首页
外语
计算机
考研
公务员
职业资格
财经
工程
司法
医学
专升本
自考
实用职业技能
登录
考研
There was a time when negotiation between management and labor followed a predictable pattern. With a wink and a smile on the fa
There was a time when negotiation between management and labor followed a predictable pattern. With a wink and a smile on the fa
admin
2015-06-22
26
问题
There was a time when negotiation between management and labor followed a predictable pattern. With a wink and a smile on the factory floor, aggrieved unionized workers would go on strike and hand over a list of choke-the-company demands. With mock horror, management would deliver a meager pay rise and cite the difficult business climate as a reason for not being more generous. The two sides would then painfully hammer out a deal with mutual concessions, presumably in a smoke-filled room.
But the workplace has evolved to meet the standards of a global economy, with its accompanying competition, mergers, acquisitions and international labor force: in the United States, at least, the strike - threaten-hammer model has been recognized as unduly painful and counterproductive. The two-tier hierarchy of management and labor has given way to a maze of responsibilities and relationships, all of which bring the interests of both sides closer together than ever before. Add to this the fierce international competition for jobs, and the diminishing influence of unions, the need for a new approach to solving labor disputes and navigating contract relations becomes obvious.
The mutual-gains approach to negotiation speaks to this need — something Joel Cutcher-Gershenfeld, the project co-director of Harvard University Law School’s Program on Negotiation, calls "inter-space bargaining" It demands that the two sides leave behind conventional notions of winning and losing, and focus instead on their shared stake in the success of the company. "When people start to examine the underlying interests, it becomes easier to generate numerous options to satisfy those interests," suggests Mr. Cutcher-Gershenfeld. In order to help companies discover these shared interests, PON offers a series of two-day seminars four times a year, in which employers, employees and others come together to receive specialized training in collective bargaining. The course, "Negotiating Labor Agreements", is admired by unions and corporate leaders alike for teaching its 125 to 145 participants how to think beyond the bargaining box.
Harvard University faculty and other management scholars engage participants with simulated exercises and realistic negotiating examples. The aim is to whittle away the familiar positions that come between the two sides, and to train them to brainstorm new solutions together. Now five years old, this program’s most notable contribution to the field of collective bargaining is to bring management and labor into the same seminar, to learn the same strategies at the same time.
The School of Industrial and Labor Relations at Cornell University in New York state also offers a two-day seminar on "Mutual Gains Negotiations; Win-Win Bargaining", which follows similarly innovative lines for resolving labor disputes. The ILR caters on management and labor separately, the program incorporates new interest-based strategies for bargaining. Part of its appeal among managers is its certificate program, which encourages negotiators to attend every one of its workshops in order to qualify for a Collective Bargaining Studies Certificate.
The seminars held by PON are intended to______.
选项
A、put management and labor back to negotiation table again
B、help management and labor get less from each other
C、help management and labor reevaluate their respective roles
D、put more responsibilities to both management and labor
答案
C
解析
引申题。第三段后半部分“PON offers a series of two—day seminars four times ayear,in which employers,employees and others come together to receive specializedtraining in collective bargaining.”劳资双方都参加研讨会,这样他们可以打破常规(think out of the box)。
转载请注明原文地址:https://kaotiyun.com/show/jA74777K
0
考研英语一
相关试题推荐
Writeanessaybasedonthefollowingtable.Inyourwriting,youshould1)describethetable,and2)giveyourcomments.Yousho
AccordingtoarecentGallupWorldPoll,1.1billionpeople,orone-quarteroftheearth’sadults,wanttomovetemporarilytoa
AccordingtoarecentGallupWorldPoll,1.1billionpeople,orone-quarteroftheearth’sadults,wanttomovetemporarilytoa
InTheNewRealities,thelatePeterDrucker,describedmanagementasa"liberalart"thatis,theapplicationofknowledge,se
Acommonplaceobservationofweatherfluctuatingbetweenasevereheatwaveandafairlycooldaymaybewhatdoomsustoclimat
Acommonplaceobservationofweatherfluctuatingbetweenasevereheatwaveandafairlycooldaymaybewhatdoomsustoclimat
Thereiscloserelationshipbetweenfrequentclimatedisastersandglobalwarming.WriteaproposalletterontheInternetto1)
Scienceisanenterpriseconcernedwithgaininginformationaboutcausality,ortherelationshipbetweencauseandeffect.Asim
Scienceisanenterpriseconcernedwithgaininginformationaboutcausality,ortherelationshipbetweencauseandeffect.Asim
随机试题
A、急性肾炎B、糖尿病肾病C、狼疮肾病D、高血压肾病E、慢性肾小球肾炎我国慢性肾衰竭最常见的因为()
患者,女,50岁。农民,几天来发热、头痛,口服感冒药无效,体温39℃,面红,腹股沟淋巴结黄豆大,后腰部一直径0.6cm焦痂,周围稍红肿。问题2:为明确诊断,检查首选
以下哪项检查不是婚前检查常规必检项目
某防沙治沙工程建设项目,依据相关法律规定,建设单位申请建设项目竣工环境保护验收时.应当向有审批权的环境保护行政主管部门提交()。
关于发票领购和开具的说法,正确的有()。
高质量的旅游服务取决于高质量的员工,旅游人才的培养是一项基础性的工作。导游人员培训的必要性不包括()。
货币:购物
沟通是为了一个设定的目标,把信息、思想和情感,在个人或群体间传递,并且达成共识的过程。根据以上定义,下列不属于沟通的是()。
Itisgenerallyacknowledgedthatyoungpeoplefrompoorersocioeconomicbackgroundstendtodolesswellinoureducationsyste
A、Theundergroundoilresourceshavenotbeenaffected.B、Mostofthedesertanimalsandplantshavemanagedtosurvive.C、Theo
最新回复
(
0
)