Do Your Employees Trust You?

Thank you for your insight into this timely issue. The idea of rules in the unions is a good one, and the rules don't change that often. There is a sense of stability and protection in spite of the the variations in the company's bottom line. Profits 10% down, layoff 10%, well its not exactly like that, but you get the idea. Such an approach commoditizes the lower echelon in the employee force and these employees tend to feel like they have to be in it for themselves. Under such circumstance there would be greater insecurity, more competition among coworkers, and more skepticism of management. 1960 was a long time ago when the idea of theory x and theory y, well at that time it was assumed that theory y was the way to go. Theory y resulted in happier employee with greater productivity and there were companies that were so good that there was no sense in unionizing. Market volatility and increasing demand to optimize returns to the stockholders to employee insecurity that would cause them to seek unionization. I would imagine that well managed smaller work groups there may be more of a tendency toward the feeling of collegiality with responsive management might return some security to these workers to the point where the materialism might be less of an issue also.

It is a great insight and I thank you for that. It may depend in which part of the world you are in but still Union plays a pivotal role in the life of workers creating trust in themselves and also in management where a balanced play of issues between management and Union exists. A leader's role is played well when one has a good striking balance between giving and not giving in to demands of Union. Engagement plays a much higher role than giving because anyone would appreciate any situation if he is involved in good time and due importance is given which resulted in greater awarness and appreciation.