Individual Assignment02 Essay

To: Boss From: Re: American Dream Analysis Date 12/5/2014 Subject: Local Union P-9 vs Hormel Meat packing Company. Preparation is key when it comes to negotiating an agreement and a prefect example would be the Hormel Company vs the Local Union P-9 workers(meat packing). The Local Union and Hormel Company both were placed at the negotiation table due to wage cut and “unfair treatment” that was conducted by the management team. This disagreement caused the Local Union to rally up members from the meat packing department that influence the workers and workers from other factories to go on strike. During this negotiation both parties made a few mistakes that are costly and time consuming. Hormel Company

1. How did you plan for the negotiation? Explain how you decided on a strategy?

After reviewing the Wilson Brothers Case Scenario, as Director of Human Resources for the organization, what conclusions can you draw with respect to the status of the company’s compensation strategies that are currently in place? What would you do to begin to address this situation? (3 Marks)

In our recent negotiation, my partner Dave and I assumed the roles of Alan Hacker, a computer software developer, and Alan Hacker’s lawyer. Being the lawyer in the negotiation my objective was to avoid litigation with my client’s partner Stanley Star and to aid in the continuation of my client’s co-owned company HackerStar. In addition, I would assist Hacker in coming to an agreement that would be satisfying for him both personally and financially. I felt that Dave and I presented a reasonable argument on Hacker’s behalf and, since I was able to apply some of our class readings during the process, I was overall pleased with the outcome.

Course: C236: Compensation and Benefits Assessment Code: XYT Task 2
Student Name: Nicole Turner
Student ID: 000333688

Your team represents HCC management in bargaining sessions with the UCPW Local 14. The team is expected to negotiate an agreement that will allow the company to achieve its strategic goals over the next three years. Your team will use the following items to formulate its initial demands and for negotiating a new collective bargaining agreement:

The reading course material required for this class, and the information reviewed throughout the course are the foundation for the content of this Guide. Each of the five key compensation processes will be reviewed in the context of:

What is your opinion on the union? And what positive and negative effects did it have on your workplace?

Workers have and always will be the most valuable asset a company has. Without employees, no business can function. Because of employees’ worth, businesses are obligated to satisfy their employees needs and this was accomplished by the formation of the labor union. Before the formation of the labor union, employees had no say or voice. After, however, labor unions acted as the employees’ voice to their employers. The historical changes of the labor union have shaped what labor unions stand for today and what they will stand for in the future. By understanding the historical timeline of the formation and development of labor unions, it is easier to understand the problems that we face today and in the future as a modern society.

1) Pure/ simple unionism- had two major objectives. The primary objective was economic betterment of the organizations members. Gommpers believed the truth or essence, of labor unions should be measured in terms of their economic accomplishments

In this literature review, the focus is on the benefits of unions on partnership agreements, union participation with administration in deciding organizational matters. The institutional provision is commonly a form which involves union representatives collaborating union guided committees together. A second form of representative involvement, called on-line co-management, may similarly be identified, but is distinctly less common place is perhaps uniquely distinguished in GM’s Saturn plant. Union support is also here distinguished from direct ways of support involving workers in either on-line operational self-directed teams or off-line consultative problem-solving teams.

3. Some priorities that would have to be addressed in the collective agreement language would be to make sure that the language used would be appropriate in the negotiations. This would make use of words that provide no flexibility; these words can be will, shall, and must. It would ensure that both parties know that the topic discussed is a serious problem as well as helping the members of the union in keeping their jobs with minimal changes. Subtleties in language can have a huge impact on negotiations and it is important for unions to use them because if they do not then they could be giving favouritism to management. Using words like will usually, will normally and may are statements that could imply levels of some sort of flexibility.

The formula already attempts to minimize the total cost and as such, increased salary costs are already penalized.

Employees at certain operations were offered wage increases (HRM approach) of 11 per cent to 15 per cent under staff contracts, when they had not had a wage increase since 1991 due to breakdown in collective negotiations. The company offered a unilateral and non-negotiable contract. Unions were not a party to these contracts. By the end of 1995, the vast majority of employees had agreed to sign. Workers regarded this as the only way to gain wage increases and possibly some form of job security (Petzall, Abbott and Timo: 2003).

Human Resources: Some of their employees were hired from recommendation. Experienced workers can be hired from the glass factories or the chemical plants near the city. When absolutely necessary, new workers are taken on from the large pool of migrants from the hill country and are trained at some cost in lost productivity or rapid turnover. Traditionally they kept good relations with unions and employees. Their worker turnover is high and hence their employee attrition a major issue as it reduces the expertise within company and increases hiring and training costs. Last year a Teamster 's Union local was voted in to replace an AFL craft union. After one month, the company settled a strike for higher wages for 85% of the union 's demand. Hiring, firing, and discipline are entirely the responsibility of the various supervisors - subject to negotiation on some disciplinary matters with union stewards. Sometimes supervisors argued at length over technical matters. Professional conflicts arise occasionally because John diverges in some instances from currently accepted laboratory and analysis techniques, but his methods are often quite ingenious. John has over thirty years of experience in working with vinyl and finding a replacement for him will be difficult.