Each employee possesses a distinctive perception and outlook concerning their workplace and the present factors of motivation. To understand employees’ frames of mind, employers are encouraged to analyze the salient extrinsic and intrinsic issues for their employees by investigating both categories of motivating factors. Extrinsic motivators are defined as the external tangible rewards that workers find ideal whereas internal motivators are the psychological ones that come from within (Muller & Kolk, 2010). When both extrinsic and intrinsic motivators within an organization are not efficiently evaluated, employees may develop grievances which implies that unionization becomes a viable alternative for them. The evaluation of both sets of motivators entails the consideration of a possible lack of management involvement for employees, stunted career growth, or poor communication within the organization as dominant factors. Employees ought to be educated on the nature of trade unions and on the values of our company. Unionization is detrimental for employers, employees, and patients as it has adverse effects on worker motivation.
Important Factors to Consider
When employees fail to derive proper value from their employers, they may turn to trade unions. Workers may feel that unionization is essential for airing grievances. According to Berdud, et al. (2016), the factors that drive employees towards unionization are the absence of involvement in management, unavailability of opportunities for personal growth, and poor communication.
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Employees need to feel connected to their superiors. They need to feel that management is interested in and able to address their issues. In a critical care department, for instance, a nurse to patient ration of 1:2 is recommended (Lippincott Nursing Education, 2016). A higher ratio would present an unsafe working environment for patients and nurses. The situation may be remedied by balancing the nurse to patient ratio. This way, supervision and risk management becomes uncomplicated. Staff safety can also be achieved by employing security measures such as CCTV camera and alarm installation, protecting building occupants from unauthorized access by intruders, and controlling the entry of unsanctioned food substances into the premises.
Incentives are significant extrinsic motivational factors. In addition to wages, workers need to feel that they are offered competitive bonuses. However, in a not-for-profit organization, it is assumed that employees are not motivated by money but by personal reasons. Njambi (2014) finds that an alignment of extrinsic and intrinsic motivators in not-for-profit healthcare organizations is paramount. An environment that shows an understanding of individual occupational concerns may in turn limit chances of employee unionization.
The Importance of Communication
It is not uncommon to find that employees are dissatisfied with communication processes within an organization. As stated above, workers may criticize their lack of involvement in management. Grievances may also arise when employees feel that open two-way communication is absent. For instance, quality evaluation processes need to be openly outlined and discussed to avoid scenarios where employees feel unappreciated. Undue criticism may eventually lead an employee towards unionization.
To maintain a union-free workforce, employees need to be educated on the effects that unions can have on an organization. Issues such as the organizing strategies that unions employ, how unions manipulate workers, and the dangers of collective bargaining should be communicated. Employees need to understand that sometimes trade unions may help workers develop negative views regarding their workplaces. Additionally, in the process of collective bargaining, employees may end up benefiting from less than they bargained for.
The reeducation of employees on the values of the company is an ideal communication strategy that employers can use. Reminding them on the mission and vision statements of the organization is important. Also, it is imperative to communicate the roles that employees play in achieving collective goals and objectives. On the way to achieving these goals, employees need to maintain positive attitudes through genuine and strategic communication within the organization.
The Influence of Fear on Workers
Normally, trade unions can successfully appeal to the fears of workers because of the presence of “an atmosphere or a culture of fear” within the target organization (Murphy, 2016, p. 5). In an attempt to remedy an imbalance of power between a worker and their employers, fear may push an employee towards unionization. Such fear may emanate from threats from the management or a prevalence of workplace bullying. For instance, an immigrant employee who is made to feel inferior by her employer may use the advances of a labor activist as an opportunity to get even. As a result, it can be seen that a culture of fear may act a destabilizing force within a workforce, and trade union activists can use this to further their campaigns.
The Effects of Unionization on Worker Motivation
Research indicates that worker motivation is inversely related to unionization (Laroche, 2017). Compared to nonunion workers, union members have been found less satisfied and likely to look for alternative employment. The reason is not that trade unions cause employees to be dissatisfied with various aspects of their jobs, but due to the fact that a employees who are often dissatisfied with workplace environments are likely to unionize (Laroche, 2017). This means that they remain dissatisfied even after joining trade unions, which negatively affects their levels of motivation.
Pros and Cons of Collective Bargaining Agreements (CBA)
It is important to note that collective bargaining enables employees to benefit from better pay and improved workplace conditions. Typically, treaties between employers and workers are collective, binding, and offer consistency for all employees. This means that the onset of a CBA will comprehensively cover all employees and not necessarily those involved in trade union campaigns. Additionally, the rules outlined in the CBA cannot prematurely be altered, which implies that employees would be in a position to benefit from much-needed consistency. The consistency of workplace conditions as outlined in a CBA allows workers to focus more on performance and less on external motivators, for example.
Nevertheless, it is imperative to note that all employees are expected to keep their ends of the bargain and that CBAs may be used as political tools. In as much as CBAs demand advanced input from employers, there are certain conditions that employees too must meet, such as improved performance. Also, in the past, political parties that champion unionization have used CBAs to drive their political agenda by targeting organizations such as ours. Employees are, hence, advised to remain vigilant and to only engage in constructive matters with trade unions.
To boost employee morale, we will help our employees grow their careers. This will be facilitated by advanced training, improved communication, and adding off days to the work calendar. A training budget will be set up to allow employees attend seminars and conferences that will update their skills. Management will also make communication part of our company’s culture and relevant values will be instilled. Finally, each employee will benefit from a three-day weekend once every month.
In conclusion, the intrinsic and extrinsic issues of each employee should be looked at. Addressing these issues may help employers prevent advances from trade unions. They should address management involvement, personal growth for employees, and improved communication. Employees too should be educated on the nature of trade unions and on the values of their organizations. It has also been found that trade unions capitalize on fear and that these institutions have a long-term effect of reducing worker motivation.
References
Berdud, M., Cabasés, J. M., & Nieto, J. (2016). Incentives and intrinsic motivation in healthcare. Gaceta sanitaria , 30 , 408-414.
Laroche, P. (2017, August 30). Research Shows Unionized Workers Are Less Happy, but Why? Retrieved from https://hbr.org/2017/08/research-shows-unionized-workers-are-less-happy-but-why
Lippincott Nursing Education. (2016, November 10). The Importance of the Optimal Nurse-to-Patient Ratio. Retrieved from http://nursingeducation.lww.com/blog.entry.html/2016/11/10/the_importance_ofth-GCAE.html
Muller, A., & Kolk, A. (2010). Extrinsic and intrinsic drivers of corporate social performance: Evidence from foreign and domestic firms in Mexico. Journal of Management studies , 47 (1), 1-26.
Murphy, C. (2016). Fear and leadership in union organizing campaigns: An examination of workplace activist behavior. SAGE Open , 6 (1), 2158244015623932.
Njambi, C. (2014). Factors influencing employee motivation and its impact on Employee Performance: a case of AMREF health Africa in Kenya .
