Diversity and Management, Essay Example

Trade Union Relationships

Trade Unions became a powerful part of the system of goods and distribution of services. In the UK they gained a strong footing in the Mining, Automobile, and Engineering industries. In the US they dominated Steel, Manufacturing, Automobile and Airline industries. The formation of Trade Unions was based upon protecting the rights of the individual workers against powerful business owners and avoid worker exploitation. They lobbied for increased remuneration, improved benefits and working conditions and improved health and safety standards.  Whilst Unions were generally accepted by Industrial Leaders, they equally became a source of frustration and collective bargaining often resulted in clashes between the management and the trade union leaders. (Sinha, P.R.N. 2009)

In a Public quoted Company like the National Coal Board in the UK it becomes difficult for the management to promote acts of diversity and training in order to lessen the tension between Union and Management agendas.  Political intervention often makes the situation worse as in the case of Margaret Thatcher and her determination to crush the Unions. The real battle with the Miners came in 1984 after Britain won the Falkland Islands campaign. Thatcher was hailed as a national hero and she used that platform to launch her attack against Arthur Scargill the Miners Union leader. She stated – The fighting in the Falkland Islands raised our awareness of the enemy within and the need for vigilance to engage a more dangerous enemy to our rights of freedom. (Berlinski, C. 2008)

Prior to the confrontation, in the previous 12 months the National Coal Board (NCB) closed 23 pits that employed 21,000 miners. Equally the NCB planned upon shedding a further 184,00 jobs over the next 5 years. The 1984/85 miners’ strike was a landmark in British History and signalled both the demise of the powerful Trade Unions and the escalation in Unemployment.  (Blyton, P. 2004)

Diversity in Training

When addressing the concept of diversity in management training, it starts by actually looking at the ‘common ground’ or points of commonality in topics that are mutually inclusive to both parties e.g. Management and the Trade Union Representatives. To achieve consensus in negotiations it is important to create a framework of mutual understanding embracing joint goals and objectives.  (Wildermuth, C. 2005).

One of the most compelling arguments for the training of diversity,  in the US business sector,  is the shifting demographics. Almost 18% of the working population speaks a language other than English. The range of diversity amongst the American people is changing to a blend of ethnic origin from Black, White, Hispanic and Asian backgrounds.  This creates the need to understand the diversity and cultural needs of different ethnic backgrounds in the work place today. (Cris Wildermuth, 2005).

Stigma may be defined as discrimination, prejudice or bias against other people who are often deemed inferior in some way e.g. Mental patients, drug addicts, alcoholics, those with HIV/Aids and in some cases gender related alike that of homosexuals or lesbians. Women’s rights campaign is a specific example of stigmatism that has been perpetuated over hundreds of years. The struggle for women’s rights remains an international concern, even to this very day.  Training addresses how to overcome prejudice and stigmatism in the workplace and create an awareness of the diversity and cultural contribution of individuals.

References

Berlinski, C. (2008). There is no alternative: why Margaret Thatcher matters. In C. Berlinski, There is no alternative: why Margaret Thatcher matters (pp. 183-190). London: Basic Books.

Blyton, P. T. (2004). The dynamics of Employer Relations. London: Palgrave MacMillan.

Cris Wildermuth, S. G. (2005). Diversity Training. Alexandria VA: ATSD Press.

Sinha, P. S. (2009). Industrial Relations, Trade Unions & Labour legislation, 4th Ed. India: Dorling Kindersley.