Management and unionsThe relationship between unions and the organization is delicate. Since the beginnings of unionization in the 19th century, the two organizations have held opposing viewpoints. Unionization grew out of the view that organizations were taking advantage of workers and that some form of bargaining agreement was necessary. There have been documented cases of workers working long hours for little pay; no health coverage; dangerous working conditions; and discrimination based on sex and/or race. Companies believed that unionization led to lower productivity, which put profits at risk. Companies also believe that unions interfere in daily processes and limit the employer's right to pay and benefits. The ongoing struggle between the two men has played out in courts, picket lines, and political elections. Over the years and several pivotal moments, many of the major battles between the two have faded and changed. For example, the formation of social capitalism by corporations was a way of showing employees that unions were not necessary. “Welfare capitalism was intended to demonstrate to their employees that unions were not necessary. They have established a wide variety of social benefit programs: elaborate profit-sharing plans, recreational facilities, dispensaries, cafeterias, and health and welfare systems of all kinds. Employee representation plans have also been instituted, allowing workers to have a say on wages, hours and working conditions, and allowing companies to satisfy many demands before they become serious problems. of morale. (Sloane, 2010) This works for and against both parties, but obviously both parties realize that for an arrangement to work it is necessary, except for the ...... middle of the paper......for a greater purpose.ReferencesAngie, HL (1986). Climates of dual commitment and employer-union relations. Journal of the Academy of Management, 31-50. Clawson, D. (1999). What happened to the American labor movement, the decline and revival of unions. Annual Review of Sociology, 95-119. Gitlow, A.L. (2012). Ebb and flow in American unions, current perspectives. Labor Law Journal, 123-136. Leary, T. (2013). The relationship between dysfunctional leadership dispositions, employee engagement, job satisfaction, and burnout. The Psychologist-Manager Journal, 112-130.Lewin, D. (2012). The new great debate about unionism and collective bargaining in the United States, in state and local governments. Industrial and Labor Relations Review, 749-778. Sloane, A. (2010). Labor relations. Boston: Pearson. Weiss, J. (2011). An introduction to leadership. San Diego: Bridgepoint Education, Inc...