This paper discusses collective bargaining in labor relations based on Chapters 5 to 8 in "Labor Relations" by Arthur A. Sloane and Fred Witney.
Written in 2004; 1,435 words; 0 sources; $ 47.95
Paper Summary:
This paper explains that, in an effective relationship of labor relations and management, the entities representing labor and management must not view one another simply as adversaries, but as potentially complementary parties in the pursuit of a common goal of agreement. The author points out that there are simultaneous but conflicting goals. The labor organization wishes to gain the best possible settlement for its workers, and management wishes to maximize profitability and cut costs. The paper contends that the multiplicity of interests is one reason that independent arbitration can be so valuable in helping the interested parties gain patience and willingness to make concessions in the face of seemingly insurmountable differences and obstacles.
From the Paper:
"An overview of some of the potential areas of conflict between an individual employee, employees as a collective, and the corporate entity as a whole belay such an easy resolution. Although quality and cost control may ultimately be the most important things to the consumers of products that create the need of manufacturing and thus generate jobs, this does not meant that every individual employee will be willing to sacrifice his or her vacation time or flexible pay, simply to increase corporate profits and maintain his or her job security. The individual decisions of workers thus come under the labor union's role of advocacy, even if in theory they may go against the collective of managerial desires."
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