Union Management and Organization Essay Example | Topics and Well Written Essays - 1250 words

Union Management and Organization - Essay Example Union Management and Organization USA as country was growing due to rapid industrialization during 19th century as subsequently demand for labors was also growing at rapid pace. Historians named the phase as ‘Industrial Revolution† and as the frequency of inclusion of labors in the workforce increased subsequently the fear of insecurity from owners of the industry was automatically generated among workers. At that time, labors came across various examples of mistreatment such as physical abuse, extended work hours etc conducted by the owners of organizations and in such situation, they felt the urge of a protector group who can communicate the demand of labors to owners. As the time passed by, the protector group became the first organized union in USA. In 1837, the union of labors demanded to reduce the work hour and make it of less than 10 hours and finally organizations were compelled to grant the legislation of ten-hour workdays. After the success of first attempt to form organized labor union, small level city unions had organized and successfully established National Labor Union during 1866 (Murray, 2011). National Labor Union lobbied for Federal eight-hour workday but the demand was set for only government workers. At that time, two separate groups were also formed American Federation of Labor (AFL) and Knights of Labor in order to protect interest of workers. During late 19th century and early 20th century, valuation of unskilled labor pool in USA decreased due to the fact that owners of the organization had started to replace the unskilled workers by immigrants. As a result, unskilled workers in USA became vulnerable to low wages and poor working condition and these labors organized riots and strike in order to get their demands noticed (Murray, 2011). For example, strike by United Mine workers and Pullman Railroad workers in Pennsylvania were ended by Federal Government interventions. In many instances, AFL pressed Federal Congress to amend Union Labor Law and U.S. Departm ent of Labor was created in order to protect the rights and interest of wage earners. For example, Clayton Act was passed in 1914 in order to legalize boycotts and strikes. However, the situation had changed during Great Depression because during Great Depression, unemployment rate in USA significantly increased. At that time, legal act like Fair Labor Standards Act and Public Contracts Act were passed in order to address issues like child labor, overtime pay and minimum wage. Unionization had lost its wind during World War II and labor organization took no-strike policy at that time. After the War, Civil Rights Acts and Equal Pay Act were passed during 1960’s in order to address discrimination in workplace. After understanding the historical context of Union Labor Management, the essay will shed light on actions of unions and management to determine basic compliance with the major U.S. federal labor laws. According to draft published by U.S Department of Labor (2011), there should be an Administrator which will direct and supervise the actions of unions and management in the organization. According to the direction of Administrator, management and unions should appoint, select and classify labors in accordance to their merit. Unions should contact management regarding any discrimination in terms of wage, racial, working hour etc and both of them should take actions

Implementation of Magnet Environment in RMH Essay

Implementation of Magnet Environment in RMH - Essay Example There have been frequent changes in management due to poor working conditions and a high turnover of nurses. This has led to discontinuities in the style of management which changes as often as the managers do. Each new manager comes with a new style to which the supporting personnel have to adjust. This has impacted negatively on staff morale and has resulted in a high attrition rate. The result is a high patient to nurse ratio and therefore increased responsibilities for nurses. This has affected the quality of care given to patients and has led to high rates of mortality. Keenan and Kennedy (2003) indicate that the health outcome is much better when the patient to nurse ratio is low. This finding supports studies done by others including Aiken et al (2002) which indicates that patient outcomes are linked to nurse patient ratio and the number of registered nurses. The chain of command represents the structure of the organization. The lines of authority and responsibility are determ ined by the chain of command. It also determines the flow of communication and therefore the flow of information throughout the organization. A clear chain of command is important for efficient and effective management of any operation and the same applies to the operations of RMH hospital. The appropriate channels for vertical communication in RMH are affected and so problems and complaints are not dealt with because the nurses do not know who to report to. It therefore means that patients are not dealt with in the appropriate manner and so the problems keep piling up with no resolution in sight. There is no organized method of communication at RMH and so policies and directives cannot be enforced because there is no one to perform that role. Decisions are being made by persons who do not have direct contact with patients and therefore do not know what the real problems are. There is no proper supervision because there is not enough staff to go around in order for the job of patien t care to run smoothly. This has helped to increase the stress levels of nurses who have to deal with problems by themselves. There is inadequate information flow at RMH because of problems relating to the chain of command. Management is continually changing and new management normally takes some time to learn about the organization. It therefore means that problems cannot be dealt with as they should because the nurses on the ground have more than they can handle. Political/Economic Elements The role of nurse administration is fundamental to the operations of RMH. All departments depend on administrative and other support functions to provide records, supplies and carry out regular housekeeping services. Even though the nurses role appears to be and is really very critical the support and cooperation of the other departments is fundamental. The absence of interdisciplinary relationships in RMH is the root cause of some of the problems that currently exist. Critical care procedures are difficult to carry out because of this problem. This has affected both the structure and expertise of RMH ICU. This problem is coupled with the fact that RMH is the largest tertiary care military hospital in Saudi Arabia and is therefore always under pressure to admit patients who are critically ill. However, patients who are