Replies
Student #2
Reply must be at least 500 words and must also include a biblical integration and at least 2 peer-reviewed source citations in current APA format.
It may be a difficult fight once thoughts of unionization arises. The union’s promise of job protection, improved wages and benefits, along with workplace due process makes a huge difference in organizations that lacks this. Unions are awarded when they are deemed necessary. “Job insecurity, or uncertainty about involuntary changes in a job or about the continuity of employment, is generally viewed as a highly stressful experience for employees” (Goslinga, 2017). “Job satisfaction refers to the state in which employees take pleasure from their work, or the positive and emotional state of the employee after appraisal of his or her job and performance” (Kianto, Vanhala & Heilmann, 2016). Effective communication in the workplace can help the organization remain union free. It’s most important that employers take steps to maintain their union-free status now, before a union targets your workplace. At the beginning of the employment, it should be made clear the policies and regulations. It is important to let your employees know your opinion on unions and why a union would not be right for your organization. Include a union position statement with orientation materials and in the employee handbook.
Supervisors and managers play a vital role in companies. They can be the eyes and ears. They also have to feel valued as they may be the main contact or point person who addressed majority of employee issues. They have to be employee problem-solvers, and the go-to person to get things communicated and done. When it comes to unions, they will be your first line of defense in preventing or fighting a drive (Goslinga, 2017). It may be a great idea to invest in the supervisors and managers. Supervisors and managers should have an open-door policy so that employees feel that they can raise issues and concerns without fear of retaliation. Make sure that your company has competitive pay practices in place, and that you recognize employees for doing a good job. According to the text when employees are looking into unions there need to be certain aspects put in place. “Voluntary recognition by the employer is the easiest way of designating a union” (Pynes & Lombardi, 2011). “It is available only if the union can demonstrate support by a majority of employees in the unit, usually achieved by having employees sign recognition cards authorizing the union to represent them in collective bargaining” (Pynes & Lombardi, 2011). Frequent surveys of employees should be conducted to learn how they feel about different issues.
Human resources should also be able to address and respond to employee concerns. Having an interactive communication system in place can help. Giving employees a voice in decisions that affect them allows them to play a part and feel valued. There should be discussion with employees regarding decisions that are disliked. Explanation should be provided as to why such decisions are important to the company. Taking responsibility for decisions that are made is important. It is also important that responsibility be taken for all decisions both the good and the bad. Making sure that the organization is in compliance with all guidelines. In a tough economy when survival is an issue, it is difficult to talk about pay. However, pay must be fair across the board. Employees expect to be paid fairly for the work they do. Employees understand it is essential to be straight and open with them. Nothing intensities talk about unionization more than a workforce that believes it is being treated unfairly. To ensure pay is fair, you can conduct market surveys of the wages annually (Kianto, Vanhala & Heilmann, 2016).
Correct inequities and communicate what you’re doing with your workforce. At the same time, affordability is always an issue. You can’t pay what you don’t have. Again, tell your employees. If you’ve always been straight with them, they’ll understand. But, when the good times return, remember those who stood by you. Setting clear expectations and holding your employees accountable for good performance is a must. When employees do their part, employers must do the same. Make your place a great place to work. That means tools to do their job, supervision that cares, a clean, safe place to work, and people who are respectful. “Blessed are they who observe justice, who do righteousness at all times” (Psalms 106:3). Do good by others and good will be done to you. Treat people fairly and you will be rewarded.
References
Goslinga, S. (2017). Job insecurity, union participation and the need for (new) union services. Job insecurity, union involvement and union activism (pp. 81-96). Routledge.
Kianto, A., Vanhala, M., & Heilmann, P. (2016). The impact of knowledge management on job satisfaction. Journal of Knowledge Management, 20(4), 621-636. https://doi.org/10.1108/JKM-10-2015-0398.
Pynes, J. E. & Lombardi, D. N. (2011). Human Resources Management for Health Care Organizations: A strategic approach. San Francisco: Jossey-Bass Wiley.