Across the world, labor unions play an important role in championing the rights of employees in different organizations operating in various industries, both in the private and public sectors (Richards & Sang, 2016). However, the real or perceived importance of labor unions in any context tends to be dependent on whether one considers the opinions of employers or employees. For most employees, labor unions are indispensable owing to their ability to help advance employees’ rights at the workplace. However, lately, employers are divided on the value of labor unions as most find unions less appealing and only a few perceive them as valuable (McCarty, 2017). This perception is more apparent, especially in developed countries, due to policy reforms, globalization, and technological changes (McCarty, 2017).  Even among those who consider labor unions valuable, there is always some antagonism between them and labor unions (Brewster, Wood, & Goergen, 2015).

Therefore, labor unions tend to be perceived in two main ways. First, they are deemed to be entities formed mainly because of the need to impact the work conditions, wages, and facilities of their members at the expense of productivity and work devotion (de Amorim, Fischer, & Trullen, 2019). Second, they are considered facilitators of better performance and better facilities for employees (Cook, MacKenzie, & Forde, 2020). As such, context plays a crucial role in how labor unions impact organizations (positively or negatively). In consideration of this, the proposed study will investigate the impact of labor unions on different human resource management (HRM) practices within the Canadian context.

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