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vidual level on issues such as exploitation by their employers in the form of extended hours of work without pay, unsafe work environment, etc. However, if the workers are a union member, the union can represent the workers and collectively bargain with the employers and also represent workers for any legal action (aflcio.org 2008). Therefore, by being a non-union member, the workers are more often exploited, and intimidated as they do not have a more unified force such as the 'union' representing them at the workplace.

Besides, the non-unionized industries tend to have a lower wage than the unionized industries. This is mainly because in the unionized industries, unions often increase wages through collective bargaining, which is unlikely to happen in a non-union firm or industry. Besides, it is less likely for the production workers to be able to increase wages through individual bargaining, because the firms do not cater to the personal needs of the workers as they do for the managerial level employees. It is likely for a manager to increase his salary through individual bargaining, but not in the case of production workers.

In addition the non-unionized workers enjoy fewer benefits such as the health insurance, pension benefits, etc. This is mainly because the workers do not have the power or the union's support to bargain with or raise their voice against the employers for better benefits. The website of AFL-CIO (2008) suggests that in the U.S., 79 percent of union workers were covered by health insurance through their jobs, compared with only 52 percent of nonunion workers in March 2008. This is certainly an important benefit that the non-unionized workers are deprived of and for many workers this might be a major reason for joining a union.

As mentioned before, there are two sides of unions - the employee and the employer. The HR managers usually prefer lower union participation. There are several advantages for HR managers working in non-unionized workplace. One of the many reasons is that the manager has more bargaining power. Since the unions do not represent workers in the workplace, the human resource managers have the bargaining power in terms of wages, benefits or other employment issues. Individual bargaining certainly is an advantage for the employers and easier to bargain with, rather than collective bargaining with the union leaders.

In addition, the risks of employee strikes in the future are reduced because the employees do not have support from the unions. The organization suffers great costs when the workers go on strikes, even if they decide to replace the workforce. Therefore, the non-unionized firms do not have to be concerned about strikes. For example, when there is a demand for wage increase, an employer or the human resource manager might be more pressurized if the unions bargain collectively. This is because the unions can collectively decide to go on strikes which may affect a particular industry. But, when a worker demands increase in benefits or wages, the employers do not feel as threatened as they do in the case of unions, because the workers are not in a very strong position to challenge or paralyze the employer and the employer may decide to terminate the worker.

According to Bohlander and Snell (n.d., p. 606), unions tend to interfere and control employment-related decisions in firms with union members. This often resul本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。