Conflict and Resolution
UNDERSTANDING LABOR-MANAGEMENT CONFLICT AND RESOLUTION
* HRM perspective- conflict is the result of poor management… between labor and management… it’s a management problem that can be dealt with by management. * most, maybe all conflict, can be resolved through the implementation of innovative, organizational practices (ex. Scientific Management) You can establish a Unity of Interest if you have the right organizational practices. ‘all interests would align’ * Human relations movement came about from the ‘machine view’ of labor. * The ultimate belief is that very good management will eliminate most (if not all) conflict, even though some conflicts may arise. Those conflicts can be resolved through collective bargaining. * Industrial Relations Perspective is enduring * No matter what you do you're not going to eliminate conflict between labor and management. * The source of the conflict is an imbalance of power between employees and employers * Management has more power. * 2 primary means of dealing with this imbalance of power * Unionization- employees need to collectivize, they need to join together * Legislative enactment that deals with employment problems * Workplace conflict cannot be avoided. * Some conflict is healthy because it shows that workers are comfortable enough to stand up for their rights. * Effects of Conflict: * Employee turnovers can be costly for organizations… hiring/training costs * Shirking- not doing what you're required to do, not giving 100%, neglecting your duties, not trying as hard * Unionization- employees wont try to form a union if they have a good relationship with their employers. They only form a union if they're dissatisfied * Workplace Bullying- occurs when there is persistent negative interpersonal behavior that is experienced by people at work. * It
* HRM perspective- conflict is the result of poor management… between labor and management… it’s a management problem that can be dealt with by management. * most, maybe all conflict, can be resolved through the implementation of innovative, organizational practices (ex. Scientific Management) You can establish a Unity of Interest if you have the right organizational practices. ‘all interests would align’ * Human relations movement came about from the ‘machine view’ of labor. * The ultimate belief is that very good management will eliminate most (if not all) conflict, even though some conflicts may arise. Those conflicts can be resolved through collective bargaining. * Industrial Relations Perspective is enduring * No matter what you do you're not going to eliminate conflict between labor and management. * The source of the conflict is an imbalance of power between employees and employers * Management has more power. * 2 primary means of dealing with this imbalance of power * Unionization- employees need to collectivize, they need to join together * Legislative enactment that deals with employment problems * Workplace conflict cannot be avoided. * Some conflict is healthy because it shows that workers are comfortable enough to stand up for their rights. * Effects of Conflict: * Employee turnovers can be costly for organizations… hiring/training costs * Shirking- not doing what you're required to do, not giving 100%, neglecting your duties, not trying as hard * Unionization- employees wont try to form a union if they have a good relationship with their employers. They only form a union if they're dissatisfied * Workplace Bullying- occurs when there is persistent negative interpersonal behavior that is experienced by people at work. * It