NON-UNION EMPLOYEES

Non-Union Employees

Non-Union Employees

Introduction

With the introduction of HRM in organizations, the trend of forming unions of employees faded away. Unions of employees were used to represent and recognize employees and give them voice. Unions were used for the improvement of worker productivity, employee participation and collective-decision making. Now, these factors are being provided by the HRM of organizations which have made the role of unions unnecessary and vague (Schwartz, 2008). The essay will discuss the non-union employees and the rise of non-unionism in the industry and market. The paper also puts light on the union and non-union employees comparison along with the advantages and disadvantages it brings to the organization.

The rise of non-unionism and the non-union firm has been closely linked with the emergence of new techniques of human resource management. Unions may become unnecessary to employees and employers because of the effect of positive employer practices reducing causes for unionism. It was implied that HRM is a major if not the only effective way to remain non-union. The adoption of an HRM policy in non-union establishments pays off. It is important to establish here that non-union does not mean there are no trade unions members present in an organization. It means that trade unions do not determine terms and conditions of employment.

Employee voice refers to the expression of grievances or complaints and participation in the decision-making process by employees. Application of joint consultation have paved the way for the improvement of employee's performance which is required by both the employers and employees for better business results and recognition of employee rights, respectively. It is important for any organization's success not to ignore and neglect the employees' voice. This will make a direct affect on the quality and productivity and its negligence will increase problems, misunderstandings which may be devastating for an organizational human resource. The more employees have the opportunity to voice their dissatisfaction, the less the turnover. There is a direct relationship between the two (Mcloughlin & Gourlay , 1994).

The more they can express their feelings about the work and its problems, the more employees will be interested and keen to stay in the organization. Many times after workers extend their efforts to the community to improve their living conditions. Union representation is the ability to trade unions of employees, to speak for them (Addison & Hirsch 1989, 72).

Employee voice systems

There has been an emergence of various voice systems which have risen with time according to different values and priorities where the employee voice systems have taken many different forms. Those employees voice without any union is known as direct voice system whereas those employees belonging to a trade union is indirect voice system. The paper will discuss why employers prefer a direct voice system and encourage it and what are the drawbacks of indirect voice systems (Gollan, 2000).

Drawbacks of unionized employees

Apart from all the collective benefits, the union brings into an organization. There are a few drawbacks too, which is why the management ...