Originally from Collective Bargaining: How it Works and Why - 3rd Edition

IN THIS SECTION we introduce the essential nature of labor-management conflict clearly encapsulated in Theory “U” and Theory “M.”

Preconditions for Unionization

For collective bargaining to occur, a union or employee association must be chosen to represent eligible employees, usually through the electoral process. What are the preconditions for employee organization?

First, the employees must feel distinct, as a group, from management. If the employees identify with management, share its values and goals and believe all interests, then worker and manager are the same and there will be no impetus to organize into a separate hierarchy. Additionally, even if management is perceived as being different from the workers many employees may aspire to management and for that reason will reject unionization.

Second, the employees must feel some dissatisfaction with management policies, practices or personalities. If employees perceive inequity, such as favoritism for promotion, insufficient pay increases or inconvenient work scheduling, to name but a few potential trouble spots, then they will begin to sense the need for some means to rectify the situation. Unionization is one possible route they may select if they do not believe management will resolve these problems satisfactorily.

Third, given a sense of difference between employees and managers plus unsatisfied employee concerns, the next key element is a sense of employee commitment to the job and employer.