Unions and Strikes
Unions and strikes, if used properly, can be competent tools for the welfare of the workforce. But it is often misused and more importantly, misplaced.
It is misplaced because when workplace policies are set through unions and strikes, the demands are met only due to disruption of the business and the duress the owners or management faced. While the outcome is a desired one, the means for the outcome would create hostility between the owners or management and the workforce. This isn't healthy for both parties in the long term.
A better approach for the workforce is to set workplace policies through legislation. Such moves enable an unbiased third party, such as a government appointed commission, to deliberate on the demands of the workforce and come up policies that that does put any stakeholder in a loosing position. Also, such policies can be applied in all organisations in the jurisdiction, thus amplifying the effect.
But rarely does the workforce explore such negotiations. Instead they restrict their fights to where they have leverage and come up with policy changes in a way that is detrimental to all in the long term.
Some workforce resort to sudden unannounced strikes in workplaces. Such moves are unfair and immoral to customers, who despite having no hand in the policies, end up as the casualty, giving no option to the management to mitigate this casualty. The workforce must announce their strikes in advance so that those stakeholders who have no hand in the tussle can be saved from being a casualty.
Those who engage in such unannounced strikes and disrupt operations must be fired. There is no place for such people in business.