A majority of the IR managers and trade union leaders are not aware of the legal, behavioural, business and conceptual aspects of unionisation—labour, productivity, benefits, IR, leadership, role modelling, discipline and business management which is why they have a short time perspective to resolve an issue.
Most of the employers and executives have habitually developed apathy towards unions, trade union leaders and unionisation.
Politics coupled with inflated ego is a deadly combination in any situation and it's rampant in industrial relations.
Any right can only be demanded in return for duty, and that has to be understood by the employees as well as the management.
Due to this lack of awareness and thoughtfulness, trade unions waste their energy in fighting a wrong battle against the well aware battery of staff, consultants and lawyers of employers.
Just play along with cause & effect, gravity, flow thermodynamics, electromagnetism and time. You will not only feel motivated, but appear motivated.
IR is simply the science and art of togetherness. Learn about the appropriate length, width, depth and time for industrial relations.
It is important to build a charming professional culture in an organisation. Professionalism is nothing but swimming in tandem with the natural rhythm of ‘cause and effect’.
Many IR managers feel that these manipulations are necessary to manage people in varied situations, with varying needs, egos and greed. But it is absurd to believe that such manipulations and negativity can yield positive results.