Helping labor and management see and solve problems

Effective promotion of labor-management peace requires planning for prevention. The preventive mediation function demands that the mediator: 1. be alert to symptoms of unhealthy labor-management relationships, 2. diagnose the problems accurately, and 3. prescribe effective remedies. The remedy must...

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Bibliographic Details
Published in:Monthly labor review 1982-09, Vol.105 (9), p.15-20
Main Authors: Stepp, John R., Baker, Robert P., Barrett, Jerome T.
Format: Article
Language:English
Subjects:
Analysis
Collective bargaining
Economic costs
Employee relations
Environmental auditing
Labor arbitration
Labor disputes
Labor management relations
Labor negotiations
Labor relations
Management audits
Mediation
Mediators
Supervisory training
Symptoms
Training
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Summary:Effective promotion of labor-management peace requires planning for prevention. The preventive mediation function demands that the mediator: 1. be alert to symptoms of unhealthy labor-management relationships, 2. diagnose the problems accurately, and 3. prescribe effective remedies. The remedy must be suited to the location of the symptoms in the labor and/or management hierarchy, and both parties must be convinced that the cure is better than the disease. A prescriptive model has been developed to improve labor-management relationships. The character of a labor-management relationship may be viewed along a simple continuum of conflict, detente, and accommodation. Labor-management relations improvement remedies involve 3 primary items: 1. Relationships by Objectives programs, 2. labor-management committees, and 3. joint training programs. The prescriptive model consists of 3 organizational levels within labor and management, 3 characterizations of the relationship that determine the type and severity of the problem, and 3 remedial approaches.
ISSN:0098-1818
1937-4658