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Management Union Relationships:
Alternative Strategies
By
Christina Hadley
Dominic Lombardo
Management and Leadership, BSM 222
August 12, 2003
Management Union Relationships:
Alternative Strategies
Citation is a full-service supplier of innovative metal components to the automotive industry. ...
Citations business foundation is built on relationships. They employ robust management systems that ensure the business runs smoothly while focusing on the people who make them successful - their customers, suppliers, employees, and communities. ... The Management team is loyal and hard working, but the UAW employees have a attitude of indifference and intolerance towards some of these principles. ...
The Management Issue; can the UAW and management form a new culture that will nurture more positive values, behavior, and communication - a culture where the parties can achieve win-win solutions.
Cooperation between labor and management is important in a society where multiple variables impact success, growth and employment stability. ...
In a unionized company, the union must be treated as a key stakeholder and the legitimate representative of employees. ... The following are strategic options available to an organization:
Strategy 1 - Hardball
For organizations choosing a "hardball" strategy, management takes a position in which they view the union representatives as always wrong and feel that the union must consistently be contested. ... Management assesses a situation, figures out a solution, and then, somehow, jams the solution down the throat of the union. Management views the union as a major roadblock, which must be bulldozed. It doesnt matter what the issue is, Sunday overtime premium or seniority provisions; if management is to make progress, they must remove the roadblock at any cost. From a management perspective, playing hardball may be an effective strategy in dealing with unions. ...
Strategy 2 - Making the Union Benign
Through concentrated and coordinated efforts, management can develop excellent working relationships with its union members. While the union still exists, members often agree with managements way of viewing the world. The union organization becomes a shell and functions in name only.
Approximate Word count = 1582
Approximate Pages = 6.3
(250 words per page double spaced)
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