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If management obtains a union, it is well deserved. That sentence makes me question if the corporation experienced anything that necessitated the formation of a union. It might be a matter of human resource management or work relations. It is conceivable that workers are dissatisfied with the decisions made on their accounts and want a union to represent their interests. Occasionally, businesses seem to have their workers best interests at heart. Consider the topic of pay. Wages and compensation increases should be discussed often with workers. This is a critical problem for an employee, but one that the corporation usually avoids. It should be mentioned throughout the recruiting process, during orientation, and often afterward when steps toward obtaining increases are fulfilled (Swift, 2018). Frequently, employees believe they are not paid enough since the living costs continue to rise. The workers believe that a union might assist them in negotiating wage increases and ensuring fair treatment, including all employees.
Often, when a union is formed, workers perceive that they are regarded more fairly, receive higher earnings, have improved working conditions, and their bosses are more supportive than adversarial. With a union, managers show less partiality, and overtime is appropriately distributed. Safety concerns are handled more often by the firm and are not ignored. Thus, as far as I am aware, when a corporation gains a union, it has earned it.
We would not have such a union at the little firm where I worked. I feel that we needed one. For one thing, we were not compensated for our vacation time. After two years, you were entitled to one week off, but you were required to collect unemployment during that week. We received no sick leave and did not accrue any vacation days. We could get paid vacations for five days each year. Additionally, we used a point system; if you accumulated 12 points, you quit your job. If you were one minute late, it was a 14-point penalty. If you left 30 seconds early, you earned 14 points. It was a difficult point system to navigate. If you were unwell, it made no difference; you got points regardless of whether you had a doctors reason or were hospitalized. As a result, I feel that these employees would have benefitted from unionization.
Reference
Swift, T. (2018). James R. McGuigan, R. Charles Moyer, and Frederick H. deB. Harris (eds.): Managerial economics: applications, strategy, and tactics. Business Economics, 53(3), 166-167. Web.
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