Unionization of Supervisors

The rights of supervisors to unionize varies depending on whether they are members of the public or private sector. In the former, these individuals are allowed to join labor unions. However, they are restricted from being members if they are working for private businesses. Accordingly, the law giving workers the right to enter trade unions appears to be discriminatory since it does not cover persons who work as supervisors in private companies. In my opinion, I believe the current regulations are effective in ensuring that both private and public supervisors perform their duties efficiently.
In the public sector, supervisors have a duty of overseeing how these organizations are managed. Consequently, they cannot be recognized as part of the management. Their primary role is oversight of how the state-owned institutions are operated (Dessler, 2016). Since these individuals do not have any managerial duties, they can be able to join trade unions. Furthermore, their actions as members of these groupings cannot affect their oversight roles in the public sector.
Supervisors in state-owned organizations are required to be independent officers, which makes them not to be part of the management. Usually, these individuals report directly to the board of governance of these firms. Their direct reporting enables them to remain independent from the administration, which is essential in enhancing their supervisory duties (Lepak & Gowan, 2015). The campaigns by trade unions for the welfare of employees, which is usually by demanding for better wages and working conditions, cannot interfere with their independence. Furthermore, all the concerns issued by trade unions cannot directly affect supervisors’ roles in the public sector. Therefore, it is justifiable for them to join these groupings.
On the contrary, supervisors in the private sector should not join labor unions since they are part of the organization’s management. In private businesses, supervisors’ usually have the role of enforcing the regulations and policies issued by the management. Unlike in public sector, they do not monitor the management. Instead, they ensure that all workers adhere to the regulations established by the company (Phillips & Gully, 2013). Based on their conduct, supervisors in private sector are in practice part of the management. As a result, they cannot be members of unions since their independence is compromised. Moreover, most of the actions of trade unions, such as agitating for more salaries and better working conditions are normally aimed at coercing the management to accept the workers’ demands.
Finally, supervisors in private enterprises cannot join trade unions since this action will conflict with their duties. Typically, these individuals have a mandate of enforcing the management decisions, even those that are being fought by labor organizations. For example, if unions are demanding private enterprises to reduce their average working day by 2 hours, supervisors are the ones tasked with the duty of ensuring all employees follow the latter’s policies until when they are revised. Therefore, private sector supervisors cannot be unionized since it would result in a conflict of interest.
The current arrangement where supervisors in private sector can not unionize, while those in the public sector are allowed is vital in enabling these officers to perform their duties. Allowing unionization of private sector supervisors will result in a conflict of interest and affect their work performance. On the contrary, the structure of state-owned organizations ensures that supervisors are not part of the management, which enables them to join trade unions. Consequently, supervisors in private sector should not join trade unions.
References
Dessler, G. (2016). Human resource management (15th ed.). London, UK: Pearson.
Lepak, D., & Gowan, M. (2015). Human resource management: Managing employees for competitive advantage (2nd ed.). Chicago, IL: Chicago Business Press.
Phillips, J., & Gully, S. (2013). Human resource management (1st ed.). Cincinnati, OH: South-Western Education Publishers.