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<blockquote data-quote="Ricochet1a" data-source="post: 581344" data-attributes="member: 22880"><p>There are two groups of people in a union fight: the leaders and followers. The followers hang back waiting to see how the fight will go. After the heavy lifting has been done, they'll do a cost benefit analysis and decide whether or not to join. They take no risk. They are useful since they provide the critical mass over the long term to provide bargaining power.</p><p> </p><p>When attempting to start a union, it is the people that are willing to take a risk that are essential to get things moving. These people aren't motivated solely by cost benefit analysis. They may win, they may lose their jobs. These are the people that decide to take a risk lead those that will benefit in the long term. They accept that "bullseye" that management places on them in the hope that one day they will gain bargaining power over their work and compensation levels. </p><p> </p><p>Anyone reading this forum thinking solely along the lines of "what is in it for me" needs to sit back and wait. When the critical mass has been achieved, then they can join the party and enjoy the benefits. Those who are driven by a motive that can only be described in terms of emotion are the ones that will do the heavy lifting. They will be the ones that eventually will become the shop stewards and local organizers. They don't want to become leaders, but their drive to correct what they see as a fundamental wrong will place them into leadership by default. Cost benefit analysis isn't the only motivating factor for people to act. Ask anyone who has worn a uniform for this country and you'll learn that everything can't be boiled down to a paycheck and pension. </p><p> </p><p>This is a common theme in history. Many are sympathetic, but are too fearful to act believing that they will lose more than they can possibly gain. It is after a critical momentum is achieved, that those who are sympathetic yet fearful begin to openly support the effort. It takes those who are willing to take a chance to make a change. </p><p> </p><p>The RLA acts to prevent any momentum from developing. The organizing rules prevent any real foothold from being established. You can equivocate all you want, this is why FedEx has spent millions upon millions to stay under RLA, to prevent any development of labor momentum from turning FedEx into a union company. </p><p> </p><p>I know that many Couriers would switch jobs and paychecks with UPS drivers in a heartbeat. I don't know of a single UPS driver that would be willing to switch jobs and paychecks with FedEx Couriers - and definately not with Ground helpers. That speaks volumes about the situation.</p></blockquote><p></p>
[QUOTE="Ricochet1a, post: 581344, member: 22880"] There are two groups of people in a union fight: the leaders and followers. The followers hang back waiting to see how the fight will go. After the heavy lifting has been done, they'll do a cost benefit analysis and decide whether or not to join. They take no risk. They are useful since they provide the critical mass over the long term to provide bargaining power. When attempting to start a union, it is the people that are willing to take a risk that are essential to get things moving. These people aren't motivated solely by cost benefit analysis. They may win, they may lose their jobs. These are the people that decide to take a risk lead those that will benefit in the long term. They accept that "bullseye" that management places on them in the hope that one day they will gain bargaining power over their work and compensation levels. Anyone reading this forum thinking solely along the lines of "what is in it for me" needs to sit back and wait. When the critical mass has been achieved, then they can join the party and enjoy the benefits. Those who are driven by a motive that can only be described in terms of emotion are the ones that will do the heavy lifting. They will be the ones that eventually will become the shop stewards and local organizers. They don't want to become leaders, but their drive to correct what they see as a fundamental wrong will place them into leadership by default. Cost benefit analysis isn't the only motivating factor for people to act. Ask anyone who has worn a uniform for this country and you'll learn that everything can't be boiled down to a paycheck and pension. This is a common theme in history. Many are sympathetic, but are too fearful to act believing that they will lose more than they can possibly gain. It is after a critical momentum is achieved, that those who are sympathetic yet fearful begin to openly support the effort. It takes those who are willing to take a chance to make a change. The RLA acts to prevent any momentum from developing. The organizing rules prevent any real foothold from being established. You can equivocate all you want, this is why FedEx has spent millions upon millions to stay under RLA, to prevent any development of labor momentum from turning FedEx into a union company. I know that many Couriers would switch jobs and paychecks with UPS drivers in a heartbeat. I don't know of a single UPS driver that would be willing to switch jobs and paychecks with FedEx Couriers - and definately not with Ground helpers. That speaks volumes about the situation. [/QUOTE]
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