ABSTRACT
The right to belong to a union must remain a fundamental right as a safeguard for employees if they choose to exercise it. It is a good indicator of where the employees place leadership behaviour, symbols and the systems of the organisation on the values continua. The more activity and support for a union, in general terms, the more mistrust there is in the leadership and the state of the organisational structure, symbols and systems. The chapter argues that as part of that ethic and as a matter of policy there should be an 'employment charter', which states the mutual expectations of the leadership and membership of the organisation. The maintenance of a positive organisation is absolutely dependent upon any changes to the core systems, symbols and leadership behaviour of the organisation being authorised at a level where the capability necessary for the task is available.
