Practical Differences Between Union Avoidance Methodologies
Employees safeguard their interests against a firm through unionization. The interests may include safety in the workplace, bargain agreements that influence wages, and the integrity of the professionals’ operations. Some firms have strongly rejected unionization as it is seen to affect profits significantly. Therefore, firms have two approaches to non-unionization that is doctrinaire and philosophy-laden.
In a doctrinaire non-unionization approach, the human resources department of a company develops strategies that are identical to the unionization mechanism. This may include paying wages relatively equal to other firms in the same industry and deploying an organized structure of employees’ roles and responsibilities (Bilouseac, 2013). Unionization is beneficial in the application where firms are relatively smaller, with less than 50 employees. Also, industries such as education, public service, and automotive workers with high demand, routine work, and less specialization are highly unionized since entry and exit into the market are easy.
Another strategy in a non-unionized business structure known as philosophy-laden involves employees’ engagement in making business-impacting decisions (Dawkins, 2012). The employees gain a sense of belonging when their opinions are taken into consideration on the best way forward for the corporation. Philosophy-laden is fitly in large organizations with more than 100 employees with highly dynamic functions in the corporation. A sense of belonging in a company can increase productivity and employee loyalty.
Small and medium enterprises are the majority of businesses and contribute significantly to a country’s economy. Many of them may not seek unionization since it brings enmity to their employers, especially in the private sector (Fletcher, 2017). Non-unionized companies record higher profitability as employees act as shareholders. Hence, employees are more concerned with the company’s position than their interests.
References
Bilouseac, I. (2013). Doctrinaire Controversies on the Concept of Public Service. The USV Annals of Economics and Public Administration, 238-243.
Dawkins, C. E. (2012). Labored relations: Corporate citizenship, labor unions, and freedom of association. Business Ethics Quarterly, 473-500.
Fletcher, A. J. (2017). Applying critical realism in qualitative research: methodology meets method. International journal of social research methodology, 181-194.
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Question 
Union Avoidance
Your textbook defines and contrasts two union avoidance methodologies practiced by many union-free employers: doctrinaire and philosophy-laden.
Explain the practical differences between the two approaches. When and why one would be more appropriate than the other? Use supporting examples.