org 2010). Such direct contact is definitely preferable to the distribution of anti-union literature; the ability an willingness to actually discuss issues with employees rather than simply providing them with printed statements that cannot be engaged in a dialogue shows an empathy and a desire to address issues that pamphlets and fliers cannot put forth (ABC.org 2010). Such actions would also undermine the solidarity of labor, causing larger problems for management (Jain 1979). Using these conversations to counter exaggerated claims made by the union, and even more importantly to make it clear why certain changes are necessary, and why certain other desires of the employees cannot be reasonably met, will increase the likelihood that an agreement between labor and management can be reached without the need for unionization and union representation in the relationship at Happy Trails (ABC.org 2010).
References
ABC.org. (2010). "Tips for responding to union organization." Associated builders and contractors, inc. Accessed 9 June 2010. http://www.msabc.net/free%20choice%20act/EFCA_Toolkit/02_Talk%20to%20Your%20Employees/07_Tips%20for%20Responding%20to%20Union%20Organizing.pdf
Jain, H. (1979). "Union and Management Response to Quality of Working Life Projects." Management research news 2(2), pp. 16-7.
Union Management Relations in Perspective Unions are very important for fostering change both in the national and international societies. This is a judgment based on the consideration of the managerial features which helps to engender that crucial bond between an employee and his/her employer. Unions which run under management regularly pay attention to their output of work although sometimes they could wield significant influence on the political and social landscapes. Trade Unions
Com). Finally, healthcare providers may specifically resist the idea of striking, because of the potential to compromise the care of the individuals in their charge. If the company elects to resist unionization, what steps should the company follow? Management should be aware of what they can and cannot do in thwarting union membership. For example, threatening employees with loss of jobs or benefits if they join or vote for a union or
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