Management Report for Nonunion Organizations最新文献

When implementing a union campaign, the message and the messenger are, of course, essential components. The tone and style of the messaging is significant as well. However, even more important is understanding how that messaging can be most effective and most persuasively received. This is an essential part of an effective campaign.

Elections happen every year. From selecting our mayors and congresspeople to weighing in on countless referendum issues, every November we have the opportunity to go to our polling places and voice our opinions about our future. However, these elections rarely receive more attention than the big one that occurs every four years, the election of the president of the United States of America. The 2024 presidential election is no different. It is seemingly impossible to get through the day without hearing some news item about the vote for the next leader of the free world.

When considering strategies to maintain union-free status, one important tool is the environment in which we are all operating. While every individual and workplace is unique, it is a mistake to turn a blind eye to the general public's sentiment toward unions. Such measures can be useful not only in understanding where employees may be coming from, but also (and perhaps even more) in understanding where their spouses and significant others may stand with respect to unionization. After all, unions affect households, not just workers. Employees frequently make decisions on union representation after consulting with their partners at home.

Last month, we began a discussion of how a union organizer might assess employers they wish to target. We addressed issues such as how the employer handles overtime policies and overnight shifts, as well as housekeeping, seniority, and grievance procedures. This month, to help employers prioritize the most significant flags that could draw the attention of an organizer, we discuss additional criteria frequently used by union organizers to target employers.

From an employee's perspective, the immediate supervisor is the face of the company. Upper management can play a role, as can the top executive. However, day in and day out, the immediate supervisor is the worker's “boss.” Therefore, it is essential that the immediate supervisor conduct themselves in a manner that is consistent with the desired vision and culture of a company. When it comes to employers seeking to maintain union-free status, that vision and culture is frequently defined in terms of professionalism. Acting in a “professional manner” can yield significant dividends in creating a work environment wherein employees regard their supervisor (and, in turn, the company) as trustworthy, competent, fair, and reliable.

Unless they are told of the disadvantages and the possible implications, employees tend to sign union cards due to peer pressure. Such pressure must be offset by their employer's efforts to prevent easily influenced employees from succumbing to the blandishments of union organizers and co-employees. Therefore, developing an effective campaign to nip card signing in the bud is crucial. Sometimes, as union organizers see that the employer has mounted a strident campaign against card signing, and as those organizers’ attempts to obtain signed cards become increasingly difficult, they may decide not to file a petition for an election.