Conflict in management,negotiation between management and union, case study - Assignment Example

Comments (0) Cite this document
Summary
Conflict in management, negotiation between management and union, Case study Table of Contents Question 1- Factors affecting the position of management while negotiating for the changes 3 Question 2- Tactics used by the management 5 Question 3- Feasibility of adopting a collaborate/fostering approach for the management 9 Question 4- Strategy to be undertaken by the HR Manager 11 Reference 14 Question 1- Factors affecting the position of management while negotiating for the changes The position of the management is not only considered relative to the environment in which it exists, the parties and their respective stakes in the negotiations, rather it is perceived as a subjective concept…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER96.7% of users find it useful
Conflict in management,negotiation between management and union, case study
Read TextPreview

Extract of sample "Conflict in management,negotiation between management and union, case study"

Download file to see previous pages The management’s decisions to change the grading structures whereby demarcating the duties completely and then amalgamating them into a single and ‘all purpose grade’ system would not be effective after a certain point of time. Also providing the necessary training to the workers to adopt the new skills would become ineffective after a point of time. This is because adopting the new skills would necessarily be resisted by the workers as they would have gained competence in the skills they were working over the years. The availability of a generous fund for Mirenda Corporation can be regarded as a positive factor for the organization. This can be used as a tool for convincing employees about the plans of expanding operations, availing of new equipments and training employees on new skills. Also the change programs that the management was seeking to adopt would be affected by the fact whether their previously adopted changes were successful. Moreover, the higher productivity from each individual worker against the salaries they were offering would be accepted only on the condition whether the previous promises were fulfilled. For example, if it is seen that the management had failed to keep their previously made promises then they would not have strong position to bargain with the union. In the Miranda Corporation, the management’s decision to not concede with the claim for compensation for past productivity was not appreciated by the union. In this regard it can be said that the management would hold a weak position if it failed to meet the unsettled claims. One of the strengths that the management had was the support of the supervisors. This could be used as a positive force while bargaining with the union. The supervisors were found to be an aged group and had little satisfaction with the workings of the unions. In fact they considered the union representatives as being opportunistic and worked in a way which was neither fair nor meant to bring about long term benefits to the workers or the company. Thus the management could utilize this opportunity and cater to the key interests of the members. According to the case of the Ford Company and the United Auto Workers (UAW), the negotiation between the management and the unions was primarily based on the thought of crystallizing the interests of the members. The management’s strength laid in the fact that it meant to protect the retiree benefits, ensure investments and jobs, and tried to secure greater voice of the workers in the business. So it can be said that trying to meet the interests of the workers by listening to their problems and needs would act as strength while negotiating with them. It is through serving their interests would the management be successful in earning their participation in driving through the company’s plans for the plant (Anonymous, n.d., p.3). One of the greatest threats which have been observed is the position of Spain’s branch. It is believed that if the management did not incorporate radical changes in its work structures, practices, procedures and ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Conflict in management,negotiation between management and union, case Assignment”, n.d.)
Retrieved de https://studentshare.org/business/1392204-conflict-in-managementnegotiation-between
(Conflict in management,negotiation Between Management and Union, Case Assignment)
https://studentshare.org/business/1392204-conflict-in-managementnegotiation-between.
“Conflict in management,negotiation Between Management and Union, Case Assignment”, n.d. https://studentshare.org/business/1392204-conflict-in-managementnegotiation-between.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Conflict in management,negotiation between management and union, case study

Conflict management and negotiation

...?Running head: COGNITIVE COMMUNICATION COMPETENCE Cognitive Communication Competence in Conflict Management and Negotiation COGNITIVE COMMUNICATION COMPETENCE 2 Cognitive Communication Competence in Conflict Management and Negotiation Overview In almost every task, preparation spells the difference whether the task has a big chance of being a success or coming out as a failure. However, preparation is not enough. A good plan means that the communicator is able profile the other person to acquire as much information as possible on how to interact with that person that would bring about the best results (Gross & Alberts, 2004, p.251)....
6 Pages(1500 words)Essay

Conflict Management and Negotiation D2 : D8

.... If not for the case of ensuring things are fair, negotiation exchanges only emphasize conflicts between actors (Roy J.L., Bruce B., & David M.S., 2002). References The International Who's Who 2004. Europa Publications. 2003. p. 624. Roy J.L., Bruce B., & David M.S. (2002). Essentials of Negotiation Question 7# Cross cultural negotiation is treated differently by both Hofstede and Schwartz. According to Hofstede, there are five dimensions of culture i.e. power/ distance, individualism, masculinity, uncertainty/ avoidance index, and long-term orientation. Under these dimensions, the explanation Hofstede holds are that cultural norms are...
5 Pages(1250 words)Essay

