Assignment 5 - Case studies of Acme auto parts and Zinnia relating to unionization and problem PDF

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Case studies of Acme auto parts and Zinnia relating to unionization and problem solving....

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Aimee Palleschi HRER 504 Assignment 5

Acme Auto Parts As the employer, my first thought would be that my employees are being swayed in favor unionization by United Auto Workers (UAW) organizers. My first order of business would be to hold a captive audience meeting. At this captive audience meeting, I would explain that various companies represented by the UAW are facing demands for concessions during contract negotiation, resulting in unionization of other manufacturing plants. At this meeting, I would discuss four determinants of employees voting decisions including job dissatisfaction, union instrumentality, general union attitudes, and collective social identity. First, I would discuss how voting for a union would not be instrumental in improving the workplace. Acme Auto Parts is one of the biggest suppliers for the Big Three. I would mention that currently the Big Three is a highly-unionized company that is starting to outsource from their traditional part suppliers, because those suppliers have closed their unionized operations in Michigan, and opened nonunion plants in the South and in Mexico. Currently the Big Three is being faced with competitive cost pressures from other Japanese car companies and are constantly looking for cost concessions from their employers. If Acme Auto Parts were to unionize, it would be likely that the Big Three would drop us as a supplier and move to other non-unionized companies, possibly putting us out of business. It is even more likely for this to happen because Acme Auto Parts is not a competitive company; i.e. easily replaceable. I would make it clear in this case, that unionization would likely put Acme Auto Parts out of business and therefore their attitude toward unions should be overall, negative. In addition, I would offer some additional training for the employees in order to develop their skills, keep them engaged and improve overall satisfaction. By learning new skills, giving each employee more individual job duties, and providing them with advancement opportunities it minimizes the repetitive and routine type work that will impact efficiency and promote high morale, leading to less of a chance of unionization. As the employer, I would make it clear that I am looking out for the best interest of the employee and that if they had any questions to speak up, or come see me after the meeting. As an employee looking to be a part of the organizing efforts, I would advertise, distribute information, and contact employees to show the benefits of unionization using a strategic approach. These materials would contain information about the positives of joining the UAW, which would include better pay, benefits, and improved working conditions, along with authorization cards. I would present the information to Acme Auto Parts for a card check recognition. I would also indicate that with decreased union density, the UAW has less ability to negotiate strong contracts, especially since the Big Three is outsourcing from their tradition unionized plants to non-unionized plants. To avoid decreased wages, lessened benefits, and less generous retirement packages Acme Auto Plants workers need to unionize. The higher density of unionization in the industry would lead to a more competitive edge.

Zinnia First and foremost, after finding out about the secretive signing of the authorization cards I would seek legal counsel and determine who exactly is seeking unionization, and whether any of these employees hold a supervisory position. Even if the employee does not have “supervisor” in their title, does not mean they don’t have supervisory responsibilities and therefore could be counted as a supervisor. Once that has been completed, we will complete an analysis to verify the official number of authorization cards and whether or not the employees’ efforts to unionize are legitimate. Next I would ensure that I have no solicitation rules established, to prohibit outside organizations from entering the workplace and interacting with employees. I would also strongly advise that Zinnia hire union avoidance consultants. “Consultants can help managers (and supervisors) take advantage of tactics such as captive audience meetings and training supervisors in union avoidance methods” (Budd, 2013). I would also require managers and supervisors to hold one-on-one meetings and captive audience meetings to address wages and benefits and how Zinnia offers wages that are equal to that of the local union wage scale, and how benefits are competitive with other low skilled occupations in the area. Unionizing would not therefore benefit the employee or improve the workplace. As an employee looking to be part of the organizing, my goal is to explain to other employees why we should be dissatisfied, why unions are instrumental in improving our workplace, and that unions are a positive societal force. Such efforts would include holding small meetings, having active rank-andfile volunteers, handing our pro union advertisements and media, and having supporters wear buttons. I would ensure that a NLRB representation election has been scheduled, and I would require the employer to handover an excelsior list; a list that gives the union a list of names and addresses of the employees eligible to vote in the election. The information from this list can be used to make house calls, or give extensive one-on-one time with employees and potential union supporters. By promoting pro-union ideas and knowledge, I will be able to aide in an effective campaign to increase organizing success and build a stronger labor union.

REFERENCES Budd, John W. (2013), Labor Relations: Striking a Balance, New York, NY: McGraw-Hill....