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union management relations I. Introduction The objective of this paper is to build further on our understanding of union effects by examining what unions do to managerial
Was the Union Army's Invasion of the Confederate States a Lawful Act? Was the Union Army's Invasion of the Confederate States a Lawful Act? An Analysis of President
Union Union Objectives Economic Objectives. These objectives are the means by which the workers can satisfy their primary and secondary needs through higher wages,
EUROPEAN UNION 1. INTRODUCTION 1 1.1. MISSIONS AND VISIONS FOR THE EUROPEAN UNION 1 1.2. THE GENERAL VIEW OF THE EUROPEAN UNION 1 1.3. THE LEVEL OF INVOLVEMENT FOR
Union Carbide and Bhopal Introduction Around 1 a.m. on Monday, the 3rd of December, 1984, in a densely populated region in the city of Bhopal, Central India, a poisonous
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Collective Bargaining: a process in which representatives of Labor & Mgmt negotiate the terms & conditions of employment.
Structure:
Single Employer Bargaining: a single employer involved w/ a single union (can also bargain w/ more than 1 unit). Boutique is a specialized Taylor agreement b/w employer & unit (usually seen in oligopolistic type market)
Pattern Bargaining: Pick a target firm & then form an agreement (Pay, benefits, etc.) called a pattern (i.e. 6% over 2 years). Ex: The Caterpillar Company United Automobiles Union (DEER) the Union wanted a pattern, company did not so they went on strike, ended up going back to work w/ no agreement, and then went on strike again. They ended up accepting less than the pattern. Bridgestone & United rubber are another example. They stroke because company would not allow em to pattern bargain. Union did not survive strike, now combined w/ steel workers unions.
Multi-Employer Bargaining: Employer meets w/ all units & comes up w/ the same agreement (i.e. all athletes, all grocery workers, etc.) They form an employers association & the representative of that negotiates.
Book: a behavior theory of Labor Negotiations Richard Walton & Robert McKenzie. It revolutionized thinking about negotiations. This book was done in both perspectives instead of just one side.
There are 4 aspects of negotiation:
1. Distributive Bargaining: involves $ typically & how $ distributed. Fixed sum is usually how $ is distributed. Union wants a bigger piece of the pie & company wants to hold onto that piece of that pie. Labor & Mgmt view each other as adversaries. Union asks for everything & a lot of it. Mgmt says take away, loss of privileges a little more subtle approach.
2. Integrative Bargaining: The 2 groups get together & problem solve on ways to make the pie bigger. They get along w/ each other & must be creative. Their view is productivity can never be high enough. In the 1980's...
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