GeneralDiomedes wrote:
rio wrote:
The effect of union recognition on productivity is dependent on various contextual factors. Now, I don't want to be presumptuous so please tell me more. But I would guess that, seeing as how only one of 14 branches is unionised, it was an uphill struggle for the workers in that firm to unionise? That in turn would suggest something else- that there was a significantly higher level of antagonism between workers and management at that site than at the other 13... Antagonistic relationships will lead to productivity decreases union or not.
I know companies that pay trade unions substantial sums of money to organise their workplaces. The reason being that the union can contribute to quicker resolutions of disputes, invaluable support on technical issues, and also it can give the company much more legitimacy and a reputation for better practice.
The plant union was a carry over from a previous company we purchased in a province (Saskatchewan) that is heavily unionized. To answer your query, it would definitely be an uphill battle to unionize at another location.
Any antagonism comes from the fact they are lagging behind the other locations in terms of productivity. And no, their working conditions and pay is no different. It's kind of like the Russian's complaints about Afghanistan - they agree to change to your face, but the second you leave they return to their old ways. It's been a long hard struggle to try and change their culture.
I agree about trade unions (or professional associations) being useful in terms of setting various standards around quality, working conditions, pay and safety. But as far as I know they don't dictate things like business process, vacation time, benefits, advancement, use of contractors, termination, etc.
So unions can be useful but they can also be counter-productive for the reasons I mentioned in my previous post.
Obviously it depends what you mean by useful and counterproductive, but I don't know anything about your case so fair enough. It is strange that the pay and conditions are no different in the unionised plant than everywhere else and makes me wonder what the deal is.
I guess unions will never
dictate things like vacation, benefits, advancement, etc. but if they are strong enough to do their job properly then they should be forcing a consultative role in establishing standards on those things.
AFAIK they don't often have much input on use of contractors, I guess for the main reason that in many cases companies use subcontracting with undermining the union as at least a secondary objective.