SECTION 203 (c) OF THE LANDRUM-GRIFFIN ACT AND THE CHANGING WORK ETHIC: HOW DOES THE CONNECTION AFFECT UNIONIZATION?
GEORGE S. ROUKIS AND BRUCE CHARNOV
DOI: 10.2190/XK32-BW2F-9JTD-08CR
Abstract
This article addresses the modern survey methods used by employers to ascertain employee work attitudes. Building upon the techniques employed by management consultants to defeat unionization drives and noting the limited compliance enforcement of Section 203 (c) of the Landrum-Griffin Act of 1959, as Amended, the authors pointedly advise that unions will have to approach organizing and collective negotiations from a perspective that better understands employee needs and aspirations. The slow pace of unionization among private and public sector employees requires that unions will have to be more astute in fathoming the broader internalized psychological needs of employees. If collective negotiations are to be more attuned to the contemporary concerns of employees, then employer organizations will have to develop a bargaining agenda that emphasizes self-actualization and work quality subjects in addition to the traditional areas of compensations and fringe benefits. The authors indicate that unless unions are better able to respond to the work place needs of the large numbers of employees in the twenty-five to forty-five age group, particularly as we approach the end of this decade, employers will make better use of the attitude survey instruments to solidify worker loyalties. Moreover, they identify comparable work as the new focal issue underlying union organizing efforts in the public sector.
This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 3.0 United States License.