Custom essay on Manager Orientation

The work of manager in unionized and non-unionized environment differs consistently. In this regard, the manager should be aware of existing differences and develop an effective management style, which can help him or her to maintain positive interpersonal relationships with employees and positive organizational performance.
First of all, the manager should be aware of the fact that the unionized environment implies the existence of the contract between employees and employers and conditions of the contract should be met precisely. Otherwise, the risk of conflicts with employees arises (Hamby, 2001). In this respect, it is important to lay emphasis on the fact that in case of a conflict in the unionized environment, the manager will deal with all the employees of the company but not with an individual employees, as is the case of the non-unionized environment, where the manager deals directly with the employee and tackles the conflict with this specific employee. In the unionized environment, the conflict with an employee can provoke the conflict with the rest of employee, union members, who protect the rights of each other and struggle for better conditions of work (Lobel, 2003). In such a way, the manager should be aware of the scope of consequences of conflicts or violation of rights of employees in the unionized environment.
Furthermore, the manager should follow strictly conditions of the contract and insist on the responsible work of employees respectively to the contract. At the same time, the manager should avoid conflicts and develop positive interpersonal relationships with employees to succeed in the unionized environment. Anyway, while working with employees, the manager should think of the entire organization and all employees instead of individual employees.

References
Hamby, J. C. (2001, November). Assert timeliness issue early to preserve the defense in Title VII cases. The Army Lawyer, 35.
Lobel, O. (2003, May). Orchestrated experimentation in the regulation of work. Michigan Law Review, 101(6), 2146.