As an adjunct professor for the master’s in management (MSM) in human resource management program at University of Maryland Global Campus (UMGC), I’m always excited to teach the course on employee and labor relations. This course explores the rights and responsibilities of employees and organizations in union and non-union environments within the United States. Understanding employee and labor relations is a critical part of the business world because how you manage and train your staff and employees, or even how you partner with your vendors and their associates, will essentially create the type of work environment and culture for your company.
When students complete the UMGC employee and labor relations course, they will learn about employment contract trends, topics, and issues, as well as all phases of unionization, from organizing to contract maintenance. In addition, course assignments are structured to increase students’ skills in conflict management, negotiation, and alternative dispute resolution.
Why Is Labor Relations Still Relevant In Today’s Business World?
It still amuses me that at the start of each semester without fail, I am asked by students, “Why are we studying labor relations when union membership is supposed to be on the decline?” I look forward to this question because it opens the door to discussing the continued relevance of studying labor relations in the 21st century.
These students are correct; union membership has been on the decline for some time. Currently, more than half of our states have right-to-work laws that prohibit union security agreements which mandate that employees join a union or pay union fees, aka “fair share,” as a condition of employment. In addition, a weakened National Labor Relations Board is now struggling to police labor law violations and enforce the tenets of the National Labor Relations Act, which include the rights of employees to organize and engage in collective bargaining and the prohibition of unfair labor practices by employers and unions.
However, there are indications that the declining trend in union membership may be reversing. Strong organizational campaigns have continued in the retail sector, including at Amazon and Starbucks. In addition, there have been many victories in campaigns unionizing non-traditional groups such as graduate assistants, doctors, veterinary technicians, architects, and librarians.
As business leaders, we need to know about collective bargaining. UMGC’s employee and labor relations course helps prepare students to tackle current and future challenges in labor relations at their workplaces.
Labor Studies and Conflict Resolution Throughout History
In our course, we first examine how and why legislation protecting employees came into existence. We learn about the tragic Triangle Shirtwaist Fire of 1911. The majority of the employees of this New York City garment factory were young immigrant women who labored for 12+ hour shifts in unsafe and unsanitary working conditions for very low wages. When the factory caught fire one afternoon, 146 workers were killed in a mere 18 minutes when they were unable to escape the inferno, because the doors had been locked from the outside by management.
It is indeed ironic that, two years before the fire, Triangle Shirtwaist employees joined thousands of other New York City garment workers in a strike demanding safer working conditions and increased compensation. The majority of factory operators quickly negotiated contracts to end the strike, but the Triangle Shirtwaist owners did not. They continued to compensate their employees poorly while operating a dangerous working environment. With limited choices, their employees continued their labor in this sweatshop until the fire destroyed it and killed many of them.
In addition to exploring our labor history, we also discuss current labor issues. For instance, the Philadelphia AFSCME District Council 33 went on strike earlier this summer. At 9,000+ workers, Philadelphia’s largest blue-collar union represents sanitation workers, streets workers, dispatchers, and other blue-collar workers. As the trash piled up in the streets in Philadelphia, we analyzed the case. Where, how, and why did negotiations break down? What did each side want? Was the eventual agreement a fair one? How was the ratification vote done? Did both sides walk away feeling the deal was a good one? And how could they repair employee/management relations after the first strike in 40 years? It was fascinating for us to analyze current events through the lens of all that we had learned together.
In addition to studying all aspects of labor relations, we also spend our semester honing our skills in the areas of conflict management, negotiation, and dispute resolution. Recently, I have had the opportunity to pilot VirtualSpeech in my classroom for some learning activities and assignments. This tool provides real-world simulations for in-depth, interactive learning.
We use VirtualSpeech to practice debating with an avatar. Once the conversation begins, we present our argument, and the avatar takes the opposite position. For example, one activity centered around seniority-based teacher layoffs in public education. We each took a position as to whether a reduction in force should be performance or seniority based. We then faced the avatar and the debate began. Win or lose, the avatar provides us with helpful feedback at the end of our debates.
We also sharpen our negotiation skills using VirtualSpeech. One very popular activity is a role play with the avatar to attempt to convince our supervisor to give us a pay increase (and we discovered that the avatar is no pushover). Even if we didn’t get the raise, the avatar did give us helpful tips to improve our negotiating skills.
In conclusion, the employee and labor relations course helps students understand the complex dynamics between employees and organizations. As current or future business leaders, they leave class better equipped to effectively address employee relations in their workplaces. By honing practical skills in conflict management, negotiation, and dispute resolution, students are better equipped to both navigate the workforce and lead others.
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