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There are a number of factors key to making
win-win negotiations and labor- management
cooperation successful, including;
Commitment to the Process. Both
parties must be committed to bringing about a
cultural change whereby they listen to each
other, understand each other’s needs and
interests, and seek solutions designed to
strengthen each party.
Information Sharing and Trust.
Candor is essential to building trust. Neither
party can be surprised by the other and
privileged and private conversations stay that
way.
Model Behavior. At all stages of
negotiation and during day-to-day contract
administration, union leaders and managers need
to model cooperative behavior. They must set the
example for all to follow.
Time to Prepare. Key leaders on
each bargaining team need to have a sense of
trust and commitment to the effort so they are
willing to take risks, be candid, share
information, and model cooperative behavior. It
takes time to build this trust and rapport and
between key players it must be done prior to
sitting down at the bargaining table.
Isolate the Problem. The parties
need to accept that some people will not adopt
this new approach and can be disruptive to their
mutual interests. The parties need to isolate
these individuals, if at all possible, and
concentrate on the vast majority of managers and
employees who prefer the cooperative model. |
