Book Reviews : INDUSTRIAL CONFLICT RESOLUTION IN MARKET ECONOMIES: A STUDY OF CANADA, GREAT BRITAIN AND SWEDEN Edited by T. Hanami and R. Blanpain. Klewer, Deventer, 1988, xii + 253 pp., D. fl. 148 (paperback)

1988 ◽  
Vol 30 (4) ◽  
pp. 590-591
Author(s):  
Julian Teicher
Author(s):  
Kassim Olusanmi Ajayi ◽  
Kehinde O. Muraina

The major factor militating against organizational productivity is conflict between individuals or groups of individuals and the management. In any work situation, people are bound to have different interests and aspirations which may tend to conflict with each other. For example, management is committed to pursing a goal of profit maximization policies, while the workers through their unions want higher wages and a lucrative welfare package which tends to result in higher cost of doing business to the management. At times, unions want effective participation in most organizational decisions, even at the expense of encroaching on areas that fall exclusively within the confines of management prerogatives. Management cannot but resist this unwholesome behaviour. In the process, conflict would ensue. Therefore, an important duty of line for mangers to promote organizational productivity is through peaceful resolution of conflicts in the organization.


2017 ◽  
Vol 55 (3) ◽  
pp. 1143-1145

Mauricio Drelichman of The University of British Columbia and CIFAR reviews “The Invisible Hand? How Market Economies Have Emerged and Declined since AD 500,” by Bas van Bavel. The Econlit abstract of this book begins: “If one were to summarize van Bavel's The Invisible Hand? in one sentence, one could do worse than write that market economies carry the seeds of their own demise.”


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