Human Resource Management (HRM) practices in Philippine companies differ substantially in unionized and non-unionized environments. Using managerial strategic choices as a frame of reference, non-unionized companies tend to be unitary. These enterprises are viewed as having a unified authority structure with common objectives and values and can be either “directive ” or “paternal”. Unionized companies, to various degrees are forced to assume a pluralist perspective. They are viewed as being composed of a coalition of individuals and groups with diverse objectives and values and can be either “constitutional ” or “participative ”. It is a basic premise of this paper that in the non-unionized environment, managerial prerogative holds sway. While in a unionized environment, the collectivist-equality outlook of organized labor will invariably clash with the individualist-productivity-economic efficiency outlook of management. Because of these inevitability and for the survival of both management and labor, there are unions that are wanting to be in closer partnership with the management to resolve issues that affect workers not only on wages and benefits but on human resources management practices, as well.
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