1. Assume that senior management has just learned that there is a union organizing effort going on. This is the second time in four years that the hourly employees have tried to unionize. As an HR manager in this union-free company with 500 plant (hourly) employees located in a large industrial city, what actions would you recommend to senior management to remain union-free? Why?
The company may instigate several actions to prevent unionizing. It can develop a transparent policy that enables workers to air out their grievances without fear of victimization. The company can also be accountable for all its actions, whether the outcome is positive or negative. Such actions create confidence in the employees about the company. Furthermore, the entity can ensure that employees have an opportunity in the meetings to present their concerns and, most critically, ensure that there is transparency such that unpopular decisions are well-explained to the workforce (Helios, 2013).
Why then should the company stretch itself such pains? According to Baird (2017), it is harder for investors to invest in a unionized company compared to a non-union company. Therefore, heavily unionized companies suffer low growth rates. Furthermore, unions prevent personal views from being aired, and employees have to go with the overall union view. Unions result in demotivated employees since pay is based on job groups other than productivity, which could be detrimental to the company’s growth.
2. Assume there has been a discussion about using an employee participation program (EPP) in the workplace. What is your opinion of using an EPP? Why?
An employee participation program presents an excellent opportunity for enhancing the relationship between the employees and the management. It creates an avenue for the company to understand the needs of its employees and to communicate the feedback. A culmination of such undertakings results in an environment of excellence. According to Vantagecircle (2019), employee engagement gives workers more independence, which leads to better performance and fulfillment of their potential. It further leads to employees who love their jobs resulting in increased retention and reduced employee turnover.
3. What are the advantages of an EPP?
There are several reasons why employee engagement is desirable to a company. Brown (2020) opined that an EPP creates a strong community where employees are invested in the interests of the company because their opinions are considered and acted upon. It results in improved communication whereby employees can speak out their thoughts on the company’s direction and also point out on wrong issues. An EEP reduces employee stress since they can air their grievances, are aware of future changes, and are confident of policies. When employee opinion is heard and implemented, better quality products and general improvement in productivity are realized.
4. What are the disadvantages of an EPP?
Employee participation means availing more data and information about the company to more people, which could result in security issues. More people with information on critical data indicate a higher likelihood of the information leaking. A company instituting an EPP might be opposed by labor representatives who claim that organizations use such initiatives to prevent workers from enlisting on sovereign unions. Employee participation often causes a lack of difference between the administration and worker levels, a fact that could be devastating, especially in problematic situations where clearly defined leadership is required (Kokemuller, n.d.).