The statement “If management gets a union, it deserves one,” has been viewed in different perspectives. The primary reason for the creation of unions is if there are ineffective management skills, for instance, poor decision-making, unfavorable working environment for employees and low wages could stimulate their development. According to Dhal (2015), in cases where the administration is doing its jobs efficiently, and there are no complaints, then there is no warrant for the creation of unions at all. On the other hand, if the organization is failing in its responsibilities and the rights of employees are infringed in any way, then this triggers the establishment of a union to address these challenges.
Employee issues usually arise most of the time, but this does not mean that they should keep demanding for more. It is just a show of greed to some, and it might not portray a good image. In occasions where an employee has been wronged, he/she should firstly seek assistance from the management and not in any way involve other staff (Dhal, 2015). This way, the organization and its staff can resolve issues swiftly and professionally enhancing work harmony. This is important because without the two parties agreeing on certain things, it might affect their relations and ultimately productivity.
To conclude, the workforce should always figure out in detail what they engage in before trying to create unions. These bodies may just worsen the situation, but still, management should take into consideration employees’ working environment and grievances. The above statement may seem to contradict, may be considered a serious matter, or taken lightly by different individuals, but the bottom line is, the workforce should have no reason to form a union if their employers are acting correctly as expected.
Dhal, M. (2015). HR practices & union management relationship. Indian Journal of Industrial
Relations, 50(4), 652-666.
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