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时间:2021-10-04 03:00 来源: Essay代写

摘要:本文是留学生essay范文,主要内容是围绕公会的产生历史,以及公会在企业中所起到的作用等问题进行讨论。......

工会与雇主之间的冲突
Conflicts Between Union And Employer 

 

工会一直对美国工人的起到重要作用,开始于十八世纪末并且在1945年达到峰值,然而在私营部门的工会会员有明显下降。下降的原因可能是产品的全球化,完成与海外制造商的海外竞争,导致销售下降。一些研究指出,美国人口组成的变化。在工业方面,美国的劳动力因素。此外,工会工人的成本也变得如此昂贵,它可能对某些行业很难竞争。最近,克莱斯勒和通用汽车公司经历了破产主要是为了恢复通过否认工会合同,规定具体的工资和福利,公司说他们不再具竞争的能力。虽然过去的服务/酒店业是工会的一个薄弱环节,它现在看到一个成熟的目标,工会增加他们的成员。由于工资低,缺乏工作保障,缺乏对公司和管理人员的信任,对于许多英语不是他们的第一语言,这往往增加了对要求的恐惧,这只是一个时间问题,酒店的工人将接受的想法,并欢迎有人进来,并说他们可以使他们的生活更好,工资,福利和工作条件。值得注意的是,即使是数字的下降,工会仍然是一个有影响力的力量。

 

While trade unions have been an significant factor for workers in the United States, beginning in the late 18th century and peaking in 1945 when 35 percent of the non-agricultural workforce was unionized, it is no secret that the membership of trade unions in the private sector has significantly been declining. The reason for decline may be the globalization of products, completion with overseas competition with overseas manufacturers causing a decline in sales; and work may be. Several studies point to compositional changes in theU.S. labor force in terms of demographic, industrial, oroccupational factors (Bronfenbrenner, 2005) In addition, the cost of union workers have also become so expensive that it may be difficult for some industries to compete. Recently both Chrysler and General Motors went through bankruptcies primarily to regain the ability to compete by disavowing union contracts which impose specific wages and benefits that the company said they could no longer afford. While the service/hospitality industry in the past was a weak section of the union, it is now seen a ripe target for the unions to increase their membership (Source.. BLS). Given the low wages, poor job security, lack of trust of corporations and managers, and for many English is not their first language which often increases the fear of asking for something, it was only a matter of time that hotel workers would embrace the idea and welcome someone coming in and saying they can make their life better with increased, wages, benefits and working conditions. It should be noted that even with the decline of numbers, unions are still an influential force. 

 

John Wilhelms said "What workers in this industry need, what the country needs is a permanent campaign to do in the service sector what we did in the manufacturing 70 years ago: transform low-wage work into decent jobs that give people the opportunity to make it into the middle class." (Source).

 

With all this being said the large percentage of hotel workers are not union members "yet". In fact approximately 8% of workers are union members. However, with the new "CARD", and the feeling of powerlessness in their employment, time is coming. But the question is why? Every hotelier knows that "people are our business" and people are our greatest resource to profits., yet many in the hospitality industry have forgotten about their prime source, their workers

 

This paper reviews certain key human relations practices at leading luxury hotel companies and the goals and methods of the leading trade union representing hotel and hospitality workers in the United States and Canada. The purpose is to assess whether the HR practices employed by leading luxury hotel companies are compatible with the goals and methods of the leading hospitality union

 

In this paper we will look at the unions within the hospitality industry, goals of the employees and the methods the leading trade union representing hotel and hospitality workers in the United States are using. We will also look at leading luxury hotel companies, some of which have been named in the top 100 companies to work, and assess whether the HR practices employed by leading luxury hotel companies are compatible with the goals and methods of the leading hospitality union. (Fortune…Bloomberg).

 

The objective herein assess whether the human resource practices employed by these hotels are compatible with those of the unions is to provide an understanding of unions within the hospitality industry as well as to assess whether these leading luxury hotels' human resource practices are compatible with the goals of the unions. The questions are: a) with good human resource practices do we need unions and b) if unions are here to stay, can we work as partners with benefit to both industries.

 

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