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Introduction The balance of power between management and labor has long been an issue. Historically, companies had the other hand, and workers had been given couple rights in terms of pay, working conditions, or acceptable therapy (Fossum, 2012). Individual employees found that they had little impact over their own work scenarios and were frequently at the forefront of employers. Over time however, some progress was made from drawing attention to the plight of employees. The ability of organizing started to provide groups of employees some voice in office issues. Unfortunately, however, first efforts at unionization of workers during the nineteenth century were short-lived and often marked by violence (Fossum, 2012). It was not till the twentieth century that major legislation gave unions a sense of legitimacy and workers slowly gained some leverage at the employer-employee relationship. Labor Laws The Norris-La Guardia Act of 1932 was one of the very first major pieces of federal legislation establishing the rights of unions and union members. This action allowed employees the right to organize and attack without fear of federal interference (CSU-Global, 2013). Norris-La Guardia restricted the capacity of the national government and companies to take part in anti-union activities (Fossum, 2012). Employees were no longer needed to sign вЂњyellow puppy contractsвЂќ which prevented them from joining unions and enabled dismissal due to union registration (Reed & Bogardus, 2012, p. 419). Although it legalized collective bargaining, the reach of Norris-La Guardia was somewhat restricted because companies weren't needed to identify labor unions created by workers (Fossum, 2012). Even so, passage of the Norris-La Guardia Act gave workers a foundation on which to as...