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The arguments against using these measures to fight unionization are that the organization can take a role which has more empathy and understanding more than anything else. The actions are indeed extreme as they deal with the jobs and relations of the employees on the job.
I believe most managers would find a way to deal with their employees in a more honest way and come out in a clean manner. They would not find an excuse to do away with the aspect of unionization that has been a source of bane at the organization. Most managers would discuss these aspects with their employees and find a common ground so that they do not lose out on a number of different organizational counts. In essence, I would do the same things and make myself clear before deciding what course of action to adopt in the long run.
I am of the view that being truthful about one’s dealings in the organization is essential. Managers have a duty to avoid unionization especially if the organization does not believe in such a philosophy but it is always good to come out cleanly for the betterment of the business and the relationships that develop between the managers and their subordinates.
Employees join unions because they believe unions would raise their voice as a whole and in a collective fashion. Therefore I would agree with the truth of the statement more than disagreeing with it. However I believe that the element of unionization has been blown out of contexts in the recent years and unions are not as strong (negatively) as these used to be in the yesteryears. Now unions are all about bringing in collective good, not only for the sake of the organization but also for their own selves (Edwards 2003). I agree with this statement because it offers the employees a sense of security with regards to the basis of their jobs, and tells them in what stead their
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