The paper "Non-Union Employee Representation " is an outstanding example of a management assignment. Union representation has the role of defending the rights of employees in the face of employers. Unions are formed for this purpose of championing the interests of employees since many employers are never willing to grant the request, demands and rights of employees without a compelling force from somewhere. Building on this understanding it will not be right to reason that non-union employee representation can play the role of the union exactly and in an even better way.
However, employers are different and not all of them behave the same way. Non-unionized workplaces do not have the capacity to accommodate the successful change in the workplace. Dondon and Gollan (2007) on page 1190 quote Taras and Kaufman (1999:14) as saying that Non-union representation of employees does not easily substitute unions and those employers who believe in it are deceiving themselves. The reason for this they say is that the employer’ s interests easily mitigate the employee’ s interests. It is therefore not easy for the employer to give priority to the interests of the employer in places where there is non-union representation.
The likelihood is that the employer will seek to oppress the employee and never be willing to improve the conditions at the workplace. If such successful changes have to come then it would possibly happen with very few employers who are considerate. However such employers are not easily found and they will rarely act without compulsion. Since the management is no longer faced with the threat of industrial action, demarcation, stoppages and other retribution forms it is possible that any change that promotes the welfare of the employee could be suppressed. In Dondon and Gollan (2007) Kaufman and Tara go on to say that the management in the case of NER could make the employees start viewing the world through the eyes of management.
When this happens, then non-union representation will no longer be effective in defending the employees. In fact, the employees may fail to realize that the management has failed to provide to them what is rightfully theirs. The employees will no longer be conscious of their rights.
If they do not care much about their rights then they will have no desire to demand better things or changes in their working conditions. It is also possible that non-union representation may result in demands for union representation. This happens in many cases because the employees are aware of their rights and are dissatisfied with the way they are being represented. In many non-union firms especially the smaller ones exploitative employment conditions prevail. The use of non-union representation in workplaces will only be expected to be leaning on the side of the management in case of choices to be made between the employee and the employer.
In Britain, for example, it is a statutory requirement for employers to recognize unions. The possible reason for this is that without union representation employers are very sluggish in dealing fairly with their employers. In Dondon and Gollan (2007) is quoted arguing that non-union representation can serve effectively as a way of consultation and communication but their effectiveness in representing employee interests and occupying the representation gap is very much questionable. It is therefore clear that non-unionized workplaces could have a good level of communication between employers and employees but the employee stands to lose in the end since his interests can never be prioritized by the employer.
Union representation has therefore been known to compel employers to follow the law and treat employees according to statutory requirements.
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