Since the links between turnover and pay are often much clearer than those between pay and extra role behavior, turnover often becomes the only managerial focus. Therefore, typical management interests relate to keeping the employees who it deems valuable. From the employee perspective, the perception of inequity is a problem in itself. A union s interest lies in achieving equity for the greatest number of its members, regardless of their ability to leave the organization. In fact, it is a union s responsibility to bargain for the interest of those with limited individual power or marketability.
Low morale is often a consequence of inequity.
Even when low morale is not manifested in turnover, reduced performance, to reluctance to take on extra duties, from the employee perspective, it is still viewed as a problem. From the perspective of interest based bargaining we should be attempting to develop solutions that meet the interests of both parties. What we must decide is how to resolve issues in which the limits to our creatively do not allow us to satisfy both sets interests entirely.