Sociology provides insight and ideas that enhance the comprehension of labor relations in the society together with behaviors, which are employment related. Sociology explains how people in similar environments form organizations voluntarily. Sociology equally contributes to the understanding of the process, which workers employ in forming groups and unions. Employer Tactic for Derailing Union Formations Employers utilize tactics to limit and derail the efforts of employees when forming unions. The most outstanding tactic includes forceful resistance towards the workers unions (Holley, Kenneth and Roger, 2008). The employers vigorously derail a union’s efforts through open shop movement, whose rationale was to allow employees join labor unions. The American plan was a sole motive for the movement where companies wished that employees maintained the nation’s value of strong individualism rather than outward, revolutionary, and fraudulent principles of worker unions. The employers also used industrial spies whose work was to establish employees who supported unions. Employees identified through this means were relieved of their duties and black listed thus were not able to access employment somewhere else (Holley, Kenneth and Roger, 2008). Employers also used aggression towards employees taking part in organizing union meetings. They utilized “Mohawk Valley Formula” entailing steps of forming peoples committee in the society, branding the union officials rebels, initiating hostility, pronouncing a crisis, and systematizing a get to work movement (Holley, Kenneth and Roger, 2008). They ensured that employees who heeded “get to work call” walked into the place of work under the surveillance of armed police (Holley, Kenneth and Roger, 2008). The companies also utilized paternalism as a management strategy where employers were looked upon as parents. Furthermore, workforce relied on them for guidance and protection. The strategy employed provision of free food, holidays, workplace mentoring, and benefits (Holley, Kenneth and Roger, 2008). An additional strategy utilized was availing options to employees through company unions or “Employee Representation Plans”, (EPR) where employers handpicked the company union leaders to address the workers grievances with the management team (Holley, Kenneth and Roger, 2008). Employers manipulated decisions of EPRs and provided necessary logistics for their operations. Management controlled most actions of EPR in the places of work (Holley, Kenneth and Roger, 2008). To a larger extent employer paternalism may still be applicable considerably in the aspect of availing to the employee benefits and holidays. The benefits plans may take place in the form of retirement pensions, health benefits, and holiday plans where employee would team build and bond together for better relations at the work place after the holidays. AFL and CIO Merger The merger between “American Federation of Labor”, (AFL) and “Congress of Industrial Organizations” (CIO) in 1955 was apparently the most striking progress in managed labor (Jillson, 2009). During the merger period, Reuther was president of CIO and Meany was president of AFL. The two leaders had no known history of opposition thus making the merger an easier task (Jillson, 2009).