How you handle an attempt at organization will affect relations with youremployees for years to come, no matter whether you win or lose the unionizationbattle. "If you get in a bloodbath and try to win at all costs, you’lllose either way," says Paul F. Clark, associate professor of labor studiesat Penn State University. "You’ll lose the election and have a union asmad as hornets when they come to the bargaining table. Or you’ll win theelection and have a workforce that’s mad as hell and disillusioned."
Indeed, the one thing these case examples of small (under 500 employees),medium (500-5,000), and large (5,000 plus) companies have in common is therealization that -- surprise -- people policies can make all the difference inthe world, union or not.
The examples here are composites, based on real companies’ experiences asrelatedby experts in the field. Companies contacted would not agree to talk abouttheir union experiences.
Workforce,November 2000, Vol. 79, No. 11, pp. 82-83 -- Subscribenow!