The discussion revolves around the non-union form of employee representation. Organizational theories have been identified as the ultimate theories for supporting the discussion. To be precise, the Rational System Perspective theory has been used in this case. There is a brief description of the theory, which is encompassed by a discussion that shows its correlation to the topic of discussion. The theory is based on formalization and specificity of goals at the workplace. These elements enable the organization to move forward in the desired manner. There are theories about the implementation of non-union representation suggesting that employers adopt it as a way of preventing employees from joining unions. My experience working in a previous organization shows a different viewpoint. The objectives that were at play showed that this form of representation was meant to make the workplace more favorable, but not a form of suppressing employees’ bargaining power. This is where the correlation of the Rational System Perspective theory and objectives involved in the adoption of the non-union representation comes in. It has been clearly elaborated throughout the paper. The objectives of non-union representations have been discussed in detail based on my previous work experience. The outcomes of the discussion are that non-union presentation aims at ensuring that there is a positive relationship between employers and employees, alignment of common interest and ensuring employees’ involvement in decision making.
Several theories can be used in support of this discussion. Among them are the organizational theories. The most relevant organizational theory, in this case, is the Rational System Perspective theory. The theory involves two vital elements; formalization and specificity of goals. When the goals are specified, there is a provision of guidelines on how various tasks ought to be executed with a precise degree of regulated resource allocation (Miles, 2012). Formalization, on the other hand, aims at deriving a path for standardizing organizational behavior. This results in the establishment of stable expectations that result in the development of rational organizational systems. The relevance of the Rational System Perspective theory in this discussion emanates based on the notions and theories promulgated by some individuals regarding non-union employee representations. Some people argue that adoption of this form of representation is a way of organizations to avoid union mechanisms either by effect or intent. The propensity to join unions is reduced in light of this form of representation since employees fear the management’s reprisal
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