Unions refer to the organizations formed by the employees of any organization to represent their ideas and interests to their employers,(William H. Holley ,2008).The main role of the labor unions is to deal with problems that may arise as a result of any conflict between the employers and the employees.  A very good example of these conflicts is when the employees may believe that their safety measures are not well taken care of in their workplace , or the amount of salary they are paid is not measurable to the work they do. The union may cheep in in order to fasten the negotiations and accommodate the concerns of employees in workplace. Labor relations refer to the relationship between the company management and its staff in the organization. It also refers to industrial relations. The labor relations with the unions can take place in different levels ranging from regional to international levels but has the challenge of adapting with the changes in the market. This is because the technological changes in the market are rapid and they should correlate with progressive development in the relationships between the workers’ union and the management of the organization, (William H. Holley, 2008). Thus labor relations can be taken to be the management skills of the union leaders who can be used effectively by the management of the organization to curtail the expenses of the conflicts that may arise between the workers and the organization. Such conflicts are often referred as strikes which are costly to the organization concerned. Hence, management leaders look for ways that will satisfy the employees’ interest without going to strikes. The effects of unions and the labor relations in the organization are negative as per the organizations’ progress. They have not effectively assisted the organization in regulating the workers’ grievances to the management which leads to strikes. Other companies in the world today are trying to avoid the effects of such unions in their companies by providing and at the same time meeting the needs of the workers in time. This is because once a union has been started in the company; it will spread to every department which has workers and it’s uncontrollable by the company management. Its demand on the workers may be unreachable and the effects of these unmet demands is felt when the workers goes on strikes as a result of the disagreement between them and the company management. The company operations becomes to a standstill as the workers demand what they call their rights from company sometimes including the pay for the days they have not even worked for i.e. the strike period. These proof it costly to the company profits. Changes in the employee relations strategies, policies and practices in the organization have various effects on the performance of the organization. The organization management may make vital decisions regarding the employees’ interests with employees who may or may not be part of the union organization. Further they may proceed to organization’s policies and procedures and do the same in order to meet the goals and objectives of the organization. Then the performance of the organization is also measured. The company is only concerned about the activities of the organization and how these activities are going to affect its performance, profits and productivity. It will never be concerned about who made the decision as long as the decision is fruitful to the company. Thus they will support any policy that will see it move forward no matter its source. These labor unions and labor relations are still relevant in United States. Organizations and their workers in United States still hold talks on the welfare of both in trade, (Frymer, 2008). The country has almost the world’s most large employee’s organizations and employing companies. The workforce in the country is always finding ways of improving and accomplishing the employees’ best interest in their workplaces. They are the organizations that deal with the employers in any of the union members’ concern. They hold campaigns and election for the office leaders who will support and enforce the union policies and practices. These are then responsible for negotiating contracts for the members. Issues such as the job security, payment structure, safety of the workplace and work rules are discussed by the unions on behalf of the employees. It’s in these contracts discussion that the employer is also affected.  Meanwhile the organizations employers are also looking for ways to keep off these unions in the workplaces. In case of any disagreement on terms of the contract, the union leaders are likely to call for workers strike that is meant to force the employers to accept the new workers terms of employment, (Frymer, 2008). A very good example of such a strike is that of a hospital in California i.e. San Francisco Pacific Medical Center. The strike came as a result of employees’ rejection of the management contracts and also the violation of the settlement guidelines by the management. The terms of the contract that were a bone of contention include, the involvement of the third party arbitrator in solving the employees’ issues, the setting up of the union rules and regulations and finally the establishment of the education and training terms of the union members’ firm. It ran for several weeks until the civic leaders came in to unite and enforce the agreement between the two parties. Thus these unions are still relevant and working in United States. Unions are the organizations formed by company workers to represent their issues to the employers. They are developed in order to improve the labor relation in the workplace which is likely to breed effects in the organizations in general. Such organizations of workers are still relevant in almost all parts of the world. They are designed so as to improve the communication between management and the employees of the organization.