The principle of equality and groupism does not fit well with those managers trying to make their way up to the corporate ladder to the executive suite. Managers who deem themselves better- treated than general workers in terms of working conditions, authority and rank do not want to put themselves back amongst organized labor. Many enterprises do not consider those employees that are section chiefs and above eligible for union membership. In these enterprises where the seniority-based promotion is observable, those employees deemed to have reached a certain level of ability are promoted with their seniority as one of the important indicators. In short, the labor union comprised primarily of employees aged 40 and under, with this age as the divide which represents their interests.
Middle managers are no longer young.
They are less adaptable to change and are costly. Also, they are not in a position to negotiate from strength. On the other hand, young employees are highly flexible, can be entrusted with the future of the company and are relatively low cost labor. In addition, they are difficult to fire because they are labor union members. Many young employees secretly harbor animosity toward middle-aged and older employees who are highly paid relative to their contribution to the company and who hamper young employees' promotion.