Dias, L. "Human Resource Management." Open Textbook Library. Saylor.org/books.

ISBN 13: 978-1-4533194-3-7., 1 Jan. 2011. Web. 29 Jan. 2015.

<https://open.umn.edu/opentextbooks/BookDetail.aspx?bookId=71>.
This textbook provides a plethora of information as it relates to HRM. As of this dates, I
have only navigated through the first five chapters. The information contained within
these first few chapters provides a brief history and role of HR, recruitment and selection
strategies, and a discussion about diversity and multiculturalism and applicable laws.
The information in this text is reliable. The author, Laura Portolese Dias has a master of
business administration and a doctorate of business administration. She teaches at the
business department of Shoreline Community College. This adds to the credibility and
scholarliness of the information contained in the text. This text as a resource is beneficial
as it gives a general overview of HR functions. The basic synopsis of the text applies to
all things HR which directly affects nonunion shops. A chapter is dedicated to HR as it
applies to working with labor unions. This will allow me to approach right-to-work from
both angles from an HR prospective.
Greer, Stan. "Best Available Evidence Indicates Right to Work Laws Foster Faster
Growth in Employee Compensation - National Institute for Labor Relations
Research." National Institute for Labor Relations Research. 15 Jan. 2015. Web.
29 Jan. 2015. <http://www.nilrr.org/2015/01/15/best-available-evidenceindicates-right-work-laws-foster-faster-growth-employee-compensation/>.
This article discusses the benefits of right-to-work laws. The author emphasizes that for
those States that have this law, they have seen growth in earnings for employees. The
author also attempts to discredit the Labor-funded Economic Policy Institutes (EPI)
argument of the negative impact of right-to-work laws on the employee. The main
argument is the EPIs failure to look at Commerce Department and other federal data
when presenting the financial disparities of employees with and without the law. I
believe that the information in this article is well presented. The author, Stan Greer is a
Senior Research Associate for the National Institute for Labor Relations Research
(NILRR), a nonprofit. Although the NILRR states in its mission statement that it
conducts nonpartisan analysis, it clearly does not. This is evidently plain to see in the

very same mission statement, which contradicts its nonpartisan claims. While this article
at first glance may seem like right wing propaganda, it does seem fitting to HR. With
many companies having to adapt to these right-to-work laws, it is wise to take note of
both sides of the argument. If wages and salaries are truly rising, this will have a major
impact on HR hiring policies, specifically, compensation and retention.
Ifill, Gwen. "Michigan Right-to-Work Laws Spark Heated Debate on Role of Labor
Unions." PBS. PBS, 10 Dec. 2012. Web. 29 Jan. 2015.
<http://www.pbs.org/newshour/bb/politics-july-dec12-michigan_12-10/>.
This is a discussion between State Representative Sander Levin, a Democrat and State
Senator John Proos, a Republican. Each takes their partys respective sides when it
comes to right-to-work. Rep. Levin argues that this law is nothing more than an attempt
to bust the unions and to cause a rift. On the other hand, Sen. Proos thinks that the law
will better position Michigan to compete with other States for business and more
opportunity for all Michiganders to find good paying jobs. While the information feels
genuine as it is a transcript of Gwen Ifills interview of the two, Rep. Levin and Sen.
Proos both fail to provide genuine evidence to back eithers claims. Gwen Ifill is a
reporter for PBS network. This article allows for an unbiased approach to right-to-work.
As when doing any research being able to have an insight of both sides will allow me to
get a feel of what many HRM may be experiencing as they begin to research the
implications of right-to-work.
Lafer, Gordon. "Working Hard to Make Indiana Look Bad: The Tortured, Uphill Case for
right-to-work." Economic Policy Institute. 3 Jan. 2012. Web. 30 Jan. 2015.
<http://www.epi.org/publication/working-hard-indiana-bad-tortured-uphill/>.
This article looks at right-to-work (RTW) from the negative end of having such
legislation on the books. Some of the main focal points that the author points to are to
the many half-truths and the lack of many of the advocates presenting of all the
information. The author make the point how much the research proving the benefits of
RTW, fail to use regression analysis; which is the process of take measurements or
collecting data while holding everything equal. The author also juxtaposition States that

