Introduction
A trade union is the organization of employees with common aim of achieving working environment which favors the employees. For instance, it promotes safe and comfortable working conditions. Workers’ union is also formed to bargain for high wages for employees covered by the union.
When employees form a union, they can bargain for their needs collectively. On the other hand, labor unions come along with costs to an organization. In other words, union of workers can affect the profitability of a company by increasing its operational costs.
Discussion
Union organizing process can be threatening to the performance of a company by increasing its production costs. Blank (not dated), observed that labor unions has been successful in various cases while negotiating for high wages for employees (par 5). Consequently, this may severely affect the competitiveness of many companies.
For instance, an organization does not have powers to fire unproductive employees without just reasons if its workforce is covered by a union. This forces a company to retain unproductive employees consequently increasing its production costs significantly.
Considering the current situation in our company, union organizing cards are already being circulated among employees. This implies that there is likelihood for the employees voting for the union. A great number of employees are already decided to vote for a union. However, the top management team of the company is against this idea of formation of a union.
Union can also reduce the market value of a company (McClain, 2010, par 5). This is caused by the losses which an organization faces due to inefficiencies associated with the unionization. These include unnecessary level of benefits which may affect the profitability of the organization.
It is very clear that formation of a union will come with costs to the company. Therefore, there is a need to take swift and effective action in order to avoid circumstances which can lead the company to sign a contract. However, this should be done with a lot of care by taking into consideration the fact that unfair labor charges may be filed against the company. This may on the other hand increase the operational costs.
By 1960s, most top management in many organizations had recognized unions and viewed collective bargaining as acceptable ways for determining wages and working conditions (Freeman & Kleiner, 1988, p. 3). However, in 1970s and 1980s, most companies displayed their dislike towards the labor unions following their impact on their performance (Freeman & Kleiner, 1988, p. 3).
How to manage and supervise when a union organizing drive is going on; persuading employees not to vote pro-union
Employees’ participation is one of the major factors which determine the success of developing a union (Anonymous, 2010, par 4). In most cases, employees may be encouraged to vote for labor union when new and unfavorable conditions are posed on them by the employers. In this particular company, employees are triggered to embrace a labor union by the current changes which have taken place in the company four months ago.
First, the company has organized the employees into teams. The employees are also uncomfortable with the changes in the job titles and work assignments. In addition, the company had made some changes in the pay structure. These sudden changes are the major factors which have made employees propose for a labor union.
The current situation needs a serious attention on the employees’ side. We need to come up with measures directed to entice employees to vote against the labor union. Through the union cards, employees can vote for or against an organization. It is there upon our duty to come up with necessary measures to change employees’ standing.
One of the way through which we can solve the current situation is by persuading the employees not to vote pro-union. This can be done by restructuring the process of adopting new changes in an organization. For instance, employees were triggered to act by the abrupt changes which significantly affected them. There is a need to have slow changes in order to suppress the impact of these changes on employees.
According to Higgins (2010), one of the best ways of adopting changes in an organization is by considering what motivates the employees (par 3). Otherwise the company cannot succeed in implementing these changes. For instance, we may engage employees in making decisions in some of these changes. This will significantly affect the effectiveness of these changes since employees will feel recognized. This will also reduce the chances of embracing a union.
Rather than imposing all these changes at a go, we have to introduce them gradually. For instance, we may start by changes in the job titles. In this case, employees should be involved in making these decisions. After the employees get used to the initial change, then we may change the work assignments. This will significantly help in dissuading employees from voting for a union.
Freeman & Kleiner discussed that the management tactics significantly determines the employees views towards unions (1988, p 4). Companies with better benefits, higher wages, and good working conditions are less likely to find themselves in problems with unions than those firms engaged with unfair working conditions, low wages, and worse benefits for the employees (Freeman & Kleiner, 1988, p 5).
The Role of Supervisors in Campaigns against Union
There is a need to have effective tactics to avoid formation of a union in the organization. Freeman & Kleiner (1988) observed that one of the main tactics which a company can use is having an intensive supervisor’s campaign against the union (p 5).
We should encourage supervisors to spare more time and efforts convincing the employees to oppose the union. This should involve explanations on the negative effects associated with labor unions. In most cases, supervisors are in close contact with the employees. They should take this opportunity to campaign against formation of a union.
Supervisors should inform the employees of the negative consequences of labor union to them and the organization in general. For instance, employees should be informed of the inflexibility associated with labor unions which reduces the chances of learning new ideas. Under unions, getting from the job category implies getting out of the union. Such campaigns will reduce the chances of the union to win.
Campaigns against the union should focus on the factors which determine the employees’ propensity to support a union. These include special working conditions in the company and composition of the workforce. Supervisors and other levels management in the company should critically focus on these factors to change the views of the employees.
For instance, there may be a certain fraction of employees who are affected by the changes which triggered the need for a union than others. More attention should be paid on this group of employees. This can be done by organizing small worker meetings with the supervisors in order to convince employees to oppose unionization of the workforce.
Theory of Management Opposition to a Union Organizing Drive
The reaction of an organization union drive is determined by different circumstances. First, their reaction will depend on the probability of the union winning and obtaining the contract. The reaction of the management is also determined by the degree of impact of management’s intervention on the probability of the union winning as well as the likely cost and losses of unionization (Freeman & Kleiner, 1988, p 5). In our case here, the probability of the union winning the election is very high. The changes which have taken place four months ago have triggered the need of the employees to have a union through which to bargain their needs.
Conclusion
In conclusion, we can see that the management has a major role in determining the outcome of the process of organizing a union. The working conditions significantly determine the employee’s attitude towards a union. There are high chances of an organization winning if there are positive industrial relations in the company. The management should therefore embrace good working environment in the workplace in order to reduce the chances of having a union.
In situations where the chances of a drive winning the vote are high, it is necessary for the management to conduct intensive campaigns to convince the employees to vote against the union. This can help in changing their ideas hence escaping from the consequences associated with work union.
Reference List
Anonymous. (2010). Steps to Create a Union Where You Work. Web.
Blank, C. Advantages and Disadvantage of Labor Unions. Web.
Freeman, R. & Kleiner, M. (1988). Employer Behavior In The Face of Union Organizing Drives. Web.
Higgins, S. (2010). One Strategy for Adopting Change across Your Organization. Web.
McClain, S. (2010). Negatives of Labor Unions. Web.