> This is delusional. Unions are generally bad for companies and almost always bad for shareholders.
And? It's not the union's job to be good for companies or shareholders, it's their job to be good for workers.
> Unions are rarely interested in the "health" of the company itself but rather in their control (which is at conflict with shareholder control) and their compensation (again, eating from shareholder compensation).
Yes, and? You say this like it's a bad thing.
> Unions also use aggressive measures (strikes, shutdowns, etc...) rather than negotiations.
When you/workers are only used for their labour, withholding labour may be the only bargaining chip you have. Why not use said chip?
Or perhaps companies can treat their workers well so that they don't feel compelled to form unions. There are a number of auto plants in southern Ontario, and most are union shops, except Toyota's: the CAW has been trying to organize for many years, but the workers always vote "no". Seems like Toyota treats them well that the workers don't need organization 'against' the company.
Perhaps other companies can learn a lesson from that.
And? It's not the union's job to be good for companies or shareholders, it's their job to be good for workers.
> Unions are rarely interested in the "health" of the company itself but rather in their control (which is at conflict with shareholder control) and their compensation (again, eating from shareholder compensation).
Yes, and? You say this like it's a bad thing.
> Unions also use aggressive measures (strikes, shutdowns, etc...) rather than negotiations.
When you/workers are only used for their labour, withholding labour may be the only bargaining chip you have. Why not use said chip?
Or perhaps companies can treat their workers well so that they don't feel compelled to form unions. There are a number of auto plants in southern Ontario, and most are union shops, except Toyota's: the CAW has been trying to organize for many years, but the workers always vote "no". Seems like Toyota treats them well that the workers don't need organization 'against' the company.
Perhaps other companies can learn a lesson from that.