Being Unionized or Union-Free

Being Unionized or Union-Free

Although trade unions are popular and offer an opportunity for collective bargain with employers for better employment terms, the advantages of trade unions are reported depending on different perspectives. While employers argue that the unions do not provide long-term employment opportunities or solutions to problems, the trade unions themselves argue that employers may not be willing to provide the efficient working conditions for their employees hence the need to intervene. The question thus remains whether employees should unionize or not.

For employers seeking to avoid unionization of employees, it is essential for certain conditions to be met. First, the employers must be willing to pay attention to all details given by employees. It is only through paying attention that the employer can be able to understand points of concern from the employees (Smithmeyer, 2005). Moreover, the employers must also be willing to communicate with the employees on a frequent basis.

This way, the employers get to listen to grievances before they go off hand and thus address them before escalation. Holding frequent meetings with employees can help employers to note employee concerns and communicate about intended and already implemented changes. Moreover, employers should institute employee committees so that employees may feel part of the overall decision making process in the organization. Reviewing payrolls to ensure each employee is treated equitably with regards to compensation is also one of the ways through which employers can avoid unionization of employees.

On the other hand, un-unionized employees can seek redress to arising issues through processes such as mediation which has been proven effective in conflict resolution in the work place (Geiger, 2002). Seeking redress for discriminatory practices can help alleviate potential conflicts. This could also be achieved through the Equal Employment Opportunity Commission whose role is to ensure non-discriminatory practice in the work place (Rosenthal, 2007).





Geiger, L. (2002). The Value of Professional Mediation (Vol. 54). Washington: American Society of Association Executives.

Rosenthal, J.L. (2007). The Interactive Process Disabled: Improving the ada and strengthening the eeoc through the adoption of the interactive process (Vol. 57). Atlanta: Emory University School of Law.

Smithmeyer, S. (2005). How to Stay Union- Free. Wards Dealer Business, 44.


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