Labor-Management Relations

Labor-Management Relations

Introduction

In the advent of increasing employee rights, many companies try to avoid unionization because of the legal implications and economic costs associated with unionization. Many employees feel the need to unionize when they feel that they are being treated unfairly. The firm’s directors have the mandate to make all effort to ensure that the employees feel valued and respected. Its important in creating the most productive working atmosphere in an organization. The company can adopt the following measures to ensure that the employees do not feel the need to unionize.

Discussion

Some employees do not have any way of communicating to the management and they have no way of raising their grievances and concerns. The organization should adopt an open-door policy, where employees can communicate without a lot of bureaucracy. It should also hold regular meetings with the employees and adopt a friendly atmosphere where the employees feel free to talk. Another way of easing communication is by providing a system where employees can raise their concerns anonymously. This can be through the website or suggestion boxes. Management should respond to the complaints and grievances raised by the employees (McConnell, 2010).

Another effective strategy that the management can use to discourage employees from unionizing is providing favorable working conditions. The corporate leaders should ensure that employee benefits and wages are similar with those of other companies in the same industry. The company should aim at being the preferred employer by providing better working conditions than those provided by similar industries (McConnell, 2010). This may include changing things such the parental leave policy, increasing leave pay and offering other similar incentives. Some employees join labor unions for job security reasons. They fear that the employer can decide to dismiss them abruptly. Proper details and mechanisms about firing and demotions should be set up in place.

Another strategy that the management can use is fairness in decision-making. This includes avoiding bias in all business practices such as promotions and demotions. The company’s leadership should also ensure that the disciplinary actions it chooses are fair and reasonable. It should avoid discriminatory practices such as disregarding minority groups. It should be sensitive to how it gives rewards to women, minority races and ethnic groups, and to those who have physical challenges. Company rules should be applicable to all people in the company. The organizational leadership should ensure that it does not discriminate against some people or favor a specific group of people or person (Gerson, 1998).

The company should ensure that it has developed unionization policies, and that all employees understand the contents. It should be able to answer all employee questions regarding these policies. The employers have a right to oppose unionization but they should consider the ethical aspects. They should not use suppressive means to discourage the employees from unionizing. They should instead spell out the negative implications of being in a union. The policy makes should convince the employees that unions do not always serve in their best interests (Deckop & Deckop, 2006). Top-level leadership can point out the costs involved of being in a union, which, apart from the fees required, will also include the time spent in meetings.

Conclusion

Like in most organizational predicaments, pro-activeness is required to reacting. The organization should strive to create channels devoid of bureaucratic hurdles for the employees to air their grievances. In addition, equipping top level and midlevel management of desirable human resource relations is pivotal in avoiding creation of unions. In the long run prevention of unions is both profitable to the organization as well as the employees considering the aspect of cost, relation and time.

 

References

Deckop, R. J., & Deckop, R. J. (2006). Human resource management ethics. Charlotte, NC: IAP

Gerson, E. H. (1998). Avoiding unionization: Tips for employers. Nursing Homes, 47 (5), 53-55

McConnell, R. C. (2010). The health care manager’s legal guide. Sudbury, MA: Jones & Bartlett Learning.

Last Completed Projects

Are you looking for a similar paper or any other quality academic essay? Then look no further. Our research paper writing service is what you require. Our team of experienced writers is on standby to deliver to you an original paper as per your specified instructions with zero plagiarism guaranteed. This is the perfect way you can prepare your own unique academic paper and score the grades you deserve.

Use the order calculator below and get started! Contact our live support team for any assistance or inquiry.

[order_calculator]