The Effects of Unions on Delivery of Safe and Quality Health Care – Health System Example

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"The Effects of Unions on Delivery of Safe and Quality Health Care" is a perfect example of a paper on the health system. McConnell (2004), states that unions particularly in the health care industry are becoming a threat than it was before. The health care industry provides huge numbers of potential members for the unions. Health care is one of the most regulated industries in the United States, and this has brought dissatisfaction to most employees. This is because the regulation brings about other demands and constraints, which in turn leads to frustration.

Frustration eventually leads to employee dissatisfaction (McConnell, 2004).   Advantages of Unions for the Institution, Management, Employee, and Patients Research indicates that the best performing economies in the world possess high union density and a high degree of cooperation between the business and labor. For instance, the Montefiore Medical Center labor-management collaboration/partnership has led to widespread support for training programs that enhance hospital profits and health services. Workplaces that have union representation witness higher productivity and lower turnover. Unions offer high-quality services to American consumers. For instance, registered nurses who are unionized and have a say in the workplace problems/issues, are in a better position of caring for the patients (American Rights at Work, 2010).

  Disadvantages of Unions for the Institution, Management, Employee, and Patients There are many disadvantages of unions in the health care industry as shown in its response to the health care reform as proposed by President Obama Administration. The union's move is seen as self-interest motives for the promotion of government-run health care. Proposes in the health care reform will render all health care workers as quasi-public employees.

Thus, the taxpayers will have to cover the cost of decreased productivity because of the rigid union work rules (Sherk, 2009). Question 2 The union within our organization that interfaces with my current position are the NYSUT (New York State United Teachers) Health Care Professionals. The union represents at least 600,000 teachers and school-related professionals, professional and academic faculty in higher education, and professionals in health care and education and retirees. The main aim of health care professionals in this union is collective bargaining (NYSUT, 2012). Differences In Management In A Unionized Environment Versus One That Is Not Unionized   Management in a unionized environment is controlled by laws that do not affect those in the non-unionized environment.

These laws, especially those in relation to labor contracts and collective bargaining are the main factors in bringing about change in the management. There are more resistances (both sources and reasons for resistance) and a large capability to resist in a unionized environment than in a non-unionized workplace (Blackard, 2000). The job design process can be influenced by the presence of a union in an organization.

In the case of a non-unionized environment, the job design process can be done independently and to the advantage of the management. For example, the management can decide minimum skills, qualification requirements, and job security measures independently. This is in contrast to the unionized environment where the union may pressurize the management to accept its job design terms (Durai, 2010). The environment, which best suits my professional views, is the unionized environment. This is because unions ensure that the plight of the workers and those of consumers are taken care of by the management.

They ensure that quality is maintained and that the employee is given the best working conditions. The unions also make sure that the recruitment process is up to the standards and transparent.  

References

American Rights at Work. (2010). Businesses and communities benefit when workers have unions. Retrieved from http://www.americanrightsatwork.org/publications/general/businesses-and-communities-benefit-when-workers-have-unions-20100323-875-116.html

Blackard, K. (2000). Managing change in a unionized workplace: Countervailing collaboration. Westport, CT: Greenwood Publishing Group.

Durai, P. (2010). Human resource management. New Delhi, India: Pearson Education India.

McConnell, C. R. (2004). Managing health care professionals. Sudbury, MA: Jones & Bartlett Learning.

New York State United Teachers. (2012). About NYSUT health care professionals. Retrieved from http://www.nysut.org/healthcare_3289.htm

Sherk, J. (2009, September 14). Why organized labor supports government health care. The Cutting Edge. Retrieved from http://www.thecuttingedgenews.com/index.php?article=11578&pageid=13&pagename=Analysis

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