The Relationship between Organizational Management and Unions

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Recommended: Union history and influence on human resources

Management and Unions
The relationship between unions and organization is a touchy one. Dating back to the start of unionization in the 19th century, the two bodies have held opposing viewpoints. Unionization was formed from the opinion that organizations took advantage of workers and some form of a negotiating agreement was needed. There were documented events of workers working long taxing hours for insignificant pay; no healthcare coverage; dangerous working conditions; and gender and or racial discrimination. Companies believed that unionization caused less productivity which endangered profits. Companies also believed that unions interfere in daily processes, and limits the employer’s say over compensation and benefits. The ongoing struggle between the two played out in courts, picket lines and political elections.
Throughout the years and several pivotal points, many of the major battles between the two have faded and changed. For example, the formation of welfare capitalism by companies was a way of showing employees there was no need for unions. “Welfare capitalism was intended to demonstrate to their employees that unions were unnecessary, they established a wide variety of employee-benefit programs: elaborate profit-sharing plans, recreational facilities, dispensaries, cafeterias, and health and welfare systems of all kinds. Employee representation plans were also instituted, with workers thus being offered a voice on wages, hours, and conditions and the companies being thereby enabled to satisfy many grievances before they became major morale problems.” (Sloane, 2010)
This work for and against both sides, but evidentially, the two sides realize in order for any arrangement to work there is a need to except the ...

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... for a greater purpose.

References
Angie, H. L. (1986). Dual Commitment and Labor-Management Relationship Climates. Academy of Management Journal, 31-50.
Clawson, D. (1999). What has happened to the US labor movement, Union Decline and renewal. Annual Review of Sociology, 95-119.
Gitlow, A. L. (2012). Ebb and Flow in America's Trade Unions, the Present Prospect. Labor Law Journal, 123-136.
Leary, T. (2013). The Relationship among dysfunctional leadership disposition, employee engagement, job satisfaction and burnout. The Psychologist-Manager journal, 112-130.
Lewin, D. (2012). The New Great Debate About Unionism and collective Bargaining in the U.S., State and Local Government. Industrial and Labor Relations Review, 749-778.
Sloane, A. (2010). Labor Relations. Boston: Pearson.
Weiss, J. (2011). An Introduction to Leadership. San Diego: Bridgepoint Education, Inc.

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