How does intraorganizational conflict affect collective bargaining?.
How does intraorganizational conflict affect collective bargaining? What are some ways to resolve this conflict before bargaining begins?
- Your initial post should be at least 200 words, formatted and cited in current APA style with support from at least 2 academic sources. Your initial post is worth 8 points.
- You should respond to at least two of your peers by extending, refuting/correcting, or adding additional nuance to their posts. Your reply posts are worth 2 points (1 point per response.)
- All replies must be constructive and use literature where possible.
Post by classmate 1
Intra-organizational conflict can be a problem when management when preparing for collective bargaining. Discussions regarding terms of a collective bargaining agreement with a management team that does not agree on all terms can be counterproductive and delay resolution on important matters. There are several ways of attempting to resolve conflict before bargaining begins. Determining the best solutions for issues that may create conflict within the management team is best resolved prior to the start of bargaining.
The first step to resolving intra-organizational conflict is to make a list of potential topics that are identified as issues by the management team. The issues should be numbered with the most important to the majority of the group as a number one. Next, a meeting should be held to discuss subjects the group believes need to be resolved before bargaining. Articles within the collective bargaining agreement should be reviewed, each member of management should present their changes or ideas and it’s always best to vote on changes the management team would like to recommend during bargaining. Without a clear understanding of what each member of management’s ideas is prior to the beginning of bargaining.
Resolving intra-organizational conflict prior to the start of discussions associated with bargaining is important. Without resolving issues and topics regarding changes or proposed adjustments that are important to the management team, those members of the management or labor-management team will not be able to effectively bargain a new agreement.
Intra-organizational bargaining. (2020). Retrieved July 23, 2020, from https://www.oxfordreference.com/view/10.1093/oi/authority.20110803100009195 (L
Post by classmate 2
Intra-organizational conflicts are inevitable as stakeholders are often incompatible. While spending most of their day rubbing shoulders, colleagues formulate interpersonal relationships that tends to erupt disagreement as they share opposing views points, interests, and style of management among other attributes (Ajayi, K.O., & Muraina, K.O., 2016). Collective Bargaining serves as a tool for industrial and organizational conflict resolution while conflict negates organizational productivity. Conflict circulating collective bargaining between labor unions and managerial executives usually emerges from management’s efforts to tower the company’s profit maximization while unions operates as a resisting force when making wage and benefit demands on behalf of the employees that they represent that offsets employer’s bottom line goals. Therefore, in most cases, managers lead the charge to promote organizational productivity through peaceful conflict resolution Ajayi, K.O., & Muraina, K.O. (2016). Some ways to resolve conflict before bargaining begins are: separating people from the problem, promoting win-win solutions, finding underlying interests, using an objective standard, trying to understand the other person and their situation and lastly, familiarizing yourself with your most suitable alternative (Wertheim, n.d.).