HR Relations and Union Management Relationship
What is Union management Relationship?
Union management relationship
which is primarily based on the powerbase of union leaders and managers is
challenged by the innovative human resource (HR) practices by the management.
Though both the union leaders and the management collaborate to run the business;
they compete to win the commitment of the workers. However, for the functioning
of the organization both the management and union must take the initiative to
maintain an amiable relationship.
Workers, Managers & Union Leaders
The industrial relations
system has passed through the age of conflicting relations and is heading
towards an era of cooperation. Trade unions are not able to protect the
workers' interests and are considered a hindrance in business. They have failed
to identify themselves as a strategic partner to business. Unions have been
slow to embrace many HR practices that could improve union effectiveness,
rejuvenate the union movement and sustain it in long run.
The nature
of relationship among actors of industrial relations (managers, workers and
union leaders) depends upon the power and control exercised by them. Management
tries to gain control over the workforce, whereas union leaders try to get
benefits from management. Workers were loyal to the union, which can provide
them better benefits. The nature of the workforce has changed along with its
composition. There is a greater interaction between the worker and the
management whereas the interaction of trade unions with the rest of the actors
is decreasing.
The status
of all the actors in the power dynamics is discussed as follows:
Management
Management has become more
powerful by impeding the trade unions through strategies like downsizing,
subcontracting and outsourcing. Increase in the appointment of more contract
labor has pushed them away from trade unions and legal benefits. Downsizing the
workforce has weakened the trade unions as they lost members, thereby
indirectly adding more power to management. The situation has forced them to
work hand in glove with the unions to run the business successfully.
Trade Unions
Research evidence shows that
trade unions and industrial relations institutions affect investors in
different ways country-by-country, with some unexpected effects on the
implementation of flexible employment practices by the investors. Though, trade
unions are trying their best to combat the challenges of liberalized economy,
consumer courts are intimidating by affirming the supremacy of consumer rights
over the labor rights. Trade unions resorting to industrial action, such as
strikes, and bands, which disrupt public services, are asked to compensate for
the loss.
Workers
The new generation of workers
is more educated, enlightened, and ambitious. They need more money and leisure.
In this changing scenario where management tries to rationalize the labor cost,
workers are concerned about a secured job, but with less workload.The nature of
workforce is changing with the emergence of the knowledge workers who are now
able to take care of their own interest without depending on the union.
The Collaborative Relationship: Why Bother?
The management-union
relationship feels like an arranged or forced marriage without the option of
divorce. You're in it together, so you might as well try to get along and
perhaps you can find some commonality of interests for the betterment of the
workplace. If the collaborative approach is to be effective, there are some
things to take into consideration:
- · The need for a continuous relationship
- · How to meet the needs and goals of each party
- · How to minimize the negative effects on each party
- · Cost containment
- · How to achieve a solution by consensus, where both parties agree, as this promotes a greater chance of success and acceptance
Where to Start?
In order to move towards
a more collaborative relationship:
- Upper levels of management must demonstrate the desire to initiate this type of relationship change with its union counterparts. If the organization provides direction without explaining the benefits available under the change in relationship, then success will likely be short-lived.
- The two parties, management and the elected union representatives, have their respective roles and there needs to be recognition and acceptance of these roles.
- Management's primary role is to make decisions in order to operate the organization in a safe, efficient, and profitable manner.
- The union's primary role in the collaborative relationship is to improve the working conditions for its members. Unions usually have different communication avenues, which may diverge from the organization's, but these can be tapped into by management to increase communication.
- If the union representatives are allowed to provide input prior to the decisions management are required to make, then hopefully better decisions are made by incorporating input from front-line employees. In addition, the decisions made will be better received by those most affected.
- The interests of the two groups may diverge in the short-term, but they can be made compatible, since both parties need an efficient and profitable organization to survive.
Negative Pressures
As with most initiatives
that promote change, there will be some individuals who will not be in favor of
the change. If you fail to understand this and do not put strategies in place
to minimize the negative influences and pressures, the collaborative
relationship will not survive.
- · Both union and management have increased opportunities for improved communications throughout the levels of the organization, but this can be a two-sided sword. If management is deemed by the union membership to be insincere in its commitment to the new relationship, this will become apparent.
- · The union would deliver the jointly developed messages and gather input to be shared in the decision-making process. The union might also be facing negative pressures from facets of its membership, with allegations of being co-opted by management into a more submissive relationship.
Is there a employee union in your company?
ReplyDeleteHi Hasa, do you think involvement of HR only solve this matter, i think not only HR alone cant do it, whole organisation must support on this..
ReplyDelete