The rationale behind the statement “if management gets a union, it deserves one” is human resources breakdown and employment of unethical management skills. Proper management does not require an employee union as workers/employees are contented with the state of affairs at their respective organizations and companies. Therefore, the formation of a union is a measure to counter the uncouth practices a company or organization is employing and effecting on workers. Employees form unions as a way of rebellion against a practice or to push for their rights which they feel are being undermined. If managerial or human resource roles of an organization towards its employees are being disregarded e.g. provision of safety equipment and inadequate pay, employees resolve to form unions as their way of reaching to their rights and privileges. Also, poor conditions and lack of employee motivation may lead to the formation of unions targeted at restoring and improving their work environment. Additionally, if workers or employees feel uncertain about the future operations and affairs of their company or organization, they result in forming unions to safeguard their earning, rights and pension packages they were entitled to.
Induction of new company strategies, reforms and practices may push employees to form unions especially if they feel that they are being forced to absorb and incorporate the new reforms by the management without adhering to the recommended policy change procedures. Incompetence in human resource management has always been a facilitating factor in the formation of worker's unions especially if the human resource department does not attend to their requests and recommendations regarding the organization's affairs. For example, if the employees are concerned about cultural ridges forming in their organization which is affecting them negatively, they will absolutely resolve to a union to keep them intact and protect them from the cultural disparities being facilitated by the top management and human resources department. Therefore, if employees are satisfied with the current and future human resources management structure and affairs, they will have no other justifiable reason to form a union other than exercising their trade and unions rights.
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