Write one or two paragraphs responding to the following statement: If management

Write one or two paragraphs responding to the following statement: If management gets a union, it deserves one. What does this statement mean to you? Title your post 7-2 Why Unions?
Reference information below to used.
Union/Management Relations
This part of the module deals with the nature of unions, globalization of unions, union membership trends, unions in the U.S., basic labor law, the process of unionization, collective bargaining issues, the collective bargaining process, union/management cooperation, and grievance management.
Why employees unionize is discussed. The two primary reasons are dissatisfaction with how they are treated by their employers and the belief that unions can improve their work situations. Why employers resist unions is also discussed.
Globalization of unions is explored by looking at union membership globally, global labor organizations, and U.S. and global unionization differences. Union membership in the U.S. has been declining since the mid-1940s when over 30% of the workforce was unionized, to the present level of less than 12%. The public sector is one area where union membership has been growing. Among factors accounting for this decline are deregulation, foreign competition, a larger number of people looking for jobs, and a general perception by firms that dealing with unions is expensive compared with non-union alternatives. Also, geographic, industrial, and workforce changes have resulted in a decline of unions. The union targets for membership growth are professionals, low-skill workers, and contingent and part-time workers. The history of U.S. unions is presented with a discussion of the union structure including federations, national and international unions, and local unions.
The next section describes the basic labor laws in the U.S. Early labor legislation includes the Railway Labor Act and the Norris-LaGuardia Act. Unions and union-management relations in the private sector are governed primarily by what has been labeled the “National Labor Code:” (1) the Wagner Act, (2) the Taft-Hartley Act, and (3) the Landrum-Griffin Act. The Civil Service Reform Act of 1978 regulates public sector union-management relations at the federal level. Proposed legislation is also discussed.
Steps in the unionization process are detailed including the organizing campaign, authorization cards, representation elections, certification and decertification, and contract negotiation. Key collective bargaining issues discussed are those of management rights and union security. The classification of bargaining issues as mandatory, permissive, and illegal is also covered. Next, the collective bargaining process is traced through four stages: preparation and initial demands, continuing negotiations founded on good faith efforts, and settlement or impasse, and strikes and lockouts. Union/management cooperation programs are also described. The module ends with a discussion of grievance management including responsibilities, procedures, and steps in a typical grievance procedure.
Reference:
Mathis, R. & Jackson, J. (2011). Human resource management 13th edition. Mason, OH: Thomson Publishers.