Question: 1. Some argue that high-performance work practices, non-union employee representation, and nonstandard work practices are designed to be forms of union substitution and/or union avoidance.

1. Some argue that high-performance work practices, non-union employee representation, and nonstandard work practices are designed to be forms of union substitution and/or union avoidance. Do you feel this is true? Why or why not? 3. Assume you are a labour leader and that you are trying to organize a non-union firm that has high-performance work practices and non-union employee representation practices in place. What would you tell employees are the advantages of unionization even with these progressive HRM practices

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