Managing Non-unionized environment at Workplace

 

Introduction 

In the modern era of business many industries union participation does not necessarily represent a panacea to all the woes of working life, however non-unionized workplaces also offer humongous advantages to both employees as well employers.

 

The golden rule of the company’s human relations policy is any policy derived from the law and the prophets carries with it a strong moral obligation, however good human relations at work always pays off and helps to efficient business relations (Blyton & Turnbull, 1998).

 

 

 

General characteristics of Non-unionized environment

·       Employee relations were generally  monitored by managers 

·       Strikes were almost unheard  

·       Labour turnover was high but absenteeism was no worse

·       Pay levels are higher than the Union employees 

·       The dispersion of pay is higher

·       Employee relations were generally conducted with a much higher degree of informality than in the union sector. In a quarter of non-union workplaces there were no grievance procedures and about a fifth had no formal disciplinary procedures

·       Managers generally felt unconstrained in the way in which they organized work

·       There was more flexibility in the use of labour than in the union sector

·       Employees in the non-union sector are two and a half times as likely to be dismissed as those in unionized firms and the incidence of compulsory redundancies is higher

·       Non-unionized firms of personal contracts as an alternative to collective bargaining

 (Millward, et al., 1992).

 

Advantages of Non-Unionized Environment  

Employees Prospective

·      higher wages & other benefits  

·      Offer training & measure of security of Tenure 

·      Trust & loyalty will improve towards organization 

·      HR counselling followed in use and friendly manner

·      Freelancer

·      Employment security 

·      One-one employee meetings

·      Employers are the care takers of employees 

·      Discriminated for contract violations 

·      Merit based Promotions & salary increments 

(Foulkes, 1980)

 

Employers Prospective

·      Establish an effective HR department within the organization 

·      Create safe working Environment 

·      Relationship with management more transparent & trust 

·      No Labour strikes  

·      Cost effective 

·      Pride & Profitable 

·      Freedom to manage the business (Kersley, et al., 2006).

Non-Unionized multinational companies around the world 

IBM

Marks and Spencer 

Hewlett Packard 

Black and Decker

Gillette

Mars

Polaroid

Texas Instruments

Nestle & etc 

(Onabanjo, 2017)

 

 

 

 

Conclusion 

 

In south Asia countries like Srilanka & U.A.E there are many hassles to coherent Trade unions with the employers & employees considering the law of the country, therefore the Human resource management as a substitute for the sophisticated non-unionized environment at work place which will improve the business along with saving costs and increase the profits. 

 

 

References

Millward, N., Stevens, M., Smart, D. & Hawes, W., 1992. Workplace Industrial Relations in Transition, Hampshire: Dartmouth publishing.

 

Kersley, B. et al., 2006. Inside the work place findings from the 2004 work place employment relations survey. 1st Edition ed. London and Newyork: Routledge Taylor & Francis Group.

 

Foulkes, F., 1980. Personnel Policies in Large Nonunion Companies. 1st Edition ed. London: Prentice Hall.

 

Onabanjo, I., 2017. Managing with or Without Unions: A Matter of the Frame of Reference. Seriki Sotayo: Archives of Business Research.

 

Blyton, P. & Turnbull, P., 1998. The Dynamics of Employee Relations. 2nd Edition ed. London: Macmillan Publishers Limited .