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Cooperation and change in union settings: Problems and opportunities
Author(s) -
Schuster Michael
Publication year - 1984
Publication title -
human resource management
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.888
H-Index - 94
eISSN - 1099-050X
pISSN - 0090-4848
DOI - 10.1002/hrm.3930230205
Subject(s) - adversary , government (linguistics) , productivity , work (physics) , public relations , process (computing) , quality (philosophy) , political science , business , process management , public administration , management , economics , economic growth , engineering , computer science , mechanical engineering , philosophy , linguistics , computer security , epistemology , operating system
This article examines the increased levels of change and cooperation that have recently occurred in union settings. The article reports the results of interview data from 33 union/management relationships studied over a four‐ to seven‐year period. The types of change programs discussed include productivity sharing plans, (for example, Scanlon, Rucker, and Improshare plans), area and in‐plant labor/management committees, quality circles, and quality of work life projects. The focus of the article is on the problems of implementing cooperative strategies. These occur at three stages in the process: (1) establishing the cooperative framework; (2) establishing the boundaries between the cooperative and adversary processes; (3) factors interfering with continuing commitment. The author concludes with a discussion of the implications for government, management, and unions.