With respect to the case study provided, the responsibilities of management, HRM specialists and employees in managing employment relationships can be analysed in both unionized and a non-unionized environment. In a unionized environment, the management has a huge responsibility to attend to the needs and support the unions at workplace. This is because the needs of the unions are essentially the voice of the workers of the firm/company. It is also the primary responsibility of the HR specialists of the firm to have a sympathetic attitude towards the unions. It is often noted that in workplaces where unions are formed, maintaining harmony between the HR department and the unions becomes a huge challenge. However, it should be the primary responsibility of the HRM specialists to work in line with the interest of the unions. Besides, the employees should be genuine while forming the unions. A union has the power to make or break the company. Thus, the employees should exercise due diligence in forming a union and operating it and ensure that there are no unethical demands or pressure by the unions on the company (Ferner, 1994).