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Unions and Management Working Relationship

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Unions and Management Working Relationships

Sonya Pugh Rolle

BUS372: Employee & Labor Relations

Instructor: Norma Motley

August 5, 2013

.

The relationship between unions and organization is a contentious one. Dating back to the beginning of unionization in the 19th century, the two entities have held divergent perspectives. Unionization was birthed from the perception that organizations took advantage of workers and some form of a bargaining agreement was needed. There were documented incident of workers working long demanding hours for minimal pay; little to no healthcare coverage; unsafe working conditions; and gender/racial discrimination. On the other hand, companies believed that unionization resulted in less productivity which threatened profits, that unions interfered in daily operations, and restricted the employer’s say over compensation and benefits. The ongoing conflict between the two played out in courts, picket lines and political elections.

Throughout decades and several pivotal points, many of the major conflicts between the two have waned and shifted course. For instance, the formation of welfare capitalism by companies was a way of showing employees there was no need for unions. According to Sloane (2010),

“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” (p 63).

Moves like this work for and against both

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