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Posted: July 29th, 2022

Respond to each classmate post with 3-4 sentences



Classmate 1 post


•Many would acknowledge that at one time unions were good for workers and the country as unions were able to help workers obtain safer and healthier working conditions, higher pay, and a variety of legal protections. However, others argue that they have outlived their usefulness and contribute to lower competitiveness and a decline in the value of merit (with the union emphasis on seniority). Evaluate the pros and cons of unions, including your assessment of whether unions have outlived their usefulness or still have an important role.




Labor unions are also known as trade unions which continue to be controversial topic for the workforce (union plus, 2016). According to our readings, unions and management both have experienced the same problems (Casio, 2015). Changing the nature of the workforce and the nature of labor, mergers and acquisitions the structure of employees are all impacting both unions and management (Casio, 2015). The origin of labor unions date back to the eighteenth century in Europe pertaining to the Industrial Revolution (union plus,2016).Unions are more common in mining, construction, manufacturing and transportation industries. A lot of criticism goes along with even creating a union, most employees are afraid that if they join a union the company will be against them. Recently and in the past, unions have been scrutinized. Twenty-three states authorize collecting these fees from those who don’t join the union but benefit from a contract that covers them (global issues, 2016).

Recently the Supreme Court has ruled against unions (global issues, 2016). The court’s more conservative justices sharply criticized the current system in which public employees in 23 states and the District of Columbia must pay for the cost of collective bargaining, even if they disagree with their unions’ demands. The problem, those justices said, is that virtually everything the unions do affects public policy and tax dollars(global issues,2016).Subsequently being a member of a union comes with a weekly membership fee, the thought of where and how the money is being spent will always be a question for some members.Labor unions have been around since the Roman Empire and actually began to evolve into their present form during the Middle Ages. Like all things created by men, labor unions have good qualities and bad qualities. Here are some pros and cons of having a union member represent an employee. One pro is that the union protects the best interest of the employee (global issues, 2016). Employees who are members of labor unions have the voice and support for a safer working environment.  Another pro is that once the union negotiates better working conditions, it will lead to more productivity within the company (global issues, 2016). Some cons that affect unions are that employers are forced to cut down on hiring other workers for certain jobs, because of the demand from union workers for higher wages. Another con is that labor unions can be monopolized and can be run by cartels (global issues, 2016).

Unions can affect the company’s production with lobbying, strikes and other forms of retraining trade and commerce. Since labor unions are considered a non-profit organization, they are exempted from paying taxes which can lead to employees pay rate. Having unions can protect employees from discrimination and inequality including sexual orientation, religion, race, age and gender. I believe unions have outlived their usefulness, because labor laws can do the same and more for an employee for free!


Classmate 2 Post


Ulrich (2012) proposed six key competencies for HR professionals, including (a) credible activist, (b) strategic positioner, (c) capability builder, (d) change champion, (e) HR innovator and integrator, and (f) technology proponent. Conduct research into the six competencies and assess which of the six roles is most important for an HR professional to master.A. Credible Activist

HR professionals who are both credible and active are the most skilled professionals.  They are usually the ones who are trusted the most, respected, reliable, and make a great impact in their organization.  According to an article in SHRM, Being a credible activist, culture and change steward, talent manager/organizational designer, and strategy architect accounts for more than 75 percent of an HR professional’s success, the study found. That’s because CEOs are turning more frequently to HR for knowledge about developing talent, changing the organization’s culture and moving into new markets, according to Ulrich” (Gurchiek, 2007).  HR professionals have to be talented enough to recongnize a changing business market and trends that affect their organizations, understanding and having the ability to implement programs or different ways to overcome obstacles and being able to implement company changes for the success of the business. 

B. Strategic Positioner

These HRM professionals understands the in and outs of their organization and think outside the box.  They target key customers and work to understand them better by knowing what they expect and shaping the organizational needs to fit the customer’s.  They are able to forcast outside business trends and shape the organization to gain from those trends and are fully knowledgable about the scope of business the organiztion is related to.  

C. Capability Builder

This is the trademark of the company; what it’s good and known for.  The HRM professional will understand how to build each employees strengths and shape it to fit the need of the organization.  According to an article in HR, “HR professionals should be able to audit and invest in the creation of organisational capabilities. These capabilities outlast the behaviour or performance of any individual manager or system. Capabilities have been referred to as a company’s culture, process, or identity” (Ulrich, 2012).  HR should work with managers to build strong relationships with employees, in order to enchance their skills, therefore employees being able to find value in their work.  HR should concentrate on the atributes of the organization such as customer service, speed, quality, efficiency, innovation, and collaboration (Ulrich).  

D. Change Champion

As change happens so suddenly in the business world so should an organization change.  The change champion helps to make change in the organization easier for management and employees.  According to Ulrich, “As change champions, HR professionals make sure that isolated and independent organisational actions are integrated and sustained through disciplined change processes. HR professionals make an organisation’s internal capacity for change match or lead the external pace of change. As change champions, HR professionals help change happen at institutional (changing patterns), initiative (making things happen) and individual (enabling personal change) levels” (Ulrich).  Change champions also look to transition an organization and position them in ways that will make them more valuable with whatever change that takes place outside of business.  

E. HR Innovator and Integrator

An HR professional must know the complete scope of HR practices and be able to combine past HR practice with present, in order to implement programs and practices that will propel the company.  They must be able to recognize talent and and enchance skills; performance apprasials to where employees are awarded with rewards and incentives; team building skills and developing employee and manager relationships; and communication through out the entire organization.  The goal is to have all of those systems to operate effectively in order to increase productivity through out the organization.  

F. Technology Propent 

Technology plays a major role in communication with HR administration.  All company forms, payroll, benefits, employee information, and other administrative services are conducted and kept online.  HRM would need to understand employees need to understand their computer systems in order to stay connected.  With the growth and expansion of technology, organizations need to get a full grasp on social media.  Many consumers take advantage of the ease of using companies who are connected to social media.  Using social media will propel a company forward  for any future business.  

The most important compentensie is going to be credible activist because they build realtionships based on trust and understand the entire scope of HR viewpoints.  Credible activisty has to have an even balance of the other competensies in order to be effictive.  According to Ulrich, “They also have to have a mix of competencies in positioning the firm to its external environment (strategic positioner), doing organisation capability and culture audits (capability builder), making change happen (change champion), aligning and innovating HR practices (HR integrator) and understanding and using technology (technology proponent). These competencies explain 42.5% of the effectiveness of an HR professional: (Ulrich).  

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