Labor-Management Relations

The action is morally unjustifiable and it constitutes a corporate purge, where management is sacking employees purely on apprehension and fear, when none of the employees may have an inclination to associate themselves with the union. There are no arguable justification for this act, and if taken, this step is likely to plunge the company’s reputation and standing among employees, customers and stakeholders.
Apart from the legal consequences involved, dismissing an entire level of employees en-masse, who have given value input to the company by their work, makes the management morally culpable in forcing them into an unnecessary and uncalled for plight. In any value based organization, people should be treated according to their performance, commitment and loyalty to their work; reflecting the very concept of jurisprudence that is based on evaluation as per performance.
Corporate jurisprudence is no different; where people expect to get rewards when they perform well and help their companies achieve profit and growth. The concept of performance and reward is deeply embedded in every social, political and business organization and forms the foundation for their successful and long lasting functioning. If people lose, or made to lose their belief in the jurisprudence of a system, the results can range anywhere causing non-cooperation to complete anarchy.

The eventual loosing entity would be the organization itself, as it would no longer be in a position to offer any motivation or incentive for employees to perform or stay loyal. Instead, it is likely to create a work atmosphere that would be replete with insecurity, confusion, and mistrust, and employees would seek personal advantage over professional gains, leading to an eventual breakdown in company’s performance, delivery and client services.
Rubin, B. and Rubin, R. 2006. Labor-Management Relations: Conditions for Collaboration. In journal of Public Personnel Management, Vol. 35, 2006

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