have RTW laws to those that do not, in terms of wages and job growth. While article is
well written and I amiably feel that it was done with the use of regression analysis, it
seems to be bias. While there are plenty of junk researches out there, there has to be
some research that is done properly, that hint to some benefits of RTW laws. The author,
Gordon Lafer works on labor law and employment policy issues as an Associate
Professor at the University of Oregon. This article provides some information that any
HRM would want to look when preparing to adjust to RTW standards. The data provided
tells of some of the effects that have faced existing companies. In addition the thirty plus
references cited by Gordon, opens avenues to gather additional information for my paper.
Mayhew, Ruth. "What Challenges Do Unions Pose for Human Resource Management?"
Business &amp; Entrepreneurship. Demand Media. Web. 30 Jan. 2015.
<http://yourbusiness.azcentral.com/challenges-unions-pose-human-resourcemanagement-7269.html>.
This article gives a straightforward insight in to the different aspects of HR and union
relations. Some of the main focuses are: bargaining, payroll, grievances, and union
organization. The article stress some of the difficulties HR faces when working with
unions. The author fails to mention the benefits that could be gained with working with a
union. Ruth Mayhew, the author of this piece, has certification for the Human Resources
Certification Institute and has a Master of Arts in sociology from the University of
Missouri. The working relationship of HR and union and nonunion employees is
important to take in to account. An understanding of both processes is necessary to be
able to grasp and adjust to a new playing field of union/nonunion subordinates. HR
policies may now look blended as opposed to being black and white.
Minor, Darrell. "Poverty, Productivity, and Public Health: The Effects of." Rss. 1 Jan.
2012. Web. 30 Jan. 2015. <http://www.nea.org/home/52880.htm>.
This article gives a comparison on key indicators on stand of living between RTW and
non-RTW states. The author looks at seven key indicators: GDP, poverty rates, health
coverage, employment rates, home ownership, life expectancy, and income gap. The
author explains the disparities of these key indicators and the effects that they cause on

the State. This article is bias in the sense that, while it did mention a few RTW States that
ranked high, it failed to go beyond just mentioning its low percentage, and answering
why they ranked high. The author, Darrell Minor is a professor at Columbus State
Community College. The article is well cited, with over twenty sources referenced. The
information is important from a HR prospective because if standard of living falls, then
this could be a sign of less spending by consumers of the home state. This could be bad
for business, in the sense that skilled works could migrate leaving a weak pool of
employees available to hirer.
Pearson, Michael. "What's the 'right-to-work' Battle All About? - CNN.com." CNN. Cable
News Network, 12 Dec. 2012. Web. 30 Jan. 2015.
<http://www.cnn.com/2012/12/11/us/right-to-work-q-and-a/>.
This article gives a brief history on RTW laws. It also brings up the debate of RTW laws
in Michigan and the perceived benefits and shortcomings of such legislation. There is
also reference to the waning influence and membership of unions. The benefit of this
article is the information on the history of RTW laws, as it is beneficial to correlate the
effects of RTW laws from the past to present. The author, Michael Pearson, is currently a
freelance news editor and has a long history of reporting; dating back to 1988.The article
is helpful in the sense that RTW is not a new concept. The article is to be used to draw
conclusion from the boom of unionization and its current decline, as it relates to HRM.
Raper, Leigh. "Labor Union Vs. Human Resource Management Functions." Small
Business. Demand Media. Web. 30 Jan. 2015.
<http://smallbusiness.chron.com/labor-union-vs-human-resource-managementfunctions-69826.html>.
This article discusses some key functions HRM and union relationships. It looks at
relationship building, operations, discipline, and contract negotiations. There is also a
focus on the importance of a good working relationship to benefit the business and the
importance of HRM in managing that relationship. The information provided in this
article seems sound, but lacks comparison between the styles utilized when dealing with
unions as oppose to not. The author, Leigh C. Raper has a B.A. in English, politics, and
public affairs from the University of Miami and her J.D. from Pepperdine University

School of Law. The information will add context to my paper as it provides some basic
functions of HRM as it relates to working with unions.