Many of the major US labor laws governing unions arose in the early 1930’s

Pre-1930 Approaches to Addressing Issues

Before the landmark labor laws of the 1930s, issues were addressed through direct, often violent, confrontations rather than legal means. The government and the judiciary generally sided with big business.

Strikes and Lockouts: Labor unions organized strikes to withhold labor and force concessions. In response, companies would hire strikebreakers (often called "scabs") or use private security forces to intimidate or violently suppress protests. The Homestead Strike of 1892 and the Pullman Strike of 1894 are prime examples of this brutal dynamic.

Judicial Intervention: Courts frequently issued injunctions against strikes and union activities, effectively making them illegal. They often applied laws like the Sherman Antitrust Act, originally designed to break up monopolies, to dismantle unions, viewing them as a restraint on trade.

Company Unions and Welfare Capitalism: Some corporations tried to preempt independent union organizing by creating "company unions" that they controlled or by offering welfare programs, such as housing and recreational facilities. These initiatives, while appearing benevolent, were designed to keep workers dependent on the company and to discourage them from joining legitimate unions.

The Role of HR and Its Future

Historically, the HR profession emerged from a paternalistic model of labor management. Early "personnel" departments were created to manage administrative tasks like hiring and payroll, and to implement welfare programs to keep workers loyal and quell any desire for unionization. They were essentially an extension of management, tasked with maintaining a stable and compliant workforce to avoid conflict.

I believe this role must continue to evolve. HR should move beyond being a mere administrative function or a tool for management and become a true strategic partner and advocate for both the employee and the organization. The role should change to prioritize

Sample Answer

Major Issues and the Role of the Industrial Revolution

Before 1930, labor-management relations in the US were defined by a stark power imbalance, with the major issues stemming from the rapid and unregulated growth of industry. The Industrial Revolution served as the primary catalyst, transforming the American workforce from a collection of skilled artisans and farmers into a large, unorganized mass of factory workers. The key issues were:

Abysmal Working Conditions: Workers faced long hours (10-16 hours per day, six days a week), dangerous machinery, and a complete lack of safety regulations, which led to high rates of injury and death.

Low Wages: Wages were often barely at subsistence level, and there was no minimum wage to protect workers from exploitation. The abundance of cheap labor, including women and children, kept wages stagnant.

Child Labor: The widespread use of child labor was a major moral and social issue. Children worked in hazardous environments for a fraction of adult wages.

Lack of Job Security: Workers could be fired at a moment's notice for any reason, with no recourse. The employer-employee relationship was almost entirely at the discretion of the employer.

The Industrial Revolution enabled the rise of a small number of powerful business owners who controlled vast amounts of capital and held immense power over their employees. This created a profound conflict of interest. Management's relentless pursuit of profit often came at the direct expense of worker health, safety, and economic security. The sheer scale of industrialization and the interchangeable nature of labor meant that individual workers had no bargaining power, making collective action through unions their only option.