Strikes And Alternative Forms Of Coping

Strikes and Alternative Forms of Coping

Are strikes the most beneficial way of resolving labour - management conflict? Or are alternative forms of coping more beneficial?. Throughout this paper I will attempt to answer these questions by, first giving a description of each of these forms of coping. Then I will examine the effects, both positive and negative, that each of these forms of coping has on the collective bargaining process as well as the labor - management relationship. Finally I will compare the effectiveness of strikes as opposed to the effectiveness of alternative forms of coping.

A strike occurs when unionized workers collectively agree to stop working in order to try and force management to agree to a new collective bargaining agreement. Under the law a strike can only occur if the existing collective bargaining agreement has expired and generally strikes do not occur unless labour and management have reached a stalemate in the contract negotiations. Negotiations often stall for a number of reasons, but the most common reasons are wage and benefit levels. Often both sides over estimate the other sides willingness to concede and when both sides have given all they are willing to give without reaching a compromise, a stalemate is reached. During a stalemate both sides try to convince the other that they are unable give any more. In order to show there determination unionized workers often decide to go strike, and will stay on strike until management is ready to give in to their demands. The workers determine whether or not they feel the need to strike, by a strike vote. If the majority of workers are in favor of going on strike then the union declares a day and time that an agreement must be reached, or there workers will walk off the job. A number of restrictions apply with respect to the actions of workers once a strike has begun. First, there are restrictions on picketing, you must have permission to picket on privately owned property.

Second, you can not legally stop people or shipments from going in or out of the company, nor can you cause harm to anyone wishing to cross the picket line. If the employer sees that you are violating these laws, he or she can seek an injunction, to limit your ability to picket. The employer has certain rights during a strike. First they have the ri...

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In conclusion to compare strikes to alternative forms of coping, would be like comparing apples to oranges. A workers best option is determined by the level of strike power he or she possess. If the worker is highly skilled he possess a lot of strike power, and therefore the cost for management to replace him or her would be considerable. Even the threat of strike by highly skilled workers could be enough to force management to concede to labors demands.

Management will try to do all they possibly can to keep highly skilled labor from going on strike, if they see the loss' at the bargaining table as being less than the loss' if a strike were to occur. If the worker is low skilled, he or she does not possess a lot of strike power. In the event of a strike replacement workers could take over with a minimum amount of training. The best option for a low skilled worker is then to use alternative forms of coping, and to use them effectively. If slacking or sabotage, for example, are used incorrectly they may cause management to lock out the workers and this leaves them no bargaining power because of the ease with witch they can be replaced.