Hi,
The workers in a company adjacent to ours have formed a workers union due bad employer employee relations.
We want to avoid any kind of such things in our company. Can you please suggest some measures which will avoid our workers getting influenced with such parties. I want to motivate our workers in building up their productivity and loyalty and convince them that such trade unions do not serve the workers purposes.......
Please suggest some team building measures.
Thanks a lot for your support. :?
From United States, Holland
The workers in a company adjacent to ours have formed a workers union due bad employer employee relations.
We want to avoid any kind of such things in our company. Can you please suggest some measures which will avoid our workers getting influenced with such parties. I want to motivate our workers in building up their productivity and loyalty and convince them that such trade unions do not serve the workers purposes.......
Please suggest some team building measures.
Thanks a lot for your support. :?
From United States, Holland
Hi,
First let us accept a fact that the right to associate is a constitutional right and therefore we can not do anything to deny that right. Yes, we can do a lot of things to obviate the need for people to exercise that right and to unionize. So let us keep the law out for the time being.
Hiosorically the unions have oriented themselves as reactionery organizations that grow strong and unmanageable due the legal protection, corrupt administration, political interference (often) and then of course the employers who provide a cause largely by their overly feudalistic, arbitrary and authoratirian way. Unionization is a response often produced by a sense of insecurity. The blatant feature of such approach is undermining the humanness of the workforce!
When the management loses credibility, someone else (inside ot outside leadership) steps in and gets a control over the workers' minds.
Ostensibly the unions fundamental concerns are, "protecting and furthering" the rights of its members. This is sanctified in the modern indistrial world through the "collective bargaining" exercises. But once the unions are formed they soon leave behind the legal parameters to their functioning and rely on their negative capabilities.
At his stage I urge you to consider two facts. Firstly, all this is NOT a generalization even if it sounds so and secondly, I have experienced who are studied, and believe in "reason", "mutuality of relationss", "continuous dialogue" and golden rule of "give and take". They practice a deep understanding that the limits to their aspirations of enhanced wages and facilities are set by the performance of the organization and are willing to work for it, yet uncomplainingly accept the reality of the performance levels of the organization. But then they demand, information, participation, credibility, transparency and justice!
With this prelude, let us look at what can be done to avoid union formation! Frankly, NOTHING! One may be able to only postpone the event but never permanently avoid it!
If unions are a reality, why try to escape it? We can develop skills to deal with unions by disciplining our own systems suitably. In a democracy, unions are accepted as natural consequence. Its just that in our country we (the successive governments) have pampered them and therefore mostly they have gone overboard! We as employers have also contributed to their negative approaches. Instead of trying to avoid union formation, I would advise creation of a system in the organization where certain values are sacrosanct! I suggets:
1) Transparency, fairness, participation in decision making (where possible) and communication by way of sharing should be sanctified as culture of the organization.
2) At the level of workmen particularly apart from judicious and humane treatment what will keep them calm is the feeling and reality that all are treated uniformly and fairly. To this extent, reliance on intelligent rules/systems is advisable. If 80% of issues are resolved through systems, you are extending that assurance of uniform treatment. If decisions are left to human discretion, there are chance of discretion being differently used (due to the exigencies/compulsions of the situation at any given point of time!) and wrong inferences being drawn by the workmen.
3) In short, treat human beings as human beings and you may not have problems like your neighbours. And to decide what this sky is the limit to your innovation.
In fact I had explained the process in an earlier thread also. See if you can get hold of that thread.
I hope you succeed in your mission, but more in acquiring skills to effectively deal with the unions! More about that later please.
Regards
samvedan
October 25, 2006
From India, Pune
315First let us accept a fact that the right to associate is a constitutional right and therefore we can not do anything to deny that right. Yes, we can do a lot of things to obviate the need for people to exercise that right and to unionize. So let us keep the law out for the time being.
Hiosorically the unions have oriented themselves as reactionery organizations that grow strong and unmanageable due the legal protection, corrupt administration, political interference (often) and then of course the employers who provide a cause largely by their overly feudalistic, arbitrary and authoratirian way. Unionization is a response often produced by a sense of insecurity. The blatant feature of such approach is undermining the humanness of the workforce!
When the management loses credibility, someone else (inside ot outside leadership) steps in and gets a control over the workers' minds.
