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3. Accurately present management’s case for maintaining union-free status NOW: very soon organizations may be prohibited from presenting their side of the story. (Federal contractors and subcontractors already may be subject to this restriction.) Be honest and factual,[url=http://www.asauk.co.uk/barbourjackets.html]barbour sale[/url], refraining from communicating in ways that might be perceived by employees as threatening or intimidating.
1. Inform employees of what’s going on in Washington (e.g.,[url=http://www.bessis.com/FR-jordan.html]air jordan[/url], proposed legislation, relevant Executive Orders, expected changes in National Labor Relations Board rulings) and how these actions will affect them. For example, provisions in pending legislation will result in employees’ ability to hear only the union’s side of the workplace story.
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9,[url=http://www.azurecurve.co.uk/abercrombieoutlet.html]abercrombie[/url]. Communicate early and often.
While members of Congress talk about improving the workplace for employees,[url=http://www.shaaciye.com/mercurialvaopor.asp]chaussure de foot[/url], the actions of many indicate that they are far more interested in serving the interests of either management or unions than they are in securing better conditions for workers. Unless this attitude changes quickly, employees are likely to become collateral damage in the on-going tug of war between labor and management. Here are nine ways managers can help workers mitigate or avoid such a fate.
4. Immediately begin to address any deficiencies in the four areas that influence employees’ assessment of how management treats them on a day-to-day basis: interactions with the immediate supervisor, organizational culture, organizational processes,[url=http://www.shaaciye.com/mercurialvaopor.asp]mercurial vapor[/url], and rewards and recognition.
By Pat Lynch, Ph.D.
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Informed employees are less likely to become collateral damage than uninformed employees. Organizations that make their workers a high priority and treat them well on a daily basis won’t have to worry about what legislation is passed,[url=http://www.bessis.com/monclerpascher.html]doudoune moncler pas cher[/url]. It’s management’s choice – for a limited time only.
8. Set high standards for management behavior, and enforce them diligently.
7. Train all managers and supervisors to act only in ways that are both legal and ethical. For example, refrain from making threats or acting in an intimidating manner.
6. Provide workers with a list of questions to ask union representatives so they can develop a realistic preview of what unionization would entail – e.g.,[url=http://www.bessis.com/hollisterfr.html]hollister[/url], how much union dues would be, what the money is used for, what the union realistically would be able to do for them.
2,[url=http://www.asauk.co.uk/barbourjackets.html]barbour jackets[/url]. Provide employees with factual information about unions and union organizing campaigns.
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