The National Labor Relations Act (NLRA) provides employees with the right to form, join, or assist labor organizations of their own choosing and prohibits employers from interfering with, restraining, or coercing employees in exercising their right to self-organization (NLRA 7). Managers have at their disposal a variety of mechanisms, both legal and illegal for discouraging unionization, but it is suggested that use of a combination of Human Resource Management practices and the revelation of their views on unionization be used as a way of forestalling unionization and influencing workers' opinions about unionization. Unions give employees an opportunity to provide feedback to employers when they are dissatisfied with working conditions, compensation, management style, employee treatment, and it gives them a platform to express their …show more content…
al., 2014). Employers prefer to remain non-union for a number of reasons, the most basic being that unions negatively affect profits as well as the way employees and workplaces are managed (Mathis) and "entitled to exercise their freedom of speech to lawfully advise employees about unionization as long as they don't threaten employees with any consequences for unionizing or promise employees that the terms and conditions of employment will improve if they choose not to unionize"(Calvasina 2005). Employers have at their disposal a variety of mechanisms, both legal and illegal, for discouraging unionization, and they use these tools with some frequency, but using a combination of the following legitimate HRM practices can be a strategic approach to influencing and discouraging workers' decisions