Why Have Unions Often Resisted Employee Empowerment Programs?

Why have unions often resisted employee empowerment programs?

Often times, unions have resisted employee empowerment programs because the programs change the work place relations and the role the union plays in it. The union dread that the programs will weaken the union's role as an independent agent of the employees interest.

The employee empowerment programs could benefit both the employees and the organization. There are certain ways that the programs can be regulated. The National Labor Relations Act states that it is an unfair labor practice to "dominate or interfere with the formation or administration of any labor organization or contribute financial or other support to it." (Noe 426). It is a concern that self management work teams set up by an employer could violate the legal requirement of the NLRA. This can be regulated by the National Labor Relations Board. The National Labor Relations Board supports employee involvement in decision making as long as they meet the legal requirements.

Instead of avoiding the misuse of employee empowerment programs, the programs could build cooperative relationships between the owners and employees. By treating the employees with respect and fairness it will give them the knowledge that attracting talent and minimizing layoffs are in the owner's best interest. According to our test, "cooperative approaches to labor relations seem to contribute to a organization's success." (Noe 427). Employee empowerment programs can benefit all.

Works Cited:

Noe, Hollenbeck, Gerhart & Write. Fundamentals of Human Resource Management.USA: McGraw-Hill Irwin, 2009.

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