How Can Enterprises Head Towards a No Trade Union Situation in India

             MODULE II -INTRODUCTION TO DYNAMICS OF INDUSTRIAL RELATIONS

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HOW CAN ENTERPRISES HEAD TOWARDS A NO TRADE UNION SITUATION IN INDIA

Trade Unions are keeping up with the changing scenario in contemporary India. With the latest advances in technology and the rise of social media platforms the unions can reach a wider audience- not only employees but also their families. They have found effective means to convey the information and influence the employee attitude about pay, working conditions, and benefits. So how does a firm get ahead of the comprehensive foundation unions have already laid?

In the current situation, it's easy for a company to feel as though they're already lagging. However, while unions are adopting new technologies and strategies to unionize workers, there are effective and definitive methods by which an employer can pro-actively communicate about the possible effects of unionization, and the reasons to remain union-free. The key is to Know your Employees. The company should exist in a routine space of knowing and understanding the employees. It should be armed with the knowledge of what motivates them as well as what concerns them. In this way, the company can stay ahead of any potential union activity by making a habit of valuing and appreciating what is great about your staff and your company while taking care of the concerns before they are covert into issues. The company should ensure that it acquires the best and the brightest of the available talent and place them in positions that enhance their performance. The employer should remember the golden rule that when the staff wins the team wins, and the facility wins, and most importantly the company wins. The following are the ways through which an enterprise head towards a no-trade union situation in India:

START A DIALOGUE: The first and the foremost step is to broach the topic of unions in an open manner. The stepping stone to a successful employment relationship is to let your employees know your stance on unions and why according to you a union would not be apt for the organization. This can be achieved by sharing a union position statement as well as putting into place a non-solicitation clause and other protective measures in the orientation materials present in the employee handbook. Don't let the employee feel threatened. What's needed initially is a straightforward and frank discussion of why the company believes that a third party intervention is not only unnecessary but can also carry underestimated risk. This precautionary presentation is most effective before any union could gain a stronghold in the company.

OPEN THE DOOR: Secondly, allow healthy communication between managers and employees regarding the workplace and unionization. Be pro-worker, not anti-union. If employees feel that they are heard, they are unlikely to turn to a union to raise their issues. Supervisors should have an open-door policy to make the employees feel that they can voice their opinion without any fear. Not every supervisor can be a people's person. Therefore, positive employee relations training for supervisors should be implemented. The component of the same would be information on labour union and its effects on the company and job. Besides this an effective communication system should be implemented for example the company can create a dedicated website for your supervisors or managers and employees, one that provides a consistent voice and dynamic interaction and lets them know that they are fully supported by upper management. This site will keep the upper management informed, as well as ongoing information for supervisors, your union-free philosophy statement.