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A study presented to AFL-CIO officials by Harvard economist, James L. Medoff emphasized organized labor's poor image. In order to rebuild their strength and improve their reputation he suggested they begin by adopting a long-term strategy for organization efforts by targeting non-union employee associations. Medoff believes that these "associations contain seeds for future unionism" and will therefore provide a good base for their rebuilding. Organized labor seems to be doing just that. 1985 shows an increase in union activities particularly in smaller companies with 50-150 employees. Their move to capture the small business sector has begun, and their success rate has been good. From 1976 0 1981, the percentages of successful union elections varied greatly between large and small companies. Organizations with 500+ employees showed a 28% election success rate, while the smaller companies captured a 52% election success rate. Many small company employees belong to the associations Medoff described. Their membership provides job training, additional medical/dental insurance at reduced rates, information on job openings and legislative lobbying. This affiliation is very appealing to small groups of employees who feel they need a voice to gain the attention of management. Knowing the direction that organized labor is taking, management in the small business sector should not take subtle dissatisfaction lightly! Companies with evidence of excessive turnover, declining productivity levels and profit margins are prime targets for unionization; management should be alerted by these signs of dissension. Whether dissatisfaction in a company is subtle of blatant, there are tools available for problem solving. One of the most inexpensive tools in keeping your facility union-free is the Employee Attitude Survey. The American Association of Industrial Management is one of the major providers of this service. Mr. Robert A. Polisky, President of the AAIM, emphasizes its utility and adds that, "no organization of ours has ever lost a union election, when they conduct the Employee Attitude Survey on a regularly-scheduled basis." The survey is invaluable to top and middle management for opening communication lines with their employees. Employees will react favorably to management taking an interest in their work and, at the same time, have the opportunity to express opinions, problems and concerns anonymously. Unfortunately, the National Labor Relations Board restricts that which an employer can, once a union starts an organized campaign. The Employee Attitude Survey is a low-cost vehicle enabling top management to listen and make appropriate changes to work-place problems that are affecting an organization's growth and success. Productivity and organizational climate can be strengthened dramatically by confusing on key issues that are perceived by the work force as problem areas. If there are any unionization indicators or groups of dissatisfied employee associations within your organization, our Human Resource division is available to help you facilitate problem solving. Printed with the permission of Mercer Business Magazine For information about this and other services offered by RCE Associates, call John Guarniere at (732) 329-1601. |
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Tel: (732) 329-1601 fax: (732) 329-1603 email: RceConsulting@verizon.net |