I worked in labour relations for a number of years and while I represented management, I had a very good understanding and respect for unions and the role they play to represent and protect their members. During those years, and since, I’ve heard many a comment that either “management” or the “union” was the problem. Now sometimes there’s some, or a lot of truth to that, but the problem arises when supervisors and employees get an entrenched idea that everything management does or everything that a union does is automatically wrong and the other party is automatically right. Plain and simple, it’s just not productive.
Some supervisors will be in the union while others will be excluded. That means there will be different roles regarding the ability to hire, fire and discipline, but it should not diminish the role of being reasonable and not stirring the pot…which is greatly unproductive.
TRY THIS:
Discuss the importance that both management and the union plays in the workplace. Employees are given the legal right to join a union if they want and the union has a legal obligation to support their members. Even when an employee deserves discipline, it’s in the best interest of the union to defend their member, perhaps with an eye of getting a more fair form of discipline. And as for management, every organization needs someone to run the show and look after the interests of the workplace. Even unions have management in their offices who must make decisions on the way their union business is run.
HOW ABOUT:
To someone who constantly criticizes unions:
“If you have a criticism about something the union is doing, I think that will be more productive. But since we work with this union and we want to have a good working relationship with them, I’m not interested in hearing constant negative comments about the union. It’s unproductive.”
“You may not agree with everything the union is doing, but their members do. Sometimes we have to agree to disagree, but this union has been chosen by our employees to represent them and we want to respect their choice. I’d like you to be more positive in your comments and dealings with the union.”
To someone who constantly criticizes management:
“Managers are trying their best and sometimes they make mistakes. That doesn’t mean they are out to get employees nor the union. If you want management to work co-operatively with you and others, you need to treat them with respect in the same way you’d want to be treated.”
“I’d like you to get away from the “us and them” attitude. In order for this place to run smoothly and effectively, it takes managers and the union to work together. There is place for both and I’d like to see you respect that.”
Stephen Hammond, B.A., J.D., CSP
If you have any questions, please contact Stephen
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EMPLOYEES WHO MAKE DISPARAGING COMMENTS ABOUT MANAGEMENT AND MANAGERS WHO MAKE DISPARAGING COMMENTS ABOUT UNIONS, GENERALLY
I worked in labour relations for a number of years and while I represented management, I had a very good understanding and respect for unions and the role they play to represent and protect their members. During those years, and since, I’ve heard many a comment that either “management” or the “union” was the problem. Now sometimes there’s some, or a lot of truth to that, but the problem arises when supervisors and employees get an entrenched idea that everything management does or everything that a union does is automatically wrong and the other party is automatically right. Plain and simple, it’s just not productive.
Some supervisors will be in the union while others will be excluded. That means there will be different roles regarding the ability to hire, fire and discipline, but it should not diminish the role of being reasonable and not stirring the pot…which is greatly unproductive.
TRY THIS:
Discuss the importance that both management and the union plays in the workplace. Employees are given the legal right to join a union if they want and the union has a legal obligation to support their members. Even when an employee deserves discipline, it’s in the best interest of the union to defend their member, perhaps with an eye of getting a more fair form of discipline. And as for management, every organization needs someone to run the show and look after the interests of the workplace. Even unions have management in their offices who must make decisions on the way their union business is run.
HOW ABOUT:
To someone who constantly criticizes unions: “If you have a criticism about something the union is doing, I think that will be more productive. But since we work with this union and we want to have a good working relationship with them, I’m not interested in hearing constant negative comments about the union. It’s unproductive.”
“You may not agree with everything the union is doing, but their members do. Sometimes we have to agree to disagree, but this union has been chosen by our employees to represent them and we want to respect their choice. I’d like you to be more positive in your comments and dealings with the union.”
To someone who constantly criticizes management: “Managers are trying their best and sometimes they make mistakes. That doesn’t mean they are out to get employees nor the union. If you want management to work co-operatively with you and others, you need to treat them with respect in the same way you’d want to be treated.”
“I’d like you to get away from the “us and them” attitude. In order for this place to run smoothly and effectively, it takes managers and the union to work together. There is place for both and I’d like to see you respect that.”
Stephen Hammond, B.A., J.D., CSP
If you have any questions, please contact Stephen