Union-management conflict examples

Convincing workers to unionize is still more difficult than it used to be and could become even harder in the future.
Given their resistance to being unionized, employers have developed strategies for dissuading workers from unionizing—in particular, tactics for withholding job security.

For example, one large manufacturing company that voluntarily recognized a union in the 1940s, and has remained neutral in organizing drives held in new plants opened since then, has experienced only one brief strike in its entire history.

Unions and union–management relations are also of special importance in that, through collective bargaining and other formal and informal means of interaction, unions and employers establish the wages, hours, and working conditions of large numbers of workers.

Another reason managers sometimes resist unionization is that unions often attempt to negotiate work rules that are to the benefit of their members.
Business people who have worked in union environments have often complained of the lack of flexibility and the difficulty unions sometimes create in dealing with poor performing union employees.