A Systems Model for Labor-Management Cooperation
American Society for Personnel Administration
A systems approach to labor-management cooperation offers flexibility and a realistic chance of success. The preliminary steps of this process should focus on the development of a defined, communicated, and practiced management philosophy of cooperation. In addition, assessment of union leaders' and employees' attitudes is essential. The overlapping and conflicting values of all parties also should be recognized. Once all parties are informed and motivated, specific cooperation programs can be implemented. These include: 1. a nurturing of integrative bargaining through use of a common database, 2. the use of task forces, 3. more cooperative contract language, 4. development of team-related reward systems, 5. workplace problem-solving groups, 6. more sophisticated programs of training and development, and 7. quick, certain, and friendly conflict resolution. Evaluation and auditing of the cooperation program's results are most important to future decisions.
Unions, Quality of work, Models, Management, Labor relations, Guidelines, Cooperation, Collective bargaining
Industrial and Organizational Psychology | Organizational Behavior and Theory
Mitchell A. Sherr (1986).
A Systems Model for Labor-Management Cooperation. Personnel Administrator.31 (4), 87-98. American Society for Personnel Administration.