Organization attempts often generate significant polarization among pro-union an

Question

Organization attempts often generate significant polarization among pro-union and pro-company employees. Emotions can become raw; history has demonstrated even violent.

Using the same hypothetical scenario in week one, how would you minimize and manage the friction generated by the opposing views between your employees during a union authorization card signing campaign?

Hypothetical scenario of week 1:

Assume that you are the proprietor of a well-established business that manufactures specialty castings for a variety of upstream customers. You employ a total of 250 full time employees from different cultural and ethnic backgrounds. 215 of your employees are skilled blue-collar workers; and the remaining 35 employees are administrative and support. You average about 5% turnover each year and your employees are non unionized.

One morning upon arriving at your office you are approached by a trusted and loyal employee that informs you that union authorization cards are being distributed within your company by several other employees—one of which is an exempt (salaried) supervisor.

Your position is ‘pro-company’; you do not want unionized labor within your company.

Based on what you know so far (above) what do you do next? What more would you want to know? How would you handle? What is your strategy?

Explanation / Answer

To handle this situation the company should form special teams to deal with disgruntled workers. Call upon a meeting to have effective communication about their wants. It should work to identify areas that could use improvement and maintain general safety standards. It should make sure the right people are placed in supervisory positions and Complaints by employees should be immediately and fairly resolved. A company’s management needs to be well prepared to meet a union organizing effort and about the decisions management will have to consider making during this effort. These decisions concern costs, themes, campaigners, tactics, and timing. The manager should finally provide a letter comprised a letter containing benefits ranging from wages to cafeteria service. They must be given the right to deal with the company directly without the intervention of a union on any matter.

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