Non unionised organisation
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This document discusses non-unionized organizations. It defines non-unionization as when employees do not belong to a trade union. Non-union firms aim to improve employee commitment through fair treatment, recognize problems, and avoid legal costs. Research suggests effective communication through multiple channels and employee relations managers can prevent unionization. Advantages include fewer disputes and strikes, while disadvantages are lack of union benefits and representation for employees.
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Occupational wage differentials - compensation management - Manu Melwin Joy
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We believe in a dynamic approach. Employee relations needs managing. We are neither pro- nor anti-union. However, if a trade union is an obstacle to a client’s objectives, we reckon it is better to make plans to overcome this than to accept the status quo. So we may recommend that the company set up other channels of communication; or reduce the influence of the union; or
enhance one union at the expense of another. If no union is recognised, we also draw up plans that promote the client’s objectives. This may mean winning the support of the workforce through initiatives to promote a helpful
dialogue, for example.
There are statutory requirements for collective action, such as to consult about redundancy, or to provide information. We ‘manage’ these activities, to retain control of the agenda, information and timescales, rather than passively apply the legislation.
We reckon that efforts to talk to employees and tell them about the business are likely to help, rather than hinder, productivity.
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Non unionised organisation
- 2. NON UNIONISATION When the employees in an organisation does not belong to any trade union , this situvation is called non union. The situation in which there is no interactions between management and union that collectively represent the benefit of workers is called non- unionism
- 3. CONFLICTS The steps taken by the non-unionised firms are Improving employee performance and organisational commitment by ensuring equal and fair treatment of employees and recognising various problem areas. Avoiding various costly legal proceedings Preventing unionisation
- 5. As per the research conducted by International Institute Of Human Resource Management – Effective communication Multiple channel Dedicated team of employee relation manager - training Top-down communication One to one employee meeting Informal consultation Long term trust and mutual understnading Service quality improvement Equality and justice
- 6. Socialisation Career path
- 7. ADVANTAGES Less dispute No strike actions Individual negotiation Merit based promotion Employee can be discriminated for contract violations
- 8. DISADVANTAGE Employee does not receive benefit from union. In event of unjust dismissal or an unsafe working environment employee donot receive any legal representation by any union Management could decide not to negotiate since there wont be any strength in number
Editor's Notes
- For managing employees