250 word reply with at least two scholarly sources and a biblical perspective to the below discussion board post:
Unionization
COLLAPSE
Unionization
According to the text, there are two main reasons why employees may choose to unionize: they are dissatisfied with how they are treated by their employers, and they believe that unions can improve their work situations (Valentine, Meglich, Mathis, & Jackson, 2020, pp. 15-1a, para. 1). Going even further, there are four main factors, and they are the working conditions, compensation, management style, and employee treatment (Valentine, Meglich, Mathis, & Jackson, 2020, pp. 15-1a). If I were the Human Resources Manager and I heard rumors that employees wanted to unionize, I would proceed very cautiously. There is a reason why they feel the way they do, and one must question how to go about handling this in the best way. Most employers do not want unions to change or dictate how they are managed (Valentine, Meglich, Mathis, & Jackson, 2020, pp. 15-1b, para. 1).
How to Prevent Unionization Legally
Employers could have a no-solicitation policy in place that would restrict employees and outsiders from distributing literature or soliciting union membership on company premises. Employees without such a policy may be unable to prevent those acts (Valentine, Meglich, Mathis, & Jackson, 2020, pp. 15-4a, para. 3). This gives the employer an advantage if they want to resist unionizing. If a company fights unionization but does not answer any questions for their employees, it could be very bad for the company. An attorney, Steve Wheeless, talks about how sophisticated employers who show respect to their employees is the best way to prevent unionization. Wheeless advises employers to remember the acronym TIPS, a reminder that they can’t threaten, interrogate, make promises to dissuade union interest or spy (Scott, 2003). A fair system for dealing with complaints should be put in place, and HR managers should provide information that is encouraging and lays out a competitive wages and benefits plan that will show employees they will be rewarded for their work differently (Valentine, Meglich, Mathis, & Jackson, 2020, pp. 15-4a, para. 2).
If the company cannot afford to provide COLA or merit increases, then perhaps they can consider a pay-for-performance method to reward employees for hard work. This would eliminate the raise across the board for everyone, but it would also allow employees the opportunity to make some extra money through a bonus. One company in L.A. County is a prime example of thisWild Oats. They offer their employees benefits to help keep them content. These benefits include:
Paying workers up to $12 per hour for as much as 52 hours per year to perform volunteer work in the community as well as giving food discounts of 10 percent for the first year of employment, 20 percent up to the fifth year and 30 percent thereafter, and they also pay cash bonuses based on performance rather than seniority-based pay rates established by unions (Greenburg, 2003).
HR management cannot legally interrogate the employees on the rumors as Wheeless described, but they could call a meeting to explain changes in the company and then open the floor for any questions (2003). It is important that all questions and concerns are addressed in a timely and respectful manner to show employees they are being heard.
Biblical Perspective
God says in His Word we should love our neighbors as ourselves. And He said to him, You shall love the Lord your God with all your heart, and with all your soul, and with all your mind. This is the great and foremost commandment. The second is like it, You shall love your neighbor as yourself (New American Standard Bible, 1960/1995, Matthew 22:37-39). If employers are practicing this, then they are showing this love to their employees by extending their hand and ensuring their needs are met. This will show the employees their employers respect them and have their best interest at heart.
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