Conflict Management and Negotiation Critical Thinking

...on using objective criteria on which to base the bargain (Fisher, Ury, W., & Patton, B., 1991). Therefore, if these principles are observed to the latter a mutual understanding will be arrived at. It is important to engage in a negotiation without being overly contentious or personal as this may hurt the reputation of the negotiator or hurt their future business dealings (Jing, Shaw, & Scott, 2012). In the Smith’s case, there is a conflict or management. The organization has not placed definite roles for its managers hence the conflict between Peter and Keith. Lack of defined roles in any organization...
7 Pages(1750 words)Essay

Conflict Management and Negotiation Critical Thinking

...to influence, persuade and negotiate” (Mindtools., 2013). I must act confident through the entire negotiations and my mindset must be positive. There are several things and can help a person achieve a successful employment negotiation. The person applying for a job vacancy must dress in a professional manner preferably in a suit for the first interview with the human resource representative or manager of the company. A second important tip for a person in the job application process is to perform research on the firm by searching information from different sources including the corporate website of the company and its annual report. All public companies are mandated to...
4 Pages(1000 words)Essay

Case study 2 negotiation

...it or refuse to use it appropriately, the likely result is tension and conflict” (p. 154). The tension between the supervisor and Tanya came about as the supervisor used the power that he had over her to dismiss her application, and made comments that were not pleasing at all. If the supervisor had listened to Danya’s positions and interests, he would have approached her in a calm manner that would not have threatened the relationship between them. This case study looks into the cause of the problem and how it impacted on the main participants. It also suggests and evaluates some solutions, recommends the best solution and explains how to implement it by...
3 Pages(750 words)Essay

Conflict management (case)

...? Conflict Management: Case Insert s According to Osland et al, (2007), towards the end of the 1990s the relationshipbetween the Celestial and Voila was terrible that they threatened not to support each other in business. However, this was going to have negative consequences as both depended on each other greatly. A team led by Morris, a chief executive in celestial was set up to investigate the matter. When Morris arrived in Voila, his dependency on Couture was reduced since he could work with the French-based company through his own contact (Osland et al, 2007). Morris was the initiator of PFM, and since he was in Paris, he should have asked his French counterparts to be part of the...
3 Pages(750 words)Case Study

Negotiation between USBU and the companys management

...Negotiation The recent negotiations between USBU and the company's management drew to a successful conclusion with each side reaching a compromiseand finding some middle ground on most issues. While there was general agreement on both sides, management missed many of its objectives, especially in the very important area of wages and bonuses. On this issue management was forced to give up a larger pay raise than they had anticipated or agreed to by the team. One of the causes of this was a failure by the team to set a ceiling on the wage hike prior to the negotiations. This placed the team at a disadvantage by being forced...
4 Pages(1000 words)Case Study

Conflict Management and Negotiation

.... In case of the union's failure to do so, the grievance reaches the last stage of the grievance procedure. (6) Stage VI: In the sixth and the last stage, a settlement is reached through voluntary arbitration by a third party, normally a Conciliation Officer from the state labor department. This process should be completed within 7 days. The level at which the grievance is settled indicates the industrial relations atmosphere and the culture in the organization. The lower the level, the better is the relationship between the management and the employees. Like if the organization has a healthy work culture the disputes will be settled at lower levels by methods such...
11 Pages(2750 words)Essay

Union Management

... Union Management 08 November 2009 The US economy officially entered into recession on December 2007 and this affected many Americans in terms of job losses. It can be said unionism has been severely impacted adversely due to the deepness of the recession and for its duration which has cut across most employment sectors. Many private sector employers have no choice but to lay off even some of their best workers in order to stay afloat. We can say that due to the decreased economic activities, most state government coffers were likewise affected by the reduced tax revenues. The latest economic statistical data indicated unemployment had breached the 10% level. This bad news has serious implications for most unions, putting them... of the...
2 Pages(500 words)Essay

Conflict Negotiation

...CONFLICT NEGOTIATION I. Negotiation Planning What was the goal? Our team comprised of members of the Tamarack Council. Prior to the negotiation meeting, we had agreed that our main goal would be to ensure that the Twin Lakes Mining Council would be socially responsible while at the same time maintaining their operations in our city. We also aimed at getting the most points out of the negotiations. 2) What the reward for achieving that goal? One factor that helped us to achieve our goal was the desire to make our city better than it already is. We also believed that the best way of achieveing what we wanted was by giving the other party a chance to...
5 Pages(1250 words)Case Study
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Assignment on topic Conflict in management,negotiation between management and union, case study for FREE!

Contact Us