Ostensibly the unions fundamental concerns are, "protecting and furthering" the rights of its members. This is sanctified in the modern indistrial world through the "collective bargaining" exercises. But once the unions are formed they soon leave behind the legal parameters to their functioning and rely on their negative capabilities.
At his stage I urge you to consider two facts. Firstly, all this is NOT a generalization even if it sounds so and secondly, I have experienced who are studied, and believe in "reason", "mutuality of relationss", "continuous dialogue" and golden rule of "give and take". They practice a deep understanding that the limits to their aspirations of enhanced wages and facilities are set by the performance of the organization and are willing to work for it, yet uncomplainingly accept the reality of the performance levels of the organization. But then they demand, information, participation, credibility, transparency and justice!
With this prelude, let us look at what can be done to avoid union formation! Frankly, NOTHING! One may be able to only postpone the event but never permanently avoid it!
If unions are a reality, why try to escape it? We can develop skills to deal with unions by disciplining our own systems suitably. In a democracy, unions are accepted as natural consequence. Its just that in our country we (the successive governments) have pampered them and therefore mostly they have gone overboard! We as employers have also contributed to their negative approaches. Instead of trying to avoid union formation, I would advise creation of a system in the organization where certain values are sacrosanct! I suggets:
1) Transparency, fairness, participation in decision making (where possible) and communication by way of sharing should be sanctified as culture of the organization.
2) At the level of workmen particularly apart from judicious and humane treatment what will keep them calm is the feeling and reality that all are treated uniformly and fairly. To this extent, reliance on intelligent rules/systems is advisable. If 80% of issues are resolved through systems, you are extending that assurance of uniform treatment. If decisions are left to human discretion, there are chance of discretion being differently used (due to the exigencies/compulsions of the situation at any given point of time!) and wrong inferences being drawn by the workmen.
3) In short, treat human beings as human beings and you may not have problems like your neighbours. And to decide what this sky is the limit to your innovation.
In fact I had explained the process in an earlier thread also. See if you can get hold of that thread.
I hope you succeed in your mission, but more in acquiring skills to effectively deal with the unions! More about that later please.
Regards
samvedan
October 25, 2006
From India, Pune
Hi Niketa,
With due regards to Mr Samvedam for his invaluable inputs, I would like to add some more to sort out this issue.
When the initial call was given to all proletarians of the world to get united, the economic conditions were different and exploitation of working class was rampant. As a result, the need for unionization started. Slowly the political parties started to dominate the union politics to demonstrate their strength among workmen so that this can be an easier way to attract the vote banks. So there are two sides to this union coin - one is to really safeguard the rights of proletarian class and second is to utilize the working class to attain the power.
There are so many ways to tackle unions against the above mentioned scenarios. But why unions? Are there no remedial measures? To answer these questions - a study of economic conditions of workmen working in an industry is required to know their level of satisfaction on what they are getting. Are they able to feed their families properly? If they are, then several other aspects of welfare has to be considered both in factory as well as in their homes. Okay, let us assume that being a progressive organization you have provided everything to a workmen to lead a happy and contented life. But still there is a room for dissatisfaction which crops up due to lack of either transparency or lack of say in decision making. This happens in many organizations - they take care of employees very well - bonuses, allowances and what not they extend every financial benefit available under sun to their workers. If these organizations are not able to encourage the participation of workmen through various committees like Works Committee, Collective Bargaining - this leads to resentment among workmen in the long run which ultimately give room for unions to raise their ugly head.
In a nut shell, a study of fulfillment of all needs of a workmen has to be undertaken to plug any loop holes. Moreover, they should be encouraged to participate freely in strategic planning, decision making and other major areas. In addition, the relationship between them and their supervisors or superiors have to be always kept under check and any iota of harassment or favoritism may spark lot of trouble if left unsolved properly.
One more thing is to encourage the workmen to form a union so that instead of getting like a jolt from blue you can have the satisfaction of having a union of your 'own' (you know what I mean) to solve many problems. Though this is an unethical practice which I am personally against - most of the organizations today are following this path unscrupulously - and getting the required results. This is also another way of avoiding unions.
Regards,
PRADEEP
From India, Hyderabad
With due regards to Mr Samvedam for his invaluable inputs, I would like to add some more to sort out this issue.
