Unionization of Employees
Employees' Rights and Management Communication
Employees that choose to organize as a union do so in order to defend their rights. The rights of employees include fair compensation and benefits, appropriate management about recognition, and excellent communication between them and their manager. Employees should be paid according to their job for increased corporate profits, and prizes should be given to those that excel in their various tasks as this usually inspires them. A manager should continuously inform their subordinates of what is happening in their company, including the decisions they make and their justifications. This encourages the workers greatly as they feel that they are part of that company hence they work to their level best for the well-being of that particular organization. The management too should listen to their employees’ suggestions and complaints and take into account what is necessary and helpful.
Employee Morale and Poor Management
Employees feel that the company is the best place to work even with the recent downturns in the economy which have resulted in the loss of large contract leading to less income. This may be as a result of poor management in that the supervisors do not regularly check on the worker's progress (Behrens, 2013). Thus, there are incidences where some workers may come to work late, and others may fail to come hence, a company without direction and goals. Also, due to non-proportional payments, the employees lack morale in that they lack that self-drive thereby unless they are forced to provide quality services and products, they work recklessly and effortlessly.
Guidelines for Responding to Unionization Questions
For a successful response to employees’ questions about unionization, supervisors should follow several guidelines. The supervisor should let them know that the idea of employee union is forbidden by the company management (Jung & Yoon, 2013). This is because, once the formation of workers union is allowed, bad events such as demonstration may occur which in return will affect company’s operations. The supervisor should convince the workers on the benefits they already have even without union formation such as self-drive in that there is no regular supervision by the manager thus, reduced cases of an employee being fired. The supervisor should also tell them the demerits of being in a union such as a group initiation fees in cases where one is late to the meeting or absent without apology. Thus, as a result of many contributions to the well-being of the union, an individual worker may end up receiving fewer payments than before even while increased.
Possible Consequences of Union Formation
The supervisors can also tell the employees the possibilities of loss of their positions within the organization. This is in case they insist on carrying on union formation and conducting a strike which might lead to property destruction. Hence, high chances that the union will not be formed. The supervisor should also let them know that even if they form a union, their grievances might not get resolved through that route (Russell, 2013). This is in the case where the employees need more than what the company can provide to its employees. The supervisor should give a chance to the employees to forward their issues and try to solve them one on one whereby, there might be solutions emergence, therefore, bringing the idea of union formation to an end.
References
Behrens, A. (2013). Thoughts on Business Leadership in Emerging Markets: A Side Effect of Poor Management. Thunderbird International Business Review.
Jung, H. S., & Yoon, H. H. (2013). The effects of organizational service orientation on person-organization fit and turnover intent. Service Industries Journal.
Russell, J. (2013). ""Just Business"": 1970s Management Paternalism and Failed Service Sector Unionization. Labour / Le Travail.
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