Why even consider the possibility of unionization? When lower-level employees start to feel the weight of the rising economy demands, the lack of wages, hours, and job satisfaction – other options become more desirable. Unionization sounds like a great idea to the minimum wage employees who feel dissatisfied with perhaps taking on the responsibilities of employees who have left the company for better opportunities. However there are many reasons why a company should avoid joining a union. Unions present a great idea, but here are a few examples of why not to unionize: Unions cannot guarantee the economic needs of wage and hour increases, job satisfaction, better supervisory performances and communication (Bateman & Snell, 2009, pg 386). Avoid Unionization
What steps would you take as a school administrator to resolve this issue and avoid unionization of the operator’s staff?
Employees form unions because they are dissatisfied with the conditions in which they are working under and the direction under which the company that employs them is taking. Companies can take certain steps to avoid unionization but they must follow certain rules and regulations regarding labor laws.
Certain steps can be taken that will detour the employees from unionization and it starts with listening to your employees and their requests. It may be as simple as better communications or perhaps better working conditions. This step could be resolved easily by holding meetings on a regular basis. Actually listen to what the employee’s are saying and take notes. If necessary meet with the disgruntled employee’s one on one. Once you have identified the problems try and find a way to resolve these problems. At the next meeting identify the changes the company is able to make and address the changes that cannot be made and the reason why those changes cannot be made. Employers who meet with their employees and keep them up to date will gain much more respect.
Employee committees established will strengthen communication and also give the employees a sense of empowerment. This makes the employees feel like they are a valuable of the decisions that are being made. This will make them less likely to want to unionize.
An open door policy is always an excellent way to make the employee feel as though at any given time there is a member of the management team able and willing to listen to whatever problem they may be facing at this time
You must train your managers on effective communication skills and how they can successfully deal with employee issues. Your managers are the ones who work on a daily basis with these employees. Management staff must also be informed on how to deal with union formation. Seminars where literature may be distributed that pertain to the newest laws affecting unionization should be held frequently.
Company policies should be enforced fairly. As a leader you should be giving the employees the proper respect that they have earned and deserve. If this is not practiced than you can expect the employees to revolt and start the process of unionization.
Always ensure that you stay up to date with the wages and benefits within the industry in which your company practices. If an employee feels they are earning the same pay that any other company would pay them they are much less likely to unionize.
Effective ways to prevent unionization would be to continue the motion of communication. One idea is to conduct yearly employee relations audits, by doing this you are gathering small groups of employees and possibility hiring an outside communicator to relay the organizations intentions as well as hearing the voice of the disgruntled. Many of the employees who want to be part of a union are not fully educated on the meanings and possible freedoms that will lose or gained by becoming unionized. In all reality less than Less than 1 out of 10 employees in the United States are unionized (May 2010)....