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Each side (labor union and managers) have preconceived notions about each other. Labor union leaders feel that managers are political and do not get the whole negotiating process because they are cheap. Managers feel that labor union representatives not nothing about the management process and that they know nothing about the big picture (pg. 278). In order for labor negotiations to be successful and for both sides to feel like at least most of their needs have been met, labor unions and managers need to set aside any preconceived notions and try not to be judgemental.
Membership in labor unions has decreased from 32.5% of the working population in the private section in the 1950's to about 13% in 2009. The public sector has not seen such a drastic decrease, but overall this means that the number of labor negotiations has also decreased (Kersie and Cutcher-Gershenfeld, 2009). While this may be true, the union leaders must be aware that the employees may have trepidation about joining the union because they want to know what the union will do for them and management will be concerned with how the labor union will affect the organization and workers as well as other things.
Interest-based negotiations...
With traditional bargaining, both parties only seek what benefits them. There is no compromise which creates hostility. With interest-based negotiations, problem solving is used to find solutions to issues that benefit both parties. This type of bargaining promotes harmony. This type of negotiation process is concerned with the needs of both sides and not just one.
References
Berman, E.M., Bowman, J.S., West, J.P., & Wart, M.V. (2002). Unions and the Government: Protectors, Partners and Punishers. Human Resource Management in Public Service: Paradoxes, Processes, and Problems (Second Edition ed., pp. 275-303). Thousand Oaks, Calif.: Sage Publications.
Fonstad, N.O., McKersie, R.K., and Eaton, S.C. (2004). Interest-based negotiations in a transformed labor-management setting. Negotiation Journal, 20(1), 5-11.
McKersie, R. And Cutcher-Gershenfeld, J. (2009). Labor-management relations: Understanding and practicing effective negotiations. Negotiation Journal, 25(4), 499-514.
The CBA is good for a set period of time, and the union watches the employer to make sure the employer carries out the contract. If a union thinks an employer has violated the CBA, the union can file a complaint, which may be in the end resolved through a process known as arbitration. Union members pay dues that are used to cover the union's costs. Most union's employee
Both of these things are issues that affect the workers on an everyday basis. The management side of this issue had the power to make these changes and the labor side of the issue in the form of the union did not choose to bargain about them because they understood that they way the contract was written management had the right to make changes such as these. In the case
1. Initial IBB Preparations. 2. Preparing with constituents. 3. Opening statements. 4. Identifying issues. 5. Developing a list of standards. 6. Identifying interests on each issue. 7. Identifying options for each issue. 6. Identifying the acceptable option. 8. Accepting the option as a tentative agreement. (Alfano, 1997) During initial IBB Preparations the parties should choose a facilitators and the sharing of costs should be discussed. A plan should be laid out should an impasse occur and a schedule for
Human Resource in Aviation Industry Human resources are a set of individuals who make the workforce of an economy. Human capital is a term related to human resources, but to a narrow scope, the term relates to knowledge and skills of a worker. Human resource represents people, Labor, Manpower or talent. Companies view employees as assets, whose actions and skills add value to the organizations. Firms need to practice effective human
Labor unions are communities of workers who have come together with the purpose of fighting for their rights as a unit. These respective workers typically want fair conditions, to work with persons of integrity, and want to have a peaceful relationship with their employers, as the latter have to act in agreement with a set of requirements in order for this relationship to be possible. With the National Labor Relations
In relation to union power and collective bargaining, the merging of unions is conventionally deemed to increase their power of collective bargaining. However, this is not the case as the merging of union into larger unions only increases their collective bargaining power on a national scale (Moody, 2009). This has influenced larger unions such as the American Federation of Labor and Congress of Industrial Organizations to delve in politics