Address the following:
- What was the relationship like between city management and the unions? Were there any problems with this relationship? Did this relationship differ from normal relationships between management and unions in the public sector?
- What was the collective bargaining process like? What was effective in this process? What should have been done differently? Was hard bargaining the best choice in this situation? Why? Were there any other options that could have been considered?
- What were some of the challenges faced to reaching an agreement? Are these challenges normal?
- What personal and public factors must be considered when determining which course of action to take?
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In contract negotiations, building relationships and trust are vital for a successful conclusion of the final agreement between all noted parties. By doing so, the parties involved are able to apply consensus of a forward thinking approach - to reaching a desired outcome that serves everyone proficiently. Let's take a look at several positions of strategy approaches within collective bargaining:
*What was the relationship like between city management and the unions? Were there any problems with this relationship? Did this relationship differ from normal relationships between management and unions in the public sector?
The initial relationship between city management and the unions demonstrated a delicate situation that revealed challenges in any future negotiations. In the case scenario, the prior incidents leading to the current salary and benefits platform outlined mistrust for fair labor relations. Thus, the reasoning for PBA to resist any new adjustments to their salary and benefits offers a clear insight to previous unfair practices. Unions and city management in any framework consistently will demonstrate tensions amongst a proposal ...
The relationship between city management and the unions are examined for collective bargaining case studies.