Conflict in management,negotiation between management and union, case Assignment

Conflict in management,negotiation between management and union, case study - engagement ExampleThe managements 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 take aim of time. Also providing the necessary training to the workers to adopt the virgin 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 locoweed 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 wh ether their previously adopted changes were successful. Moreover, the higher(prenominal) 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 make promises then they would not have strong position to bargain with the union. In the Miranda Corporation, the managements decision to not concede with the claim for compensation for ultimo 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 fall in 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 gray group and had little satisfaction with the workings of the unions. In fact they considered the uni on representatives as being opportunistic and worked in a way which was neither upright 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 family 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 managements 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 play off 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 companys plans for the plant (Anonymous, n.d., p.3). One of the greatest threats which have been observed is the position of Spains branch. It is believed that if the management did not incorporate cornerstone changes in its work structures, practices, procedures and