Effectiveness of Mediation Strategies in Collective Bargaining

Effectiveness of mediation strategies is analyzed in two different types of collective labor conflicts: rights conflicts and conflicts of interests. The sample consists of 106 professional labor mediators who completed a questionnaire about the strategies they used and the outcomes they achieved in their most recent mediation intervention. Results from regression analysis indicate that while the use of substantive and contextual strategies is positively related to effectiveness in both types of conflict, the use of reflexive strategies is negatively related to effectiveness, particularly in rights conflicts.     

Vertical Product Differentiation, Entry-Deterrence Strategies, and Entry Qualities

We analyze the potential entry of a new product into a vertically differentiated market. Here the entry-deterrence strategies of the incumbent firm rely on “limit qualities.” The model assumes quality-dependent marginal production costs and considers sequential quality choices by an incumbent and an entrant. Entry-quality decisions and the entry-deterrence strategies are related to the fixed cost necessary for entry and to the degree of consumers’ taste for quality. We detail the conditions under which the incumbent increases its quality level to deter entry. Quality-dependent marginal production costs in the model entail the possibility of inferior-quality entry as well. Welfare is not necessarily improved when entry is encouraged rather than deterred.     

Effectiveness of Individual and Aggregate Compensation Strategies

Based on a sample of 175 scientists and engineers, this study shows that individual-based rewards (either in the form of merit pay or individual bonuses) are perceived as less effective than aggregate incentive strategies for R & D workers. The pay effectiveness measures used here include pay satisfaction, propensity to leave, project performance, and individual performance. All things considered, team-based bonuses are perceived as the most effective rewards in an R & D setting. The findings also indicate that employees with a low willingness to take risks are more likely to experience withdrawal cognition if they work for a firm that relies on variable compensation.     

Reciprocal Loyalty and Union Mediation

This study investigates the concept of loyalty in the employment relationship using a stated preference approach and a dataset obtained through purpose‐built questionnaires. Reciprocal loyalty is defined as a gift exchange. Workers' good performance is rewarded by the employer by the provision of a job with a low likelihood of job loss. The study shows that such reciprocal employer–employee loyalty is highly rated by the workers as a desirable job attribute. Loyalty in the employer–employee relationship is differently valued by unionized and nonunionized workers. Overall, the evidence suggests that unionized workers are more receptive to arrangements involving reciprocal loyalty. This may be an outcome of adaptation to internalized norms of union behavior.     

Mediator Tactics and Sources of Conflict: Facilitating and Inhibiting Effects

Sometimes mismatches between tactics used by mediators and causes of the dispute may reduce the likelihood of achieving a settlement. Data from collective-bargaining disputes suggest that when party inflexibility was a source of the dispute, added mediator pressure increased the likelihood of a settlement, but discussing alternatives reduced the likelihood of a settlement. However, mediation success improved in cases where there is a high level of interparty hostility and mediators focused on negotiation processes.     

当前我国司法调解的弊端及其解决思路

调审制度改革是民诉制度改革的重要议题。调审合一制度存在弊端,但该制度仍有合理之处。从调审合一的弊端着手分析,辨析出该制度的弊端主要是程序规定不足,监督程序不完善等,而目前应该坚持事清责明的原则等,进而提出相应措施予以克服。     

浅谈现代企业管理者的能力和素质

作为企业的领军人物,其能力和素质对整个企业至关重要。高尚的思想品德修养、渊博的知识、完善的个性、以及良好的心理素质,加之其管理方式、方法、管理艺术的综合运用,是企业获得成功的重要因素。     

关于增强效能监察实效性的几点思考

针对增强企业效能监察实效性,讨论了如何从执行力、效应力、影响力3个方面入手,明确思路,突出重点,狠抓落实,规范运作,全面将效能监察工作融入企业生产经营管理之中,努力实现工作效率、效能、效果的最大化,确保企业健康发展。     

The Role of Mediation Institutions in Sweden and Denmark after Centralized Bargaining

This article compares coordinated collective bargaining in Sweden and Denmark after centralized bargaining. Existing theories — power resource and cross‐class alliance theory — seem capable of explaining the transition from centralized bargaining to pattern bargaining system. However, they do not explain the internal stability of bargaining coordination once established. This analysis stresses the role of mediation institutions of both countries for solving collective action problems in pattern bargaining by pegging other settlements to the manufacturing labour cost norm. Mediation capabilities, however, differ, which is reflected in more frequent defections in Sweden than in Denmark and thus a more unstable bargaining coordination. These differences have substantive consequences for bargaining outcomes in the two countries.     

Mediation of artefacts,tools and technical objects: an international and french perspective

In this article we present a review of literature on the concept of Artefact, Tool and Technical Object in the light of in sociocultural approach. Particular attention is given to present and discuss the French research tradition on the Technical Object and Technological education. The aim is to give a broad perspective to explore the mediation between the individual and their environment.     

论油田技术监测专业人员应具备的综合素质

在简要介绍长庆油田技术监测中心的基本情况和职责及作用的基础上,以适应建设西部大庆需要为出发点,从6个方面系统分析论述了油田技术监测专业人员应具备的综合素质。     

提升高校图书馆员素质的思考

文章指出了提升高校图书馆员素质的紧迫性,分析了高校图书馆员应具备的素质,并提出提升高校图书馆员素质的途径。     

Effectiveness in marketing planning

This paper is concerned with the assessment of effectiveness, despite the problems involved in its determination. The conventional approach to assessment is considered first. This is based upon a determination of the success of the planning in achieving its objectives. However, the problem here is that it does not consider the actual nature of the planning. A multidimensional approach is then considered, which attempts to overcome this problem, by measuring effectiveness within the planning system. The paper concludes that there are two types of effectiveness to be measured. However, although it recognizes the value of the conventional approach, the multidimensional approach is only seen to be useful in being an indicator to certain factors.