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In this ground-breaking book, Duane argues that companies of the 1990s will derive their real competitive advantage from labor-management cooperation. To this end, he notes that labor-management relations, as defined by grievance activity at the shop level, determines to a large degree whether joint ventures between labor and management will be successful. Accordingly, Duane offers a comprehensive discussion of how the grievance process affects labor-management cooperation and firm performance. He also identifies those factors that contribute to effective grievance resolution.
Competitive threats have forced unionized firms to consider alternative industrial relations systems, including labor-management cooperation. In the first part of the book, Duane reviews the cooperative options that are available to labor and management. He begins by evaluating the effectiveness of various labor-management programs and presents practical examples of how to properly implement and maintain them. Cooperative contract negotiation is then offered as a possible labor-management strategy to enhance the competitiveness of the firm. Several suggestions are offered, aimed at ensuring that cooperation at the bargaining table will be successful. Throughout the book, a compelling case is made that the grievance process plays a critical role in promoting labor-management cooperation. Over 40 practical propositions concerning the determinants of forward-looking grievance resolution are identified and thoroughly discussed.
List of contents
Labor-Management CooperationJoint Labor-Management Programs
Gainsharing Programs
Nongainsharing Programs
Appropriate Structure of Joint Labor-Management Programs
Contract NegotiationsRecent History of Labor-Management Relations
Union Avoidance
Labor-Management Cooperation: Controlling Issues; Establishing Commonalities
The Grievance ProcessThe Standard Grievance Procedure
Variations in Grievance Procedures
The Grievance Process and Firm Performance
The Grievance Process and Joint Labor-Management Programs
The Impact of Background and Boundary-Role Factors on the Grievance ProcessBackground Factors
Boundary-Role Factors
The Impact of Environmental Factors on Grievance BehaviorEconomic Conditions
Technology
Legal Regulations
Bargaining Setting
The Collective Bargaining Agreement
Implications and ConclusionsImplications of the Labor-Management Relations Model
Improving the Grievance Process
References
Index
About the author
Michael Duane
