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Letteratura scientifica selezionata sul tema "Bargaining process"

Autore: Grafiati

Pubblicato: 4 giugno 2021

Ultima modifica: 12 febbraio 2022

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Articoli di riviste sul tema "Bargaining process"

Craig, Alton W. J. "The Collective Bargaining Process". Relations industrielles 25, n. 1 (12 aprile 2005): 34–45. http://dx.doi.org/10.7202/028098ar.

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This paper attempts to highlight the parts of the Woods 1 Report dealing with the collective bargaining process. The author discusses how the goals (inputs) of labour and management are converted to outputs via the mechanisms of collective bargaining, and gives his personal opinions on the positions advanced in the Task Force Report. 1. Canadian Industrial Relations, The Report of the Task Force on Labour Relations, Ottawa, the Queen's Printer, 1969. This document will be referred to throughout this paper as the Task Force Report.

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Haruvy, Ernan, Elena Katok e Valery Pavlov. "Bargaining Process and Channel Efficiency". Management Science 66, n. 7 (luglio 2020): 2845–60. http://dx.doi.org/10.1287/mnsc.2019.3360.

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The behavioral literature has demonstrated that the format of supply chain contracts matters even when theoretically it should not and that contracts that in theory coordinate channels fail to do so in laboratory experiments. The existing body of experimental evidence uses an ultimatum bargaining protocol to test analytical models, but there is no reason to think that bargaining in supply chains is in the form of ultimatum offers. We investigate the effect of bargaining on contract performance by extending the bargaining protocol to allow the manufacturer to make concessions. We test coordinating contract with bargaining in the laboratory by comparing wholesale price and the two-part tariff contracts using two different bargaining protocols. We then develop and estimate a statistical model of behavior with bargaining and find that this model organizes our data well. Our main finding is that the contracts that we study are more efficient when participants are allowed to make concessions. The additional channel efficiency is owing to more efficient offers made by manufacturers. The higher channel efficiency primarily benefits the retailer—the weaker party. Our main contribution is the observation that, when testing analytical models of contracts in the laboratory, the way that the bargaining process is implemented, such as the ability to make concessions, has a critical effect on conclusions. This paper was accepted by Vishal Gaur, operations management.

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Ryu, Seung-Jin, e SiDi Wu. "NEGOTIATION PROCESS DESIGN FOR BARGAINING CONTRACT TO ACHIEVE NASH BARGAINING SOLUTION". International Journal of Strategic Management 17, n. 3 (1 dicembre 2017): 69–80. http://dx.doi.org/10.18374/ijsm-17-3.6.

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Lim, Stephen Ghee-Soon, e J. Keith Murnighan. "Phases, Deadlines, and the Bargaining Process". Organizational Behavior and Human Decision Processes 58, n. 2 (maggio 1994): 153–71. http://dx.doi.org/10.1006/obhd.1994.1032.

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PÕLAJEVA, Tatjana. "BUSINESS NEGOTIATIONS: COMMUNICATION IN THE BARGAINING PROCESS". Journal of Business Economics and Management 18, n. 3 (16 giugno 2017): 554–59. http://dx.doi.org/10.3846/16111699.2017.1333525.

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Fogel, Walter A., Jean A. Baderschneider, Richard N. Block e John A. Fossum. "The Collective Bargaining Process: Readings and Analysis." Industrial and Labor Relations Review 38, n. 3 (aprile 1985): 452. http://dx.doi.org/10.2307/2523771.

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Golder, Sona N. "Bargaining Delays in the Government Formation Process". Comparative Political Studies 43, n. 1 (30 luglio 2009): 3–32. http://dx.doi.org/10.1177/0010414009341714.

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Ilsøe, Anna, Andreas Pekarek e Ray Fells. "Partnership under pressure: A process perspective on decentralized bargaining in Danish and Australian manufacturing". European Journal of Industrial Relations 24, n. 1 (2 giugno 2017): 55–71. http://dx.doi.org/10.1177/0959680117708375.

