Case Study: Union-Free Organization

Great Essays
Strategic Plan
Employees unionize when wages are low, working conditions are unsafe, and leadership treats them unfairly (Timur, Taras, & Ponak, 2012). The General Materials and Fabrication Corporation (GMFC) Smallsville, Kentucky manufacturing plant is tasking the human resources (HR) department to develop a strategic plan to avoid unionization. The plan will target the three areas of contention between employers and employees, as well as alternative employee initiatives and staffing arrangements of the 400-line employees. When GMFC meets the needs of the employees the goal to remain a non-union manufacturing plant is attainable.
Nonunion Approaches
“A union-free organization is one that is entirely unorganized in its U.S. operations” (Fossum, 2012, p. 201). GMFC is not a union-free organization because unions represent some of the
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2). One suggestion to deter sleepiness and fatigue, especially for Teams 1, is to take short naps throughout the shift (National Sleep Foundation, 2014). The plant will set aside a room with beds and privacy tents to cater to this suggestion. Another activity to stay awake is to play basketball or shoot hoops so the factory will construct a basketball court (National Sleep Foundation, 2014). The basketball court serves a dual purpose because it also promotes health.
Conclusion
GMFC Smallsville, KY HR department’s strategic plan encompasses staffing, wages, benefits, communication, committees, and safety. While identifying a strategy, the plan also addresses the points of contention: low pay, unsafe working conditions, and unfair treatment by leadership (Timur, Taras, & Ponak, 2012). The probability of maintaining the plant as non-union is high if leadership follows the plan and addresses employee concerns in a timely

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