Labour Relations
I completely agree with this statement because these actions demonstrate to workers that they are treated fairly and any concerns they may have are listened to and dealt within an appropriate manner. I think constructive, two-way communication builds an environment of trust and strengthens the relationships between the supervisors and employees. As long as employees feel that their voice is being heard and the appropriate action is being taken, then they should feel good about the fact that their supervisors have their best interest. Furthermore, if they have the ability to influence and improve the conditions of the work environment, then there is no need to establish a formalized method to discuss these changes through the union. In the same way, if employees communicate in a respective and constructive manner, their supervisors will be responsive and try to maintain the relationship as well. This is completely dependent upon the behaviour of both parties for this to be successful and mutual respect is a two way street. When it comes to how to approach managing all employees the same way, there are factors involved that both the supervisor and the employee needs to take into consideration. For example, honesty, proper communication, listening, resolving issues as they arise, recognizing and rewarding good performance, and creating an environment of trust and respect. Always remember to treat all employees the same, because once you start to treat them differently then they will begin to look at and react to you differently as well. Also formal grievance procedures are standard in most union contracts, but they’re there only if you and your employee can’t resolve a disagreement first, so if you are able to work out any differences then there is no need for employees to think about forming or joining a union.