Initial Intra-organizational Bargaining and Attitudinal Structuring Processes
Introduction
Attitudinal structuring and intra-organizational bargaining are mainly applied in the determination and distribution of rewards. With an attitudinal structuring approach, the main goal is to influence the attitudes of the participants towards each other. The intra-organizational process seeks to increase the consensus among the participants.
My own starting point tends to put additional emphasis on the rights of the immigrant workers. The team members’ starting point focuses on the management rights clause. Then this is followed by handling issues regarding the protection of immigration workers and wages increase. The wages increase is placed at 6% each year. My own starting point addresses issues of wages by providing a 20% review of minimum wages and a 30% wage increase to match current industry standards and economic realities. The team members’ starting point also includes coverage of the health insurance. This is provided in detail, which includes eye care coverage, dental care coverage, and prescription drug coverage. Further, the health coverage includes qualified family members coverage. Further, the team members’ starting point goes on ahead to address issues of maternity leave and vacation hours, which I do not cover in my starting point. Additionally, the team members’ starting point does not take into account the inclusion of union representatives in the meeting concerning disciplinary hearings, which I seem to address in my starting point.
On the target point, the team members’ provide a 4% wage increase across the board each year. Additionally, they have included health insurance rates for single and family coverage, which is set at a deductible $225. My own target point includes a one-month notification before contract termination. Further, it provides a 15% wage increase across the board to reflect current economic conditions and a 10% increase in stipulated minimum wages. Additionally, my own starting point specifies the inclusion of one union representative in the meetings to set out or revise work schedules and inclusion of three union representatives during disciplinary hearings. Further, it also includes a contractual involvement for immigrant workers. The team members’ target point provides for double time for employees working during the holidays such as Christmas Eve, Thanksgiving and New Year’s Eve, 7th day of 7th consecutive workday and any religious holiday. For the vacation period, the target points provided by the team members includes a two weeks paid vacation for one year of service, three weeks paid vacation for four years of service and an additional week of paid vacation for each year worked after completing the four years of service.
On the resisting point, I have included a one-month or less notification before dismissal or contract termination. Further, there is non-inclusion of at least two union representatives during disciplinary hearings. Additionally, it includes a non-inclusion of at least one union representative in the meetings to set out work schedules. Another resisting point is the less than 4% wage increases across the board and the less than 5% increases in minimum wages.
The differences may be because of the team approach in developing and considering important issues. As an individual, one is bound to overlook certain details and only consider those details that seem to affect or concern me personally. On the other hand, the team members can bring about different perspectives based on each person experiences or viewpoints and these results to looking into a multitude of issues affecting workers in general.
I am happy with the team decisions since they seem to address the health concerns of the workers and the immediate family. This also may go a long way in averting issues of a strike and internal conflicts.
Conclusion
Using an intra-organizational approach in the union is effective in addressing the diverse interests of the members. Important issues such as working conditions, wages, compensation and benefits can be addressed. The prioritizing of bargaining issues may be effective in reducing intense conflicts, which may arise in the course of negotiations.
