The swings and roundabouts of pendulum arbitration
Article Abstract:
Pendulum arbitration, or final offer, flip-flop, or straight choice arbitration, requires an arbitrator to choose between the last claim and the last offer made by the parties, negating the possibility of a compromise. Advantages of pendulum arbitration include an incentive for negotiating parties to be more reasonable in their offers and claims, and the fact that the arbitrator's freedom is restricted, such that the parties involved need not be suspicious of an arbitrator's compromises. Disadvantages include the lack of flexibility provided to the arbitrator, and the possibility that the arbitrator's award may not be fair and equitable. The UK case of Sanyo and the EETPU is discussed, in which pendulum arbitration was narrowly avoided. It is suggested that there is a strong need for a conciliation-mediation step between failure to agree and the beginning of pendulum arbitration.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1987
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The uncertain future of industrial relations
Article Abstract:
The trend in industrial relations during the 1980s has been a movement away from settling labor disputes through union negotiations nationally and toward individual relationships between employer and employee. However, the movement toward individualization of work relationships has been occurring only at the senior management levels and has not filtered down to lower staff levels. Employers may not see negotiating with individual employees attractive when faced with the labor shortage likely to emerge in the near future. The conclusions that can be drawn from the individualization of industrial relations include: the role of the personnel professional will be critical in the future, constructive involvement of employees and their representatives will be crucial to organizational success, and trade unions must still be considered.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1990
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The changing face of IR
Article Abstract:
Three major developments served to implement fundamental changes in industrial relations in the UK during the 1980s. These developments are the strong control exerted by managers during the period, the inclusion of both wages and the prescribed work to realize such wages as key aspects in the collective bargaining process, and the waning influence of labor unions. Serving as the impetus for these changes was the pressure created by the labor market, the Conservative government, and the legal potency of the strike ballot. The UK's industrial relations climate is expected to evolve further in the 1990s as a result of the continued influences of the labor market and new government legislation.
Publication Name: Personnel Management
Subject: Human resources and labor relations
ISSN: 0031-5761
Year: 1992
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