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To rectify this situation in the future, management must work with union officials to clearly define activities that are prohibited in the workplace at all times. Where, the union would establish an effective procedure for disciplining employees, who refuse to follow company policy. If the employee does not improve their behavior within a stated period, they can be terminated immediately. At the same time, you would want to have a way to evaluate and monitor the new system that has been implemented. One way to do this is to have employees' complete anonymous surveys about what issues are affecting them. This information could then be used by managers to understand what issues are on the minds of employees. At which point, management can begin working with HR personnel and union officials in addressing these issues. Once this takes place, it will help to prevent...
If this kind of strategy had been in place prior to the issues with the two employees, management would have understood what was having an impact upon the staff. This would have allowed the company sufficient time to address and mitigate any possible challenges. In many ways, one could argue that this situation became worse, because managers refused to communicate with union officials about what was happening. Where, the actions that were taken would only increase the divisiveness and animosity at the company. (Holey, 2009, pg. 411)
Bibliography
Holey, W. (2009). The Bargaining Process and Outcomes. The Labor Relations Process. (pp. 331 -- 332). Mason, OH: Cenegage.
Holley, W. (2009). Phases in Labor Relations. The Labor Relations…
Bibliography
Holey, W. (2009). The Bargaining Process and Outcomes. The Labor Relations Process. (pp. 331 -- 332). Mason, OH: Cenegage.
Holley, W. (2009). Phases in Labor Relations. The Labor Relations Process.(pp. 11 -- 15) Mason, OH: Cenegage.
Holey, W. (2009). The Reinstatement Offer. The Labor Relations Process. (pg. 411). Mason, OH: Cengegage.
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