Labor–Management Partnerships for Public Transportation, Volume 2: Final Report (2015) / Chapter Skim
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Pages 24-28
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From page 24... ...
A-1 A P P E N D I X A Labor–management partnerships (LMPs) in the United States date back as early as the 1910s, when union–management mutual problem-solving programs emerged in the clothing industry out of the need to survive (Oestreich and Whaley 2001)
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A-2 Duration of Labor–Management Partnerships and Their Causes of Decline LMPs are typically precarious and short-lived. Many of them only lasted through a particular project, or could not survive changes in management and labor conflicts like layoff (Preuss and Frost 2003)
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A-3 increased trust, joint problem solving, and attention to the interests of multiple stakeholders. This includes the development of processes that facilitate alignment on goals and responsibilities (Eaton, Rubinstein, and McKersie 2004)
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A-4 is a problem on the flip side as well. "Union leaders expect as a result of the partnership to be apprised of all-important strategic decisions.
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A-5 essential to have continuity in leadership and to quickly adapt to new organizational challenges. Management should be proactive in its dealings with union officials if it wants to reverse hostile labor relations.
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