Fast Eddie
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- Oct 4, 2013
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Eddie,
Is it possible to have a union which is too strong if it is on-side with the management and pointing in the right direction ? How many British companies have Employee Share Ownership Programmes, Productivity Gain-sharing and Self-managed Work Groups. The capitalist system has been proved to be the one which works, perhaps it does not really need to be so exploitive ? One thing I have noticed about British immigrants in Australia, is that when they encounter our industrial system, they almost have a fit. Many become our union reps - so we inherit the same old attitudes in response to the same old problems. ISO 9000 is a key issue - the required documentation should serve as a basis for training and enable workers to self-manage - all that is needed then is sensible leadership.
Good question Alan. In theory I would suggest that if Unions became ‘too’ aligned, they could lose their role of providing balance. But in practice, I don’t think this is an issue.
In reality, most developed countries have labour laws in place which protect workers against the issues that unions fought for decades ago. Some unions in some companies seem to have evolved their roles very well these days.
But I guess ‘it takes two to tango’ and the unions can only change if the management has. The Japanese have deceloped a far more holistic versions of ‘what’s good for the company’. To them it means what’s good for society, family, individual in that order. Clearly, there is no down side to a union aligning fully with this.
A managemet culture like this allows for an entirely different Union relationship than the old view of ‘max profit for distribution to owners dividends above all else’. This is where unions traditionally had to protect against corners being cut and impacting safety, or workers becoming exploited.