Management should have the right to determine whether a union should manage its workplace. Discussion.IntroductionThe employment relationship (ER) is the interaction between people and the organization at work. It is the study of the formal and informal rules that govern social processes and the employment relationship that helps create and enforce rules (Bray, Waring, & Cooper, 2011) (hereafter BWC). Lewis, Thornhill et al (as cited in Spooner & Haidar, 2006) defined ER as a social, political, legal, economic and psychological relationship in which employees are willing to work according to the interests of their employer and dedicate their time at the workplace in exchange for financial and non-financial reward. Young (1963) states that management has the right to decide all policies, rules and methods of managing the workplace, but if unions operate, authority must be partially shared between the unions and management. According to BWC, the three analytical frameworks have a different view on ER. A pluralist believes that the possibility of conflict is fundamental in ER, but that it can be managed through appropriate rules and regulations. ER is essentially supportive from a unitive perspective, it is only interrupted by illegitimate opportunities and conflicts. Finally, radicals see employment relations as a long-term structural conflict between employers and also the individuals who are dedicated to the employers and the workplace. One of the important players in the employment relationship is management. According to Dobson (2013), management is always binding in terms of objectives, company policies and organizational objectives. Verma (2005) stated that unions can be an instrument of social change, their main activity will still remain in the workplace to involve...... middle of paper ...... both management and employees , TU appears to negatively influence the management relationship in the workplace. Unionized employees are also less likely than non-unionized employees to demonstrate trust and satisfaction with management. Conclusion Both unions and management have positive relationships with the workplace authority. Unions can help improve wages and benefits; they also have rights and protection when enforcing authorities. Strong labor laws will be supported because of the democratic authority relationship at work. Management can also be a good substitute for union representation in case it has more power in the organization with significant effects. The effect on TU can be seen as a cycle of organizational changes leading to better management. Ultimately, it is up to management to decide whether or not to allow the union to be active in the workplace.