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<blockquote data-quote="tieguy" data-source="post: 675685" data-attributes="member: 1912"><p><span style="color: blue">One point that was usually stressed in management classes on labor was that the contract at one point started out with very few pages in it. </span></p><p> </p><p><span style="color: #0000ff">It was our methods as you outline in your post that created all the extra pages. <img src="/community/styles/default/xenforo/smilies/FeltTip/happy-very.png" class="smilie" loading="lazy" alt=":happy-very:" title="Happy Very :happy-very:" data-shortname=":happy-very:" /></span></p><p> </p><p><span style="color: #0000ff">Its a lack of trust that forces more language in the book in an attempt to clearly define the rules. </span></p><p> </p><p><span style="color: #0000ff">Its a lack of trust that keeps the both sides from growing even stronger. Some of it is clearly managements fault. At the same time I've always thought unions had to drive that wedge into company employee relations so that employees continued feeling a need for the union. In a sense management and the union are often the maachovelian manipulaters with the employee the pawn in the game. Most drivers are proud of the jobs they hold and the company they represent. Most do not want to be in an antagonistic relationship with their employer. Everyone has the basic needs of kinship, teamwork, pride in workmanship and being appreciated. Most know the job is not for the feint of heart. Communication is a big part of the relationship that is often neglected. Communication breaks down barriers with relationship issues. The boss should clearly communicate the expectations and reasons behind what we do. The employee also has to be willing to communicate with the boss in order to maintain a good working relationship. The union shop sometimes inhibits that communication. I personally have not had a problem with unions except in rare cases where the employee forgets he also works for and has obligations to his employer. I recognize the benifits that collective bargaining brings. At the same time unionism may have put itself out of business. There are now many government agencies that address the various issues once only raised by unions. Many companies including UPS have a grievance process similar to a union grievance process because they recognize that the process facilitates communication and resolves issues before they end up in court. It appears I'm starting to ramble since this has been one of my favorite topics to discuss and debate over the years. But the worst thing we can actually do is to take sides and stop working together just because we are in a union shop. If anything I think the union has an obligation to learn to integrate itself more into the business to ensure they also understand and support its efforts. </span></p></blockquote><p></p>
[QUOTE="tieguy, post: 675685, member: 1912"] [COLOR=blue]One point that was usually stressed in management classes on labor was that the contract at one point started out with very few pages in it. [/COLOR] [COLOR=#0000ff][/COLOR] [COLOR=#0000ff]It was our methods as you outline in your post that created all the extra pages. :happy-very:[/COLOR] [COLOR=#0000ff][/COLOR] [COLOR=#0000ff]Its a lack of trust that forces more language in the book in an attempt to clearly define the rules. [/COLOR] [COLOR=#0000ff][/COLOR] [COLOR=#0000ff]Its a lack of trust that keeps the both sides from growing even stronger. Some of it is clearly managements fault. At the same time I've always thought unions had to drive that wedge into company employee relations so that employees continued feeling a need for the union. In a sense management and the union are often the maachovelian manipulaters with the employee the pawn in the game. Most drivers are proud of the jobs they hold and the company they represent. Most do not want to be in an antagonistic relationship with their employer. Everyone has the basic needs of kinship, teamwork, pride in workmanship and being appreciated. Most know the job is not for the feint of heart. Communication is a big part of the relationship that is often neglected. Communication breaks down barriers with relationship issues. The boss should clearly communicate the expectations and reasons behind what we do. The employee also has to be willing to communicate with the boss in order to maintain a good working relationship. The union shop sometimes inhibits that communication. I personally have not had a problem with unions except in rare cases where the employee forgets he also works for and has obligations to his employer. I recognize the benifits that collective bargaining brings. At the same time unionism may have put itself out of business. There are now many government agencies that address the various issues once only raised by unions. Many companies including UPS have a grievance process similar to a union grievance process because they recognize that the process facilitates communication and resolves issues before they end up in court. It appears I'm starting to ramble since this has been one of my favorite topics to discuss and debate over the years. But the worst thing we can actually do is to take sides and stop working together just because we are in a union shop. If anything I think the union has an obligation to learn to integrate itself more into the business to ensure they also understand and support its efforts. [/COLOR] [/QUOTE]
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