How to Analyze Extrinsic and Intrinsic Organization Issues

Question 1 

When assessing attitudes of employees regarding unionization, management involvement would play a critical role. The management can be involved in facilitating assessments of employee relations with a number of workers while at the same time undertaking training for the individuals responsible for overseeing employee duties. The management should ensure that the employees appreciate the assessments and utilize the insights gathered from the conversations to address pressing issues proactively (Bruce, 2012) . The management needs to have significant understanding regarding how their interactions and behaviors influence employees since most campaigns for organizing unions emerge from daily interactions.

Question 2 

To influence workers to avoid unions, certain communication approaches are essential. For example, an organization should institute interactive communication practices and programs, including suggestion boxes or designated times for speaking when company meetings are progressing. Offering the workforce opportunities for being heard can be advantageous to a non-union environment. In addition, it is crucial to ensure that the concerns and feedback of employees are heard. The employer should refrain from waiting up to when rumors or threats of unions emerge before implementing practices, including grievance processes or undertaking opinion surveys among employees. The employer should ensure that these practices exist as a way of learning the union little room and less leverage for identifying authentic concerns. Furthermore, the employer needs to make sure to communicate a non-inion environment. The organization should leverage on the opportunity of taking vital steps for maintaining a union-free organization from the moment it starts relating with its workforce. This should prevail before employees consider forming a union. After hiring employees, the organization needs to make sure that it communicates clearly that a union is not essential in an organization (Helios, 2018) . It should make sure to address communications and concerns by supporting an open-door policy.

Question 3 

For the wages, benefits, and working conditions, they do not serve as the only things that need addressing when it comes to unionizing. Others including fair and just supervision, powerlessness, and need for belonging also require addressing. When it comes to fair and just supervision, it is crucial to note that the present day managers or leaders should not exercise harshness when ruling employees. The reason for this is that trade unions have played an essential role in instituting shifts and changes in styles of leadership from autocratic to one of democracy. Unions make sure that managers ensure to treat the workforce justly, fairly, and with respect. Leaders should ensure to discipline employees for ‘just cause.’ In the event that employers mistreat employees, the workforce can file written grievances against an organization. Furthermore, the issue of powerlessness needs addressing within organizations. Individually, employees usually feel powerless or voiceless to institute changes, which would allow them to realize benefits. For a union, it leads them to feel powerful and have a collective voice that allows them to interact with the managers concerning their frustration and dissatisfaction. This revolves around the ‘unity is strength’ philosophy. Additionally, the need for belonging needs addressing. Man is considered a social animal. Thus, the need for belonging is strong when it comes to both work and personal lives. For a union, it offers a mechanism for allowing individuals to work together to support common interests related to their jobs and organize functions, programs, and social events regularly (Waronwant, 2018) . These make it possible to establish a strong bond among the members of a union.

Question 4 

Unions are often successful in appealing to employees’ fears. For instance, they unite workers by offering collective and powerful voice for communicating to managers concerning their frustration and dissatisfaction. Unions also facilitate in negotiating appropriate terms and conditions. All working life aspects should be discussed while making sure that agreements prevail between the workforce and the employer, which a trade union protects. Trained union representatives facilitate the negotiations on the employees’ behalf (Gaebler, 2018) . Moreover, members of trade unions have higher chances of remaining in their jobs for extended period as opposed to non-unionized employees.

Question 5 

Various unions prevail in which the workforce feels less secure while at the same time experiencing economic problems when benefits and benefits decline. When wages and benefits are low, the motivation due to unionization declines. The reason for this is that employees anticipate fair pay for the tasks that they undertake. When employees believe that they are treated in an unfair manner, they feel demotivated when working for an organization hence raising discussions regarding unionization. Addressing inequities while at the same time communicating with the workforce ends up motivating the workforce. Furthermore, affordability also serves as an issue worth consideration. It is not possible for an organization to pay employees what it does not have. In such situations, the organization should make sure that it informs its workforce to prevent them from being demotivated (Bulkes, 2018) . Being straight with the workforce allows them to understand, hence avoiding incidences of demotivation.

Question 6 

When it comes to wage considerations, the management needs to consider several safety and wellbeing aspects. For example, it should make sure to offer an outlet for addressing problems. Things usually occur within an organization whereas the workforce needs to have a safe as well as comfortable tool for dealing with the concerns and resolve the issues. When problems emerge, they usually continue growing until organizations cannot handle them further. Correcting the issues early allows the workforce to remain focused. Developing the supervisors improves wellbeing of organizations. Supervisors serve as an organization’s foundation. They need to serve as the ears and eyes of an organization, problem solvers, and individuals that employees can consult when certain issues emerge (Waronwant, 2018) . Even on matters related to unions, they serve as the first defense line in preventing organizational conflict, hence the need for investing in them.

Handout for Employee Distribution 

Establishing a treaty with a union has several advantages and drawbacks, which influence the morale of employees

Pros 

A union treaty makes it possible for employees to embark on collective bargaining, hence making it easier for the workforce to fight for their rights. When offered the opportunity of being union members, employees gain the opportunity of voicing their grievances, such as higher wages, reduced working hours, ideal healthcare, and safer work environments.

A union treaty makes abusive employees to be powerless. Via the treaty, the workers lacking confidence to fight for their workplace rights are able to challenge the employers who take advantage of their rights while at the same time making sure that they receive fair pay.

Additionally, a union treaty ensures that employees do not go on strikes. When major issues emerge between employers and employees, consumers end up suffering. A union treaty ensures that workers do not embark on strikes while making sure that they negotiate for better working conditions.

Cons 

A union treaty has the ability of leading to inequality in the workplace. The workers or employers might not get what they need. A weak representation on the employers’ side makes an organization to experience losses. Weak representation of employees would lead the workers to realize reduced benefits.

A union treaty might lead to a situation whereby employers become biased. Certain individuals argue that collective bargaining allows employees to have so much power to an extent that they hinder effective business operations. The [practice might also lead to a situation whereby employees fail to behave appropriately, which interferes with business operations considerably.

A union treaty also takes time to develop and materialize. Incidences of bureaucracy emerge, which end up taking considerable amounts of time to address. Executing the agreement is also a sophisticated process, hence hampering with the performance of a company.

References

Bruce, S. (2012). 8 steps to keep your workplace union-free. Retrieved from https://hrdailyadvisor.blr.com/2012/08/29/8-steps-to-keep-your-workplace-union-free/

Bulkes, F. K. (2018). How top nonunion companies manage employees. Retrieved from https://hbr.org/1981/09/how-top-nonunion-companies-manage-employees

Gaebler. (2018). How to prevent unionization. Retrieved from http://www.gaebler.com/How-to-Prevent-Unionization.htm

Helios. (2018). The best strategies to prevent unionizing. Retrieved from https://www.helioshr.com/2013/12/the-best-strategies-to-prevent-unionizing-in-your-organization/

Waronwant. (2018). Ten reasons why unions are important. Retrieved from https://waronwant.org/media/nine-reasons-why-unions-are-important