Management and Union Relationships in an Organization

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Management and Union Relationships in an Organization

In today’s business environment, the relationship between management and union can play a vital role in the success of an organization. My research of the roles of unions and management will enable me to present concrete information of how these two entities perform in an organization.

The Role of Management in an Organization

“Management is the process of working with people and resources to accomplish organizational goals” (Bateman & Snell, 2007). In an organization, management has the responsibility of performing four major functions. These functions consist of planning, organizing, leading, and controlling.
According to (Carter McNamara, n.d.), “As planners, management
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However, the union may be wary of implementing the proposal before it has been thoroughly discussed at the union meeting(s) and the membership supports the concept. Management's insistence to act immediately may cause the union to back off or implement without support from its membership. Failure to recognize the union's "way of doing business" places unnecessary strain on the relationship and can result in a breakdown of the trust level between the parties, and possibly create political problems for the union leadership (which could spell an end to the entire partnership).”
A labor-management partnership is built upon the philosophy of teamwork, cultural change, trust, free flow of information, removal of organizational barriers, and development of a high-performance workplace. There should be no venture into a work area that does not accept the partnership philosophy or whose agenda is different from those set by the labor-management partnership. This partnership can run into problems if demands exceed resources.
A level of trust must be gained within the partnership. If trust issues are addressed, effective, honest communication will develop alleviating fears of retaliation for speaking out. This also produces a higher level of respect and less conflict.
An effective labor-management
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