Advances in Industrial and Labor Relations Volume 11 by B. Kaufman

By B. Kaufman

Carrying on with to supply forward-thinking business family study, quantity eleven of "Advances in business and hard work kin" (AILR) positive aspects experiences of EEOC and FMCS mediation techniques and effectiveness; union organizing, political effectiveness and inner democracy; the consequences of broad-based inventory alternative plans at the functionality of unionized and non-union businesses; and twenty first century customers for a brand new child growth new release, employee-driven company governance, and worldwide labour markets. those reports supply a number of disciplinary views, study designs, and analytic equipment, but all of them comprise vital findings, a few quantitative and a few qualitative, in addition to conclusions approximately key points of up to date business relatives.

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Additional info for Advances in Industrial and Labor Relations Volume 11 (Advances in Industrial and Labor Relations) (Advances in Industrial and Labor Relations)

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This can be viewed as a very strong indication of their positive experiences with the EEOC mediation program. Table 11. Participants' Willingness to Participate in the EEOC Mediation Program in the Future. For those who knew what they wanted going into the mediation: Did you obtain what you wanted going into the mediation? Yes No No response given For those who responded YES to the question above: If you were a party to a charge before the EEOC in the future, would you be willing to participate in the EEOC's mediation program?

Union politics) influenced the outcome of mediation. Mediator Characteristics In a humorous mood, William E. Simkin (1971), a well-known mediator, developed a list of 16 qualities sought in a mediator. The first 10 items were somewhat entertaining including: "the guile of Machiavelli" and "the hide of a rhinoceros" (Simkin, 1971, p. 53). The final six items were more serious including such items as: "demonstrated integrity and impartiality" and "basic knowledge of and belief in the collective bargaining process" (Simkin, 1971, p.

Elangovan (1998) provides evidence in support of this conjecture. Previous research on mediation in the labor relations context has identified the following determinants of effective mediation: the characteristics of the mediators, the sources or nature of the conflict, the situational characteristics of the dispute, the mediators' strategies, and the parties to the dispute (Kochan & Katz, 1988). In developing a model of the mediation process in the labor relations context, this research combines aspects of Wall and Lynn's (1993) mediation framework and Kochan and Katz' (1988) model of the determinants of successful mediation.

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