Unionize and Non-unionize System
According to Timur, et al., (2012) studies point to the lack of flexibility in unionized systems; for instance, unionized workplaces are obsessed with fixed wage and the compensation that accompanied it. Thus; the argument that union members are more likely than non-union members to have a better compensation, based on productivity and other measurable factors; such as bonuses, profit-sharing, incentive pay, and stock options. This applicable position Lepie, (2014) discusses empowers employees to organize and select exclusive bargaining agents to negotiate and define their wages, hours, and working conditions. Although; negotiating parties occasionally have different interest, the writer noted that neither side can surrender without a substantial loss of face. Nevertheless, there are lots of factors that create incompetence and drives poor performance in a union workplace. For example; Trevor, & Brown, (2014) …show more content…
They look at various practices in the workplace, such as recruitment and selection, training, and job flexibility. Other practices that they try to promote are job evaluation, promotion and performance appraisal, pay systems, and organizational outcomes. Nevertheless; Donaghey, et al., (2011) emphasize that nonunion cities or companies have its advantages and disadvantages; for example, non-unions organizations often times do no protect workers and sometimes limit their opportunities. On the other hand Hoque, et al.(2014) argument that non-unions workplace is less inclined to give priority to wages and working conditions which often time are closely related to moral and job satisfaction in the workplace. Therefore, the impact of non-union protected employees allows the temptation to engage in cronyism and political patronage of unqualified employees in a greater
According to Timur, et al., (2012) studies point to the lack of flexibility in unionized systems; for instance, unionized workplaces are obsessed with fixed wage and the compensation that accompanied it. Thus; the argument that union members are more likely than non-union members to have a better compensation, based on productivity and other measurable factors; such as bonuses, profit-sharing, incentive pay, and stock options. This applicable position Lepie, (2014) discusses empowers employees to organize and select exclusive bargaining agents to negotiate and define their wages, hours, and working conditions. Although; negotiating parties occasionally have different interest, the writer noted that neither side can surrender without a substantial loss of face. Nevertheless, there are lots of factors that create incompetence and drives poor performance in a union workplace. For example; Trevor, & Brown, (2014) …show more content…
They look at various practices in the workplace, such as recruitment and selection, training, and job flexibility. Other practices that they try to promote are job evaluation, promotion and performance appraisal, pay systems, and organizational outcomes. Nevertheless; Donaghey, et al., (2011) emphasize that nonunion cities or companies have its advantages and disadvantages; for example, non-unions organizations often times do no protect workers and sometimes limit their opportunities. On the other hand Hoque, et al.(2014) argument that non-unions workplace is less inclined to give priority to wages and working conditions which often time are closely related to moral and job satisfaction in the workplace. Therefore, the impact of non-union protected employees allows the temptation to engage in cronyism and political patronage of unqualified employees in a greater