company has long adopted an anti-union policy (Pidgeon, 2013). It should be taken into consideration that a great number of companies can sometimes deprive workers of many privileges when no organization can represent their rights (Holley, Jennings, & Wolters, 2011, p.
164). The workers of Jeld-Wen also faced this difficulty. To a great extent, the effort to unionize workers could motivate the management to raise the wages of employees (Pidgeon, 2013). These are some of the main details that should be considered.
The management of Jeld-Wen attempted to respond to the union organizing drive by trying to convince the workers that there was no need for them to join a labor organization (Pidgeon, 2013). Such practices are also widespread among modern companies; yet, this strategy can be successful if the management strives to bring tangible improvements into their HR policies (Milkman & Voss, 2003). It should be also mentioned that some of the employees, who were supporting unionization, were either terminated or transferred to different branches of Jeld-Wen (Pidgeon, 2013). These are some of the main challenges that employees faced when they attempted to improve their working conditions. So, one can say that the management did not readily accept the initiatives of employees.
It should be kept in mind, the corporate executives of Jeld-Wen support anti-union legislation. For instance, they usually favor those politicians who try to limit the responsibilities of employers (Pidgeon, 2013). At present, the outcomes of this campaign are not clear because both sides want to negotiate an agreement that can suit them. Nevertheless, the efforts of employees can make management more responsive to their needs. This is the main argument that can be put forward.
Overall, these examples demonstrate that the unionization of workers is one of the most contested issues for policy-makers, businesses, and public organizations. The workers of Jeld-Wen want to increase their bargaining power. This is the main reason why many of them support the idea of joining a trade union. In contrast, employers attempt to resist this trend because they do not want to meet additional demands that workers can set. One can also argue that labor unions can still affect the policies of companies and the activities of employees. These are the main issues that should be taken into account.
Reference List
Baldwin, R. (2003). The Decline of United States Labor Unions and the Role of Trade. Boston, MA: Peterson Institute.
Cihon, P. (2013). Employment and Labor Law. New York, NY: Cengage Learning.
Holley, W., Jennings, K., & Wolters, R. (2011). The Labor Relations Process. New York, NY: Cengage Learning.
Milkman, R., & Voss, K. (2004). Rebuilding Labor: Organizing and Organizers in the New Union Movement. Ithaca, NY: Cornell University Press.
Pidgeon, B. (2013). Machinists in national organizing drive at Oregon’s Jeld-Wen. Web.