companies would basically allow antiunion email messages B u s i n e s s F i n a n c e

companies would basically allow antiunion email messages B u s i n e s s F i n a n c e

kia – respond with 150 words

According to the cite (MNA, 2020) an organizing model reflects support for unions by defending members over the employer, which in this case would be the unorganized workers. The organizing model involves ; settling grievances with supervisors by showing solidarity of workers and a large bargaining committee with information available for members (MNA, 2020). The organizing model is a union that represents all workers including unorganized workers and take full responsibility of union success or failure (MNA, 2020). The organizing model also allows elections by workers to vote for correct union leader representation. Websites and online forums that provide helpful information for workers will always be in favor with organizing model.

I do not believe it is ethical for a company to monitor these sites to see what their workers are saying. According to (Budd, 2017) companies had strict policies that restricted employees from using employers’ equipment such as ; bulletin boards, telephones, copiers, or e-mail systems, under Section 7 rights. However, in 2007, President Bush allowed employers to determine which email solicitations were ethical in the company policy (Budd, 2017). Companies would basically allow antiunion email messages, and prohibit union messages, which is illegal, under the NLRA (Budd, 2017). In my opinion, companies can argue that the use of work time should be work-related, because they are paying the worker. Companies are not innocent because they will continue to create union avoidance tactics, hire consultants and lawyers to aid in restricting employee rights to use emails (Budd, 2017). Employers will want to control worker voice.

Luce – Respond with 150. words

The realistic application of information is technology (Meiera,2002). Technology is also seen as the application of scientific knowledge to computers and the Internet (Meiera,2002). However, as they establish communication technologies, such as community networks, professionals and scholars extend social science expertise (Meiera,2002). Science and psychological intervention innovations are being merged into online discussion groups (Meiera,2002). All systems, whether social or technological, must undergo several phases of rigorous growth and testing to ensure that they operate in real-life conditions (Meiera,2002).

From a legal standpoint, the theory of laboratory requirements refers both to union and company conduct(Budd,2017). In fact, unions have nothing to give workers but guarantees that they will attempt to make income for the workforce(Budd,2017). However, one of the vexing challenges for workers is how to convince staff to see this message(Budd,2017). It is the desire of businesses to listen to their workers( Budd,2017). True input from workers helps to improve the operation and make the business a happier place to operate( Budd,2017). Any issue can be handled by a coordinated or unorganized person(Budd,2017). Companies use several approaches to track and gather staff reviews and concerns; things like performing a poll or issue a survey(Budd,2017). Meetings at skip-level, town halls, opinions and comments tracking on social media and other associated online outlets(Budd,2017). In the situation above, I agree that a corporation has the right to hear what employees think if the name of the company is involved and if the company is represented by these employees. Tools are available on the network to track the chatter associated with the business(Budd,2017). This would allow businesses to evaluate and imagine the emotions that workers and individuals have on the web about their company(Budd,2017). And corporations may use the reports to change the course of action or boost their employee involvement by focusing and educating the crowd in particular subjects(Budd,2017).

References

Budd, J. (2017). Labor Relations Management. Lake Worth, FL: McGraw-Hill Education.

Meiera, A. (2002). An Online Stress Management Support Group for Social Workers. Journal of Technology in Human Services, 20(1/2), 107. https://doi.org/10.1300/J017v20n01_10