Union Organization and Management's Role

¶ … roles would suit you best and why? Of all the listed roles, I think that monitoring union election outcomes would suit my personality best. This role requires a strong sense of ethics and impartiality. Rather than being an advocate for a single candidate this role requires the monitor to ensure that everyone is playing by the rules regardless of his or her position. If elections are not perceived as fair, people will lose confidence in the process.

Also, free and fair elections are more likely to ensure that support is retained for the union, even in the face of declining union membership. Some unions have had a history of questionable ethics and bias, and continuing to uphold high standards ensures that people still believe in the value of labor unions and the fact that labor unions genuinely represent their interests. I tend to prefer not to be engaged in conflict and when conflict ensues I like to refer to rules and regulations vs.

enter the fray of personal bickering. I do not mind engaging in conciliation and compromise but usually I find that retaining a strong sense of the rules and principles of the organization rather than bending them is the best way to ensure a fair result. Q2. Read the GMFC case on and state your answer to the question: Consider how you would respond to potentially untruthful campaign literature.

How will you deal with Dave Neumeier if he starts to encourage employees to unionize? Responding to potentially untruthful campaign literature must be done in a relatively non-confrontational fashion. Rather than attacking the disseminators of the literature personally, it is essential to rebut all allegations based upon facts vs. personal aspersions. If a workplace genuinely does not want its employees to unionize, rather than actively suppressing the union and the organizers, it is best to enter into a dialogue with workers in an active and meaningful fashion.

If workers feel that managers actually care about what they have to say and think they are less likely to feel as if they need formal union membership. PROBLEM If you have a union organizer role, develop a strategy for organizing this plant. Consider such things as the authorization card campaign, contacts with employees, campaign literature, comparisons you want employees to make, bargaining-unit determination, coping with delays, and potential ULP charges.

"When a union presents authorization cards to an employer, the employer can voluntarily recognize the union as the bargaining representative of its employees, provided that the union can demonstrate that it has been designated by more than 50% of employees" ("Union authorization cards," 2012). Winning the support of union employees means accurately and actively informing them of what unions can do for them; it must be stressed that unions are advocates for workers, versus managers which place the interests of the company front and center, which many not be aligned with employees.

However, claims must be truthful and it is far better to stress the positive things unions can do for workers vs. The negative things. Unions must not over-promise too much, given the inevitably delays of negotiations. Q3. What is your opinion of the philosophy-laden approach to employee.