I need a well thought out, but not overly sophisticated response to this thread. PLease include two scholarly resources.

In the event that employees at a firm are beginning to consider unionizing, it is imperative for the human resources representative and management to understand and address concerns with expediency and care. When relations between management and workers become highly adversarial, productivity can be drastically reduced. Rather than fighting against unionization, management can work with the people seeking a voice and treat them as real partners. Approaching this event from an angle of cooperation would lead to much better labor management relationship that can lead to better employee engagement, lower turnover, and higher productivity (Somers, 2022, p.1). To this end, the firm should seek an open-door policy that would allow for employees to address concerns they have and understand the reasons unionization is being considered. There will likely be opportunity to address these concerns without the need for unionization in the first place.

Cascio (2022) states, "Managers who fail to treat workers with respect, or companies that view workers only as costs to be cut rather than as assets to be developed, invite collective action by employees to remedy these conditions" (p.170). In order to successfully traverse the rocky road of unionization, management must facilitate open communication with employees and be extremely clear with the unionization proceedings. In order for management to handle the concerns of their employees in a godly way, they must remain transparent in their intentions and decisions. All men are equal under God and should conduct themselves in such a manner, "And no creature is hidden from his sight, but all are naked and exposed to the eyes of him to whom we must give account" (English Standard Version Bible, Hebrews 4:13).

The concept of fairness is one that is at the heart of successful organizations. Policies and the actions of management that are not perceived as fair, often instigate the concerns being addressed by unionization. Newman et al. (2020) states, "The perceived fairness of decision-making procedures is a key concern for organizations, particularly when evaluating employees and determining personnel outcomes" (p.1). Procedural justice, being the overall fairness of procedures used to make decisions, is of the utmost importance in employee relations. Procedural justice also ties in closely to the ethical considerations for said decisions as well. The morality and fairness of business decisions can be ensured through the implementation of various policies. One such policy is the implementation of an internal complaint structure that would allow for employees to make formal complaints that management can address directly. Another particularly effective procedure to this end is participative management systems. These systems allow employees to be involved in all aspects of the business and decision making. This brings the benefits of increasingly invested employees as well as additional insights to improve the business in other ways (Cascio, 2022, p.188). Overall, it is incredibly important for management to foster a work environment that alleviates as much of the potential struggles that unionization and adversarial employee-management relations can bring.

References

Cascio, W. F. (2022). Managing human resources: Productivity, quality of work life, profits (12th ed.). McGraw-Hill Education.

Somers, M. (2022, September 29). When workers want to organize: 4 ways management can respond. MIT Sloan. https://mitsloan.mit.edu/ideas-made-to-matter/when-workers-want-to-organize-4-ways-management-can-respond

Crossway Bibles. (2001). Hebrews 4:13. In Holy bible: English standard version.

Newman, D. T., Fast, N. J., & Harmon, D. J. (2020). When eliminating bias isn't fair: Algorithmic reductionism and procedural justice in human resource decisions. Organizational Behavior and Human Decision Processes., 160, 149-167. https://doi.org/10.1016/j.obhdp.2020.03.008