Answer:
Step-by-step explanation:
1. Cost of Administration: Management may oppose unionization because they believe it could lead to higher administrative costs. This could be due to increased paperwork and legal costs associated with labor negotiations, union grievances, and other labor-related matters.
2. Loss of Control: Management may also oppose unionization because they feel it will lead to a loss of control over their employees. Unions may be able to negotiate better wages and benefits for their members, which could lead to decreased profits for the company.
3. Uncertainty and Instability: Management may also oppose unionization because it could lead to increased uncertainty and instability in the workplace. Unions may push for changes that could disrupt operations and cause conflict with current management practices.
4. Conflict and Inefficiency: Management may also oppose unionization because it could lead to conflict between unions and management, which could cause inefficiency in the workplace. Unions may push for changes that could result in slower work processes, resulting in decreased productivity.
5. Restrictive Workplace Rules: Management may also oppose unionization because it could lead to overly restrictive workplace rules. Unions may push for rules that could limit the freedom of the employer to manage their employees, resulting in decreased efficiency.