A disagreement between the union and the GMFC case analysis.
A disagreement between the union and the GMFC case analysis: The case involves a disagreement between the union and the GMFC. An old contract has already expired, and a new one has not yet been devised. The union is demanding an additional 10 cents per hour.
Although the leaders have not indicated on whether they are to strike, the local 384 have voted a strike authorization early enough. Some managers feel that a lockout could be essential in order to prevent any material loss, while the marketing managers wish that the orders that have already been received need to be delivered first.
The management of GMFC only has an amount of 5 cents per hour that it can add to the compensation on employees. The case evidently concerns the human resource and the director of industrial relations. Because the main stakeholders who are directly involved in this case are the employees and the management of GMFC.
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In addition, there can be more supervision in the production department so that there is no loss of materials. Therefore, although there could be a setback on the strategy, it can be effectively dealt with, and the collective bargaining can be concluded as the perfect way in which the disagreement between management of GMFC and the union representing employees can be effectively settled for the benefit of all stakeholders.
Berninghaus, S., Güth, W., Lechler, R., & Ramser, H. J. (2001). Decentralized versus Collective Bargaining–An Experimental Study. International Journal of Game Theory, 30(3), 437-448.
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