Tactics of Union

Union Tactics: Management uses certain tactics against the union, employee organizations, to employ tactics to deal with the management. One of the major instruments of force that unions employ is the organizing drive, which is nothing but forming a union where none exists. It is true that organizing rather than as a union tactic. But it may also be thought of as a tactic because

  • The mere threat of its use may bring the management to terms.
  • A successful drive may likewise bring the management to terms.
  • A successful drive may likewise bring the management to terms.
  • An organizing drive may be part of larger camping against an entire industry.

The organizer tries to capitalize on employee dissatisfaction and promise workers that their dissatisfaction would be removed if they join a union. The appeal to their economic interests, and to deep-lying resentments may arouse or crystallize anti-management sentiments which Last long after the organizing drive itself is over and the union has become a routine part of plant life. By far the most important union tactic is a strike. A strike is a concerted and temporary suspension of functions, designed to exert pressure upon others in the same unit. There are several reasons for the supremacy of strike as a weapon. The strike directly suspends production; cuts out the creation of profit; cuts off the employer from his market; sources of the material may be lost; and fixed charges such as interest, taxes, and salaries for officials continue to be incurred during the strike period. Finally, the very existence of the company may be threatened by a prolonged strike. Caution is necessary before calling for a strike. By its very nature, a strike is a test of strength, and if it succeeds in wrecking damage on the management, it does so only at the expense of the workers. Furthermore, a strike is a weapon that can easily fail and which has often failed in the past, leaving strikers destitute and without jobs. Unions often invoke political to beat the management. There are compelling reasons for a union to be political. With the government assuming the role of an arbiter in IR, the question before labor and the management often on not how to influence each other, but how to mount pressures on the government which is going to determine their fate. Several unions owe their recognition and patronage parties and it is not surprising that employee organizations look to them for direction and sustenance.

HR-Professionals Industrial Relationship