Final answer:
Management's preference to involve unions in job evaluations varies. Unions have both opposed and facilitated new workplace changes, and their involvement can lead to collaborative benefits. However, union influence depends on specific circumstances, and overall union membership in the U.S. has declined over the years.
Step-by-step explanation:
The statement 'Management prefers to include the union to conduct job evaluations for employees in a firm' cannot be definitively categorized as true or false without context, as management attitudes towards unions vary widely. In some cases, management may involve unions in job evaluations to ensure fair practices and to maintain good labor relations. However, in other situations, management may prefer to keep unions at a distance to maintain control over company practices, as seen with the creation of 'company unions' that have little power and are used to undermine independent unions. Job evaluations involve assessing the value of different jobs within an organization to determine fair compensation, and union involvement can be beneficial for both productivity and employee satisfaction if done collaboratively.
Historically, unions have played a complex role in companies. They have, at times, opposed new technology for fear of job losses, while in other instances, they have facilitated its introduction. This duality illustrates that there is no overall pattern that applies universally to the relationship between management and unions. Furthermore, in the United States, union membership has been declining for various reasons, including globalization and changes in labor laws.
It is important to recognize the benefits of union involvement, such as increased productivity due to higher wages, reduced costs for training due to longer tenure, and additional job training and apprenticeship programs offered by many unions. The impact of union involvement in job evaluations and other aspects of employment relations varies based on the specific context and history of the labor-management relationship.