College of Business Administration
Management 33 Human Resource Management
A case analysis on
Zevie Maputi Marquez
Professor Heidi Jill Vanessa L. Sierra
If the company did all the necessary requisites of union avoidance, what went wrong in the process, which resulted to the shutdown of Turomo Philippines?
* To find out the main reason behind the formation of labor unions in companies.
* To find out the lapses of the union avoidance policy
* To find out certain actions that could have been implemented in order to avoid ...view middle of the document...
ALTERNATIVE COURSES OF ACTION
I. Turomo should abolish the no-union policy.
Turomo Philippines failed to consider the strength of Filipinos when it comes to conviction and determination. Just as how the People Power ousted Marcos in position, the Filipino people, though may look calm on the outside, plots a master plan of revolution on the inside. The managers at Turomo must have taken into consideration that they are no longer managing Americans, but Filipinos Thus, if American employees were amenable to the no-union policy, there is technically no ultimate chance that Filipino employees will do so.
With the abolishment of the no union policy, and therefore recognizing the formation of unions in the company, everything would have been flowing smoothly. As what one employee would say, “Americans give us ham now, but later… dried fish.” Filipinos are not dumb people who fail to read between the lines. Filipinos have of course become aware of the fact that those fringe benefits were all geared towards robbing them off their rights to self-organization.
1. A significant advantage for managers is that collective agreements with unions establish a set agreement that can't be disputed until the contract expires.
2. Turnover is also less common, since employees generally enjoy the safety, security and lucrative compensation that unions bring.
3. Unionized workers experience much more job security than their non-unionized counterparts, because the union makes the final decision about disciplinary action or termination.
4. Unionized employees also can expect steady raises and benefits, such as health coverage, sick leave and paid vacation time, to name a few.
1. Unions can be frustrating for managers, especially if their relationship with the union is not amicable.
2. Lockouts also are an issue of concern. Unlike strikes, lockouts are limited to unionized organizations and they are initiated by management.
II. Turomo Philippines should have implemented another type of policy geared towards hearing the cries and grievances of their employees.
The “talk directly to the president” campaign of Turomo was not effective. One would, at any case, feel awkward of the idea on talking directly to the president. Turomo Philippines should have conceived a better idea, an idea that would encourage employees in voicing out their concerns. Turomo Philippines should have set an exact criteria or step by step procedure in escalating employee grievances to the right authority.
1. Both parties will be aware of each other’s concern.
2. Employees will fell better knowing that they were able to voice-out their grievances.
3. Employees will be able to follow the right procedure in escalating grievances, thus, avoiding the awkwardness in the idea of talking straight to the president.
1. Not all employees would easily adapt to the step by step...