EMPLOYEE RELATIONS-Triad unions - Essay Example

In addition, some unionized workers tend to view the employer in bad light, while others adopt more critical tendencies of management strategies and processes. These issues normally impede their chances of being responsible; gaining experience within the organization; and being productive in the workplace for mutual benefit. Research shows that companies with unionized employees incur up to 40% more in terms of running costs than for non-unionized organizations (Sengupta, 2008). This cost may not encompass additional expenditures arising from subsequently negotiated terms in unionized worker reimbursements or benefits.

According to OLeary (2013), the running costs of unionized organizations are far greater due to the necessity of more workers to needed to handle different job designations to conform to regulatory systems requiring specialization, for instance. As Thornthwaite and Sheldon (2012) have noted, unfair labour practice cases brought about by trade unions injure the employer’s image and erode the organization’s good will. For instance, immediately a case is filed, responsible trade unions dispatch their representatives to the employer to carry out investigations.

At this level, the whole workforce will be aware of the supposedly wrong practices that have taken place within their workplace or organization (Ross, 2013). Then, in the event that the case is not resolved, the union will engage the employer in long-drawn legal battles. Making arrangements for and carrying out a court process will cost the organization tens of thousands of dollars in attorneys’ fees, plus the lost resources of gathering the evidence. Unionization of employees disenfranchises organizations of their right to managerial control (Sengupta, 2008).

This is especially true considering that unionized organizations grapple with the problem of political and legal interference from the government. Government agents will carry out excessive monitoring of