Advantages Of The Philosophy-Laden Approach

In my opinion, the second approach – the philosophy-laden approach – is better, as it aims to create a positive work environment that yields employee satisfaction. The company takes into consideration environmental factors (location and demographics of the company), substantive or practical policies and company characteristics. All of these factors lead to a particular culture of trust and cooperation which result in several positive outcomes, including a reluctance to join unions, avoidance of industrial conflict and a belief that the company is a good place to work (Fossum, 2006). These positive outcomes, then make the employees satisfied, therefore, would not think of organizing or joining unions.

The first approach creates a policy
Unlike the first approach which views union negatively, thereby making their goal to maintain union-free status, the union-free status is not the goal of the second approach, but as an outcome resulting from successful management and excellent treatment of employees. For these reasons, the first approach can be considered as an anti-union company, while the second approach can be considered as proactive management.

In conclusion, I believe that a no-policy approach with a prevention plan is more beneficial for both the employees and the company, as it offers several advantages over adopting a non-union policy. It produces a very positive work environment that is more nurturing to the employees resulting to their satisfaction. The employees view the company on their side fashioning them to be more engaged in the company’s activities and be more cooperative with the management’s policies. This company will most likely to be on the list of “most admired” employers or “best places to work” (Fossum,