When the initial call was given to all proletarians of the world to get united, the economic conditions were different and exploitation of working class was rampant. As a result, the need for unionization started. Slowly the political parties started to dominate the union politics to demonstrate their strength among workmen so that this can be an easier way to attract the vote banks. So there are two sides to this union coin - one is to really safeguard the rights of proletarian class and second is to utilize the working class to attain the power.
There are so many ways to tackle unions against the above mentioned scenarios. But why unions? Are there no remedial measures? To answer these questions - a study of economic conditions of workmen working in an industry is required to know their level of satisfaction on what they are getting. Are they able to feed their families properly? If they are, then several other aspects of welfare has to be considered both in factory as well as in their homes. Okay, let us assume that being a progressive organization you have provided everything to a workmen to lead a happy and contented life. But still there is a room for dissatisfaction which crops up due to lack of either transparency or lack of say in decision making. This happens in many organizations - they take care of employees very well - bonuses, allowances and what not they extend every financial benefit available under sun to their workers. If these organizations are not able to encourage the participation of workmen through various committees like Works Committee, Collective Bargaining - this leads to resentment among workmen in the long run which ultimately give room for unions to raise their ugly head.
In a nut shell, a study of fulfillment of all needs of a workmen has to be undertaken to plug any loop holes. Moreover, they should be encouraged to participate freely in strategic planning, decision making and other major areas. In addition, the relationship between them and their supervisors or superiors have to be always kept under check and any iota of harassment or favoritism may spark lot of trouble if left unsolved properly.
One more thing is to encourage the workmen to form a union so that instead of getting like a jolt from blue you can have the satisfaction of having a union of your 'own' (you know what I mean) to solve many problems. Though this is an unethical practice which I am personally against - most of the organizations today are following this path unscrupulously - and getting the required results. This is also another way of avoiding unions.
Regards,
PRADEEP
From India, Hyderabad
Hi Niketa,
I am very happy, that this thought came in your mind.
First of all, please look at the needs of the people. Most of the time our needs are same, whether a person is workman or executive. If you start looking at their needs in a positive manner, sometime going out of the way and help them for getting child admission, housing loan, vehicle loan etc. from the bank, which will not be a burden on Management.
Many times HR professionals and Top management feels that why should we give x,y,z things to workmen, which will be an additional cost. However, when the same things comes from the Union, we accept it as bargain. Why not in anticipation?
You can also think of Family Get-together, Family Sports, Children Competitions, Rangoli Competitios, Career Guidance to Children etc.
Wish you all the best.
Ravindra Chaubal
Manager - HR & IR
Schneider Electric India Pvt Ltd.
58, MIDC, Satpur, Nashik 422 007.
I am very happy, that this thought came in your mind.
First of all, please look at the needs of the people. Most of the time our needs are same, whether a person is workman or executive. If you start looking at their needs in a positive manner, sometime going out of the way and help them for getting child admission, housing loan, vehicle loan etc. from the bank, which will not be a burden on Management.
Many times HR professionals and Top management feels that why should we give x,y,z things to workmen, which will be an additional cost. However, when the same things comes from the Union, we accept it as bargain. Why not in anticipation?
You can also think of Family Get-together, Family Sports, Children Competitions, Rangoli Competitios, Career Guidance to Children etc.
Wish you all the best.
Ravindra Chaubal
Manager - HR & IR
Schneider Electric India Pvt Ltd.
58, MIDC, Satpur, Nashik 422 007.
Hi Niketa
Samvedan has explained everything in excellent way.
Just to add delta in it / gravy ...
start following as first step
1. Define Formal & informal communication process.
2. Start small group activities
3. know your employee's socio-economic need in better way to redefine HR systems in better ways.
Rest Samvedan has explained in better way.
What is ur opinion Samvedan / Niketa ?
Avinash Desai
From India, Mumbai
Samvedan has explained everything in excellent way.
Just to add delta in it / gravy ...
start following as first step
1. Define Formal & informal communication process.
2. Start small group activities
3. know your employee's socio-economic need in better way to redefine HR systems in better ways.
Rest Samvedan has explained in better way.
What is ur opinion Samvedan / Niketa ?
Avinash Desai
From India, Mumbai
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