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Decentralization of collective bargaining has become widespread in developed economies, and EU policies have pushed this trend further. We use process-tracing methodology to explore the consequences of decentralization for the reproduction of partnership bargaining relations at company level. We compare two cases of decentralized bargaining in manufacturing, one in Denmark and one in Australia. Agreement-based decentralization seems to offer better process conditions for reproduction of local partnership compared to decentralization regulated by law. This implies that future decentralization measures should be negotiated rather than imposed.

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Rafferty, Felicity. "Equal Pay: The Evolutionary Process 1984-1994". Journal of Industrial Relations 36, n. 4 (dicembre 1994): 451–67. http://dx.doi.org/10.1177/002218569403600401.

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Equal pay in Australia has been implemented with varying degrees of success since the first historic equal pay decision was handed down in 1969. The purpose of this paper is to trace the evolution of the equal pay process in the federal industrial relations sphere, with major emphasis on the period from the mid-1980s to the recent legislation that provides for equal remuneration for work of equal value as a legislative right. The mechanisms for processing equal pay are exam ined, drawing on the experience gained from various cases in which implementa tion of equal pay was the goal. Emphasis is given to recent experience in the Family Court Counsellors Case to illustrate the impact of enterprise bargaining on the equal pay process. The paper concludes that the equal pay process has developed greater objectivity over time, thereby enhancing the flexibility of the Australian Industrial Relations Commission's work value principle for the pur poses of evaluating work in feminized occupations. The conclusion is also reached that enterprise bargaining, which is known to disadvantage women, has also been the catalystfor equal pay as a legislative right—although the value of that right in an enterprise bargaining environment is questioned.

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Sloan, Judith. "The Economic Implications of Enterprise Bargaining". Economic and Labour Relations Review 4, n. 1 (giugno 1993): 27–49. http://dx.doi.org/10.1177/103530469300400102.

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The economic implications of enterprise bargaining depend critically on the precise version of enterprise bargaining being contemplated. One version sees enterprise bargaining as an add-on process, with the existing bank of awards retained, and trade unions playing a central and protected role. Another version sees enterprise bargaining as an holistic process, wherein all terms and conditions of employment can be negotiated subject to some minimum conditions. Trade unions may play some role, but not to the exclusion of other bargaining agents. Add-on enterprise bargaining may have only a small impact on productivity; there is a danger that wage (and price) inflation could increase; and the impact on employment is uncertain. Holistic enterprise bargaining is likely to have a more substantial impact on productivity; is unlikely to lead to inflation; and employment growth should be boosted. However, power-reducing policies and the abolition of awards are necessary correlates of holistic enterprise bargaining.

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Tesi sul tema "Bargaining process"

Briggs, Harry Allen. "The Illinois superintendent's role in the collective bargaining process /". Available to subscribers only, 2008. http://proquest.umi.com/pqdweb?did=1559855691&sid=9&Fmt=2&clientId=1509&RQT=309&VName=PQD.

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Thesis (Ph.D.)--Southern Illinois University Carbondale, 2008.
"Department of Education Administration and Higher Education." Includes bibliographical references (p. 156-166). Also available online.

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Ewell, William Henry Carsey Thomas M. "Partisanship, inter-institutional bargaining, and the appropriations process in American government". Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2009. http://dc.lib.unc.edu/u?/etd,2283.

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Thesis (Ph. D.)--University of North Carolina at Chapel Hill, 2009.
Title from electronic title page (viewed Jun. 26, 2009). "... in partial fulfillment of the requirements of the degree of Doctor of Philosophy in the Department of Political Science." Discipline: Political Science; Department/School: Political Science.

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Williams, Sean Phillip. "The Power of Footdragging: Bargaining and Delay in the Federal Confirmations Process". Columbus, Ohio : Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1204639921.

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Magar, Eric. "Bully pulpits : posturing, bargaining, and polarization in the legislative process of the Americas /". Diss., Connect to a 24 p. preview or request complete full text in PDF format. Access restricted to UC IP addresses, 2001. http://wwwlib.umi.com/cr/ucsd/fullcit?p3026372.

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Butjie, Boitumelo Cordelia. "The effect of the Marikana events on the collective bargaining process in South Africa". Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/9239.

