Changes in Public Sector Unions
Over the years, the number of public sector unions has registered to rise steadily. Statistics show tremendous growth in the ’60s and ’70s, average growth in the 80s, and flat growth in the ’90s and 2000s (Berman et al., 2016). The rising number in public sector unions is contrary to the declining number of private-sector unions. Changes in the growth of public sector unions are, however, accelerated by a few factors. Some of the factors include favoring changes in public policy and laws, increased number of strikes and slowdowns in jobs and efforts to organize new public sector unions. Threats to job security for some employees have majorly led to the rise of public sector unions. Additionally, low wages to employees, poor working environment, and the increase of public sector employees have also contributed to the increase of public sector unions.
Taking into consideration preceding statistics, public sector unions seem to have a brighter future. The number of public sector unions can be predicted to increase substantially in the next decade. It can be comfortably explained by the rising number of federal employees, strikes, and their effort to air out their grievances to improve their working conditions.
The collective bargaining process is a process majorly conducted by the employer and the employee representatives to set working terms and conditions and improve the working environment for all. Three phases determine the bargaining process. The stages include: organizing to bargain, the bargaining, and implementing the agreement (Berman et al., 2016). The bargaining process is useful as employees get to have a say in the business operation terms and can work in good condition; as a result, increasing business stability. A few changes to improve the process, such as to avoid lagging the process, focusing on significant issues can be made. Similarly, both employers and employees should not impose a financial burden on anyone during the process. The changes should be made to create a pleasant working environment for all.
Reference
Berman, E.M., Bowman, J.S., West, J.P., Wan Wart, M.R. (2016). Human Resource Management in Public Service: Paradoxes, Processes, and Problems. 5th Edition. Sage Publications