by organizers, and there have to be enough active members to facilitate this kind of action. This clear dependence on the support and actions of the workers is a disadvantage of the organizing model, as opposed to the servicing model, which, for the most part, does not require worker support or demand worker action. According to Heery, Simms, Simpson, Delbridge, and Salmon, "Employers are often resistant." Unions that have to deal with this problem would very clearly have a hard time using the organizing model, as it could antagonize the employer even further and erode any previously existing relationship between the employer and the union. Fletcher and Hurd state that unions may also face issues of resistance by pre-existing "staff", who may be hesitant or even suspicious at the adoption of the organizing model. Dealing with resistant staff would be a major disadvantage of using the organizing model, as opposed to the servicing model, to which the staff are both accustomed and familiar with. Fletcher and Hurd assert that, based on the fact that unions employing the organizing model have to reassign tasks and take time to train people, "...following the organizing model creates more work than sticking to the servicing model." Richard Hurd argues that the organizing model can, at times, create "...continual warfare..." between the workers and the employer, which is a disadvantage because there is a trend of workers "...preferring stability rather than on-going class struggle." If this is really the mindset of the workers, then it would be hard to actually maintain the organizing model for long periods of time. Fred Glass says that "...an organizing model of unionism requires an organizing model of labor communications" because the organizing model requires an effective way to share information with workers quickly and efficiently. Bob Carter, in regard to the organizing model in British unions, is concerned with the method of implementation and whether or not workers consent to switching from servicing to organizing. Carter says that "A model which is premised on debate and involvement cannot be successfully introduced without discussion..." Carter worries about whether or not workers are a part of the transition process and whether they consent to all of the implications that come with the organizing model. Criticisms from the Left Most practical criticism of the model has emerged as a criticism of the practice of the model by the SEIU and other organizing