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The basic structures of collective bargaining in South Africa have evolved since industrialisation, through the Wiehahn-Commission era until the Farlam one and beyond, resulting in a number of legislative changes from 1924 to 2014. While dealing with collective bargaining, it is not possible to divorce the powerful history of mining from the South African story, from the diamond fields in Kimberley to the discovery of gold on the Witwatersrand in 1886, where the mine employees’ focused on cheap, unskilled labour and migrant system in the 1900s to the tragic events at Marikana in 2012. In the advent of the industry revolution, employment relationships changed as competitive demands placed a great need for advancing economic developments which are often expressed through collective-bargaining. The objective of collective bargaining is to arrive at an agreement between the employer and employees to determine mutually beneficial terms and conditions of employment such agreement may prohibit unions to embark on an industrial action for as long as it is in place. Strikes became important during the Industrial Revolution, when many worked in factories and mines. Often when employees’ demands are not met, they resort to strike action. Strike action is when a number of employees stop rendering their service in protest to express their grievances. These strikes are usually led by labour unions to get better pay, working hours or working conditions during collective bargaining as a last resort. While trade union leadership fails to advance employees’ cause, employees resort to informal alternative structures to negotiate on their behalf. South Africans have a tradition of taking to the streets in protest when unhappy about issues and this tradition did not spring up during the apartheid era but has been around from as early as 1922 to date. Protests in South Africa today draw from past repertoires and at the same time push for new political practices and directions. Strikes are often used to: Pressure governments to change its policies like in the Rand Revolt; Strikes can destabilise the rule of a particular political party like a series of strikes by blacks in the 1970s and 1980s including the 1973 Durban dockworkers and the 1987 miners’ strikes; Strikes are often part of a broader social movement taking the form of a campaign of civil resistance like Treatment Action Campaign and community struggles such Abahlali Base Mjondolo. On the strike issues in South Africa, the researcher draws from the terrible incident that transpired in August 2012 at Lonmin Mine-Marikana and how it has affected the collective bargaining landscape in South Africa. The first real and significant labour unrest, the Witwatersrand miner strike rocked South Africa to the core in 1922 and in 2012, ninety years later the violent strike by the Rock Operational Drillers at Lonmin following the Marikana massacre and as such did not enjoy statutory protection under the LRA because was classified as wildcat strike. Normally, a wildcat strike constitutes a violation of a collective bargaining agreement in place and as such is not protected unless a union joins it and ratifies the protest. The union may, however, discipline its members for participating in a wildcat strike and impose fines. Among other things miners mainly demanded a wage increment of R12500 per month. The fight between AMCU and NUM for organisational rights also found its way into the equation. A strike wave, not only linked to the mining sector, made 2012 the most protest filled year since the end of apartheid, rolled out across South Africa, closing some industrial operations and crippling others. Commentators argue that the strike wave emerged from a landscape of extreme inequality and poverty, made intolerable by the additional financial burdens arising from the migrant labour system. These factors influenced the industrial action and institutions of collective bargaining comprising of both company and union structures and processes, were found wanting in their ability to address the root causes of the crisis. The post-Marikana strike wave made a mark in the workers struggle movement as it drew in thousands of workers to join AMCU and at the same time weakening NUM, the then majority union. The strike led to the rise and growth of AMCU which was seen by miners as the driver for change. The 2012 strike wave and the Marikana massacre not only changed the balance of forces on the ground against the NUM, but also generated divisions within COSATU. The divisions were between those who decided to remain deaf to the workers’ call for transformation and those who had already realised that a decisive turn in economic policy was needed to avoid a social, economic and political crisis. In the aftermath of the strike, a number community struggles increased as 2012 began and on the other side, a number of splinter groups from COSATU mushroomed which was hobbled by in fights. NUM’s collapse is indeed part of a series of recent failures for COSATU.

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Akiri, Agharuwhe Anthony 1950. "A Quasi-Experimental Study of Behavior in the Professional Negotiation Process: An Analysis of the Nigerian Setting". Thesis, North Texas State University, 1986. https://digital.library.unt.edu/ark:/67531/metadc331910/.

