Sga Industries Case Study Summary

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Introduction
The purpose of this paper is to evaluate the factors and events that led to union organization activities at SGA Industries as presented in a case study by Nkomo, Fottler and McAfee (2011). This paper will investigate the issues which led to efforts to organize a union, the response strategy implemented by management, and the potential risks and consequences of these actions. Finally, this paper will explore potential preventive measures that SGA Industries might have implemented in order to minimize employee interest in labor organization.
Factors Driving Union Organization at SGA Industries
Change was one of the driving forces that encouraged Amalgamated Clothing and Textile Workers Union (ACTWU) to proselytize employees of the …show more content…

This change contributed greatly to the fracture between management and the employees (Nkomo, Fottler, & McAfee, 2011). Change of leadership in any organization creates fear of the unknown and requires communication from management. The incoming managers must work to build a trusting relationship with their employees. SGA failed to do this in the 12 years following the Anderson family’s departure from the company, and the current management’s strategy did not succeed in building a trusting relationship between the company and its’ …show more content…

The intent of these efforts was twofold; employees could voice concerns, while the company promoted team spirit, family values, and reinforced management’s anti-union campaign message (Nkomo, Fottler, & McAfee, 2011).
SGA executives also understood that winning the anti-union campaign depended on community as well as the company. SGA built upon pre-existing relationships with business and religious organizations to extend the anti-union campaign within the community (Nkomo, Fottler, & McAfee, 2011). Overall, SGA’s view and plan of action was clear. SGA’s position was that it was better for the company, and by extension better for the employees and the community, if SGA remained union-free.
The anti-union campaign strategy was capped by the letter written by SGA’s owner to the company. This letter implored employees to reject the unions and work together to craft solutions to the company’s problems. The intent of this letter was to provide a powerful reminder of the Anderson’s family history, the relationships fostered by SGA, and a commitment to continue in the same manner (Nkomo, Fottler, & McAfee,

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