The New Swedish Regime for Collective Bargaining and Conflict Resolution: A Comparative Perspective

2002 ◽  
Vol 8 (2) ◽  
pp. 197-216 ◽  
Author(s):  
Nils Elvander
Keyword(s):  
Conflict Resolution ◽  
Collective Bargaining ◽  
Comparative Perspective

Collective Bargaining as a Tool for Industrial Conflict in Organization and Conflict Resolution

2016 ◽  
pp. 189-204 ◽  
Author(s):  
Kassim Olusanmi Ajayi ◽  
Kehinde O. Muraina
Keyword(s):  
Conflict Resolution ◽  
Collective Bargaining ◽  
Profit Maximization ◽  
Organizational Productivity ◽  
Work Situation ◽  
Peaceful Resolution ◽  
Doing Business ◽  
Or Groups ◽  
Industrial Conflict ◽  
Process Conflict

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.

The evolution of Italian bilateral bodies and funds in a comparative perspective

2020 ◽  
pp. 0143831X2097633
Author(s):  
Alessia Vatta
Keyword(s):  
Collective Bargaining ◽  
Peak Level ◽  
Comparative Perspective ◽  
Social Partner

In recent years, decentralised collective bargaining has been increasingly discussed in Italy. The importance of collective bargaining is often questioned, but sectoral agreements have various purposes and the related bilateral bodies and funds are managed jointly by social partner organisations. In comparison with peak-level social pacts, it is a less visible kind of cooperation, but particularly relevant in times of crisis. The article deals with the activity of bipartite bodies and funds. The analysis shows that they perform remarkable functions and could develop further. However, some problems also emerge from the comparison with bilateral experiences in other countries.

scholarly journals Implications of Small Bargaining Units and Enterprise Unions on Bargaining Disputes: A Look into the Future?

2005 ◽  
Vol 54 (3) ◽  
pp. 503-526 ◽  
Author(s):  
Robert Hebdon ◽  
Douglas Hyatt ◽  
Maurice Mazerolle
Keyword(s):  
Conflict Resolution ◽  
Collective Bargaining ◽  
Large Data ◽  
Internal Conflict ◽  
Data Set ◽  
Public And Private ◽  
The Public ◽  
Negotiated Settlements ◽  
Large Data Set ◽  
The Future

Using a large data set of large and small bargaining units, this paper examines the implications for collective bargaining disputes of the evolution toward small bargaining units and the move to nontraditional forms of representation. It is found that smaller bargaining units, as well as independent unions in both the public and private sectors, are less likefy to reach an impasse. This finding supported those hypothesizing the cooperative nature of these organizations. These two sets of results suggest that the movement to smaller bargaining units, and towards more independent representation, will result in a higher proportion ofdirectly negotiated settlements in the future. However, a reduced incidence of impasse does not necessarily mean a reduction in industrial conflict. We found evidence of a shift away from a collective expression of conflict such as strikes, to more individual expressions. Thus, in the future, there may be a greater need for internal conflict resolution Systems.

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