Employee Dissatisfaction EMPLOYEE DISSATISFACTION Treadway Tire plant in Lima has had to confront strong dissatisfaction among itsline foremen this has led to a high turnover. The foremen are the victim of an adversarial relationship between the management and their union and are required to cope with these parties’ interests and needs. The employees are also dissatisfied with their perceived limited career advancement opportunities. Solutions to these problems require a rethink of the workforce management philosophy and the culture that has come up via this philosophy. Faced with pressure to increase productivity and reduce costs, they have to analyze the cause of this problem and give an action plan for the reduction of the turnover.
One of the causes for this issue is the worker’s union. US companies use various strategies to keep themselves free of worker’s unions. First, they limit solicitation via policies that prohibit non-employees from distributing or soliciting on company property (Bergeron, 2009). These policies may also prohibit employees from carrying out solicitation during company time, as well as from the distribution of literature in the working areas.
These policies need to be uniformly enforced, not single out communications by unions. It is also required that the organization reviews its email policy to ensure their compliance with federal labor laws. Some organizations also keep control over mailboxes and bulletin boards to limit access and keep them locked (Kaufman & Tarras, 2009). The companies maintain a separate bulletin board for employees and have policies regulating permission to post, the number of postings at a given time, and the length of postings. The organizations also prohibit distribution of non-organizational mailings in the worker’s mailboxes. Some organizations also restrict access to information regarding their employees, such as home addresses and phone numbers, marking them confidential (Lehr, 2010).
They also maintain appropriate security by providing coverage during every shift via the use of security workers who restrict access to areas owned and controlled by the organization. Many organizations will also carry out periodic audits of labor policies to assess their vulnerability to union activities. The importance of maintaining a union free organization is obvious to any enterprise or business. Recent history has provided us with examples of unionized organizations that lost their competitive edge and suffered downsizing, moving, or were altogether closed.
Unionization usually causes a loss of flexibility by the management, challenges to control by the management, adversarial relationships between employees and management, increased costs of labor, and efforts aimed at protecting misbehavers and poor performers (Kaufman & Tarras, 2009). In a world economy that is ever changing, fast paced, and increasingly competitive, the attributes of unions are enough to destroy an organization and its opportunity for success in the long-term. The unions also cause problems for employees who have just as much to lose.
Their job security is placed under jeopardy while unionization also leads to a substantial loss of freedom for the workers under these unions. This loss of freedom involves the loss of ability to communicate with the organization directly, the loss of rights to get individual treatment during application of practices and policies, as well as losing the right to be considered individually rather than using seniority. Additionally, union regulations, rules, and dues, the risk of strike actions, retention of unworkable coworkers, and working in an environment that is adversarial add complications and risks (Kaufman & Tarras, 2009).
References Bergeron, Peter. (2009). Union Proof: Creating Your Successful Union Free Strategy. Indianapolis: Dog Ear Pub. Kaufman, Bruce. & Taras, Daphne. (2009). Nonunion Employee Representation: History, Contemporary Practice and Policy. Armonk: M.E. Sharpe. Lehr, Richard. (2010). New Union Tactics for Organizing Your Company. New York: Executive Enterprises Publications Co.