Management’s return to the golden rule

In the last 40 years, private-sector union membership has collapsed. In 1983, private-sector union membership stood at more than 20 percent. By 2021, that rate had dwindled to just 6.3 percent.

Today, that trend seems halted and may even be reversing. Private-sector unions are in the news. Local Amazon and Starbucks employees successfully are unionizing. The new Teamsters president threatened a nationwide strike against UPS. Organized labor is flexing its muscles. The question is, why?

Part of the answer is straightforward: Management has forgotten the “golden rule.” Many corporate leaders forgot that an essential way to keep a workforce happy is to treat employees with respect and dignity.

Unrealistic and even unpleasant workplace goals and expectations create dissatisfied employees, making them more susceptible to organize. Management’s drive to be as profitable and efficient as possible — with little regard for worker job satisfaction — can be fertile ground for collective action.

On the surface, employers have a lot going for them. Many traditional union gripes now are addressed by federal, state and local laws and regulations. Minimum wage and overtime laws force employers to act more justly.

OSHA and other workers’ compensation systems help provide safe working conditions and some financial protection after a workplace injury. Termination because of discrimination is unlawful.

A company’s failure to meet government’s minimum standards brings the specter of litigation, potential fines and bad publicity.

For the last 30 years, even corporate management has addressed many grievances that made unions look attractive. Companies adopted internal policies of progressive discipline, for example.

The modern human resources department emerged, providing management with a way to interface with employees and address problems and concerns. Companies were listening to their employees and at least trying to address their concerns. Then something changed. In many companies, both large and small, the human resources department became overwhelmed, pulled