A Company That Deserves a Union Gets One

Question One

A Company That Deserves a Union Gets One

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There have been suggestions that have pointed out that a company that deserves a union gets it. In nutshell, this philosophy points out that if proper leadership and motivational techniques are applied, and the most desired policies are established, the workers would not want to belong to any union. I would like to state that I agree with this philosophy. According to me, when an organization is prone to display their appreciation and also placing the concerns and needs of their employees as their major priority. If this is done the employees are disgruntled and unhappy workers to form a union. If employees are feeling disengaged, are being treated poorly, or better still when their jobs and wages are not protected, they would be more than willing to belong to a union that would help in championing their grievances. Workers normally join different unions so that they can be guaranteed of job protection; better wages, salaries and benefits; and also better due processes in their workplaces. Employees who have got a feeling of despair and disengaged will not hesitate to join any union that will promise to fight for their rights; and as to whether they will be able to deliver on their promises that is not relevant to them (Gupta & Jenkins Jr, 1996).

What a Company Could Do To Create an Environment Where Workers Will Not Want To Unionize

Communication is a very critical factor to be considered in an organization to keep abreast some of the concerns of employees. Therefore for an organization to remain effective they should be able to communicate with their employees frequently. It has been pointed out that another communication tool that can be used in the organization is a survey on the employee satisfaction. It is important to note that surveys is an effective tool to find out whet employees are thinking and an accurate determinant of vulnerability of the workers in the organization to belong to a union. To ensure that the workers should not think about belonging to a union, the management should always talk to their employees and make them believe that they can always talk to the management and therefore they should not be thinking about turning to a third party. The following are some of the things that an organization would do to ensure that they create an environment where workers would not think of unionizing (Gupta & Jenkins Jr, 1996).

Provision of an Avenue for Problem Resolution

Basically, employees need a much safe, and a comfortable environment to ensure that their concerns are addressed and get their issues resolved. If these issues can be detected early enough and corrected, employees can remain focused to the goals and objectives of the company (Gupta & Jenkins Jr, 1996).

Develop Supervisors

It is undoubted fact that management is the bed rock of an organization. The supervisors should be made to be the eyes and ears, solvers of the employee problems, and a go getter person who would want to see things get done as required. If this one is done, the employees would not be thinking about joining a union as their first line of defense in either preventing of fighting for a drive (Gupta & Jenkins Jr, 1996).

Fair Payment

            Most workers are normally being motivated if they are paid fairly for the services that they have provided for company, and it also important to remember that employees are wise enough to understand that the organization is going through a tough time. There is nothing that would make the workers to think about unionizing than if they feel that they are being under remunerated or paid. The organization should be able to review their wages on a yearly basis with an intension of making them to be even better (Gupta & Jenkins Jr, 1996).

The Advantages and Disadvantages in Using Seniority as a Factor to Determine Shift Preference or Overtime Assignments

There are both advantages and disadvantages for using seniority as a determinant factor so as to determine the shift preference or better still overtime assignments. To begin with, the advantage for the management of an organization through the use of seniority as a factor in shift preference, or better still assignments on overtime duties based on the privileges and rights based on the employee’s length of serving the company. Some of those companies assume that productivity and performance of employees is only based on the experience of that they have, which can only be equated to the number of years that they have been able to serve in the company. More often than not, the management of these companies would reward employees by assigning them the most desirable activities and privileges and preference to the companies that have been able to serve the company for a longer period. For instance, a company may decide to pay senior employees higher wages and also give them priority when it comes to promotions and transfers, work and vacation, and assignments (Gupta & Jenkins Jr, 1996).

The disadvantage of basing decision on the seniority is that it does not mean senior employees are more productive. It is important to remember that senior employees may not be able to support a company’s strategy or better still initiatives due to a preference for the long-standing procedures. Due to the fact that seniority reward system is based on the entitlements on the period of employment. An employee may not be able to improve his or her productivity either on the job performance by acquiring new skills or training (Gupta & Jenkins Jr, 1996).

Currently, the mobility of workforce has been diminishing the significance of the seniority of employees to any company. Businesses should be continuously improving the performance of the company and also its employees. By doing that most of the companies currently tie fair and equitable compensation to the employees based on the performance while working, instead of seniority. This includes the measures to ensure employees are paid based on their qualifications and contributions that attracts and motivates quality employees. Organizations may also offer skills or knowledge-based compensation that relates payment to employees based on the skills that they have acquired (Gupta & Jenkins Jr, 1996).

Two Different Steps a Company Should Take to Prepare for its First Round of Bargaining with the Union

When preparing for any form of negotiation, it should begin with a number of steps that are designed to develop the strategies for negotiation. Start the process through reviewing the union agendas from the previous negotiations. The process for reviewing the notes of previous negotiations will enable those who are negotiating to study the past arguments. This is normally useful to any representative that was not there before the contact negotiations. The additions and subtractions of past negotiations, entailing the tactics, concessions, and other gains that often offers the best learning experience and foreteller of future behavior on the part of the union.  Any form of settlement agreements or any other form of agreement ought to be reviewed together with any oral or written commitments that have been made prior to negotiations as well as since the last contract (Gupta & Jenkins Jr, 1996).

Another important step that ought to be followed is a review of the key issues that were highlighted during the last negotiations. During development of strategy there should be an assessment of those issues as to whether they might surface again at some point. The way in which the contract affected the efficiency as well as the effectiveness of the organization is an important measurement for the negotiating team. Therefore the management should prepare the background material, data, and any form of argument that can support all of its proposals. Finally, the management ought to prepare a sketch of negotiating timetable to ensure that there is smooth process for negotiation (Gupta & Jenkins Jr, 1996).

Major Ways that Make the Government to be Important Participants in the Labor Relations

To begin with, it is important to remember that government plays a major role in the determination of labor history. However, labor laws have always tilted the playing field to favor any of the unions or management.  For many years, the government has always served the role of a referee in the field where there has been a fight for power between management and labor. There have also been court rulings and legislations that have shaped how contests between the management and labor at any given time. In the past always had to intervene in the disputes that have involved labor, and mostly when the employers would use force to end strikes. Before the government intervened through numerous legislations to control labor relations, it was difficult for the unions to make any meaningful change (Gupta & Jenkins Jr, 1996).
















Gupta, N., & Jenkins Jr, G. D. (1996). The Politics of Pay: Who gets what is often a matter of who is the better game player than of who really deserves more pay. You cannot overlook political dynamics if you want your company’s compensation system to be effective. Compensation & Benefits Review, 28(2), 23-30.


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