Third Party Overview Of Workers
Independent observers are generally used for assessing the different parts of a work environment, for example, well-being. For independent observers to consider unionized workers, the assessment should be thorough. Yet, the conduct should not obstruct the work, and the employees should not feel that the observer is hampering their work. Assessing the efficiency could be significant since it would provide a gauge for management to work on, yet keeping it at a solid distance that it becomes unhealthy or the interruption should be a breaking point for the observer.
Most believe that union agents are denied from taking execution assessments since an immediate association does not exist between execution and remuneration. Others feel that execution assessments cannot be given in POC and volunteer divisions, resulting in the possibility that the volunteer is informed that they should change; they are likely to leave the workplace. Nonetheless, when the union agents are given the execution assessments directly with supportive criticism and helpful feedback, organizations can construct a solid and respectful culture.
Unions should not avoid the efforts of third parties providing criticism of their product. The resistance should not happen except if the feedback mechanism is causing harm to the well-functioning union. If the block is confronted with difficulties because of the feedback mechanism, it should also determine if the third party’s input is carried out with the non-union employers (Laslett, 2014). However, as long as the feedback from the third parties is assisting the union to become more productive, they should not avoid it.
Reference
Laslett, S. (2014). Doesn’t third-party union … make our marriage stronger? Retrieved from https://www.thestand.org/2014/04/dont-third-party-the-union-make-our-union-stronger/
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Question 
Third-Party Overview Of Workers
One of the primary criticisms of organized labor is that union-negotiated job security leads to decreased productivity and breeds a culture of collecting paychecks without providing significant value to an organization. To what degree do you believe it would be wise for independent observers to evaluate the productivity of unionized workers constantly? Should there be a heightened expectation of management evaluation of workers in a unionized shop? Or, should unions resist the efforts of third parties to provide feedback on their work product unless the same rules are applied to nonunionized workers and contractors?