Management & Union Negotiation Methods
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There are traditionally three primary forms of negotiation used between management and labor. One is collective bargaining. Another is mediation. A third is legal action or justice system involvement. Collective bargaining has long been used by unions as a means of winning concessions for labor from management. Strikes, sit-downs, and other forms of work stoppage are basically employed as a means of coercing employers to give in to the demands of laborers. Pensions, health benefits, work conditions, pay rates, and a host of other issues often comprise the demands of laborers. Management, on the other hand, wishes to keep employee motivation, morale, and productivity high while lowering costs and increasing profitability. Often these goals are incompatible and an impasse is arrived at by management and labor. In such instances, collective bargaining, mediation, or legal resolution are typically the methods used to affect some kind of compromise between management and laborers.Yet, despite which methods are used, it is often the dynamics of conflict resolution that most impact the individual worker or most influence management decision-making. In an era where increasing competition, cost-cutting, free markets, and globalization continue to see support for unions erode in many democracies, the rights and freedoms of workers continue to be threatened. As such, understanding the dynamics of conflict resoluti
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elps identify potential problems resulting from procedures, assignments, and responsibilities in groups. By allowing conflict to surface in a group, the group might find that the specific rules and procedures for doing things might not be best suited for the group members. Allowing conflict will allow a group the opportunity to change itself to obtain a better functioning group” (Using 1-2).
One of the most conventionally used methods of conflict resolution is the mediation process or strategy. Mediation theory rests upon a neutral party being able to diminish conflict by helping opposing parties define issues, examine solutions, and work towards an agreement. Both parties agree to speak only to the mediator at the beginning of mediation. Participants are not permitted to interrupt until it is their turn to talk to the mediator. Inflammatory statements and defamation of other members is discouraged. One of the biggest uses of mediation is so that the parties can define the issues that result in conflict without the normal tension and stress because of the ameliorating effect of a neutral and impartial third party. Issues are typically defined in the mediation process as follows:
Each party makes an opening statement, de
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Approximate Word count = 1752
Approximate Pages = 7 (250 words per page)
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