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The problem investigated by this study was that of understanding types of behaviors exhibited by participants in negotiations processes and impact of behaviors on collective bargaining in Nigeria. The study's three purposes were to describe the nature and extent of interpersonal conflict that occurs in collective bargaining, to determine the consequences that stem from such conflict, and to suggest the behaviors and performances during the face-to-face negotiations that should exist to enhance labor-management relations in Nigerian public education. This study examined behavior in negotiations by using simulation, i.e., a quasiexperimental method. Four outcomes of negotiations--time required to reach agreement, terms of agreements, verbal behavior exhibited during negotiations, and satisfaction derived by negotiators in negotiations—were examined.

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Ahlston, Maria. "Liberal norms in a Chinese policy process : the case of collective bargaining in Guangdong province". Thesis, University of Bristol, 2016. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.707724.

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Chadwick, Patricia Lillian. "Collective bargaining: a process adopted by Oregon's four-year institutions of higher education to support faculty members' participation in institutional governance". PDXScholar, 1985. https://pdxscholar.library.pdx.edu/open_access_etds/457.

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An evaluative research survey involving 694 faculty members with an academic appointment in Oregon's 4-year unionized institutions of higher education was undertaken to determine whether or not collective bargaining has supported faculty rights for participation in institutional governance. Four hypotheses were formulated to study the relationship between the independent variable of collective bargaining and the dependent variable of institutional governance, specific to: (1) professional interest, (2) economic interest, (3) educational policy, and (4) academic and personnel policy. Data received from 486 respondents' questionnaires were used for the Kruskal-Wallis one-way analysis of variance to test the four hypotheses. The four hypotheses of the study were rejected. However, findings of the study suggest that the collective bargaining process is perceived by the respondents in all three unionized institutions as having (1) facilitated their participation in the formal structure and process for institutional decision making and (2) provided for just cause in dismissal and grievance decisions.

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Kauffman, Nancy (Nancy L. ). "The Effects of the Conflict Settlement Process on the Expressed Degree of Organizational Commitment". Thesis, University of North Texas, 1989. https://digital.library.unt.edu/ark:/67531/metadc331265/.

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The purpose of this research was to study the effect of the conflict settlement process on the degree of expressed organizational commitment of employees in a collective bargaining setting. The research was done in a basic industry in northern Alabama. The instrument included the Organizational Commitment Questionnaire (OCQ) developed by Mowday, Porter, and Steers. Demographic variables measured were education, age, and sex. Main effects variables were tenure; union membership; and self-described experience with and feeling toward grievance/arbitration as a category 1 grievant, category 2 grievant, witness, and supervisor. Data were analyzed with hierarchical multiple regression. No statistically significant results were found. Limitations included the economic climate of the region and the industrial relations climate of the company.

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Bourne, Glen Steve. "The arbitration review board: an analysis of its development and impact on the arbitration process in the coal industry". Diss., Virginia Polytechnic Institute and State University, 1987. http://hdl.handle.net/10919/74758.

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The Arbitration Review Board existed in the bituminous coal industry from 1974 to 1981. Established during the 1974 contract negotiations between the Bituminous Coal Operators Association and the United Mine Workers of America, the ARB represented an effort to obtain consistency in arbitration decisions. The ARB operated as an industry appellate board designed to hear appeals of arbitration awards, and the decisions of the ARB were contractually mandated as industry precedents requiring arbitrator compliance. Although the parties terminated the ARB in 1981, they have continued to incorporate the precedent decisions in subsequent contracts. This study utilizes both a qualitative assessment and an empirical analysis of arbitration decisions to determine the impact of the ARB on the arbitration process in the coal industry. Structured interviews were conducted with former ARB members, arbitrators, management representatives, and union representatives to gather information with which to construct a complete historical perspective of the ARB's inception, operation, and termination. A total of 44 individuals were interviewed. The empirical assessment involved a content analysis of 300 arbitration decisions to determine the extent to which arbitrators have adhered to the ARB precedents. Conclusions of the research suggest that the ARB has had a profound impact on coal industry arbitration. Arbitrators increasingly adhered to ARB decisions during its existence, and have continued to exhibit a high degree of adherence following the ARB's termination. The difficulties encountered in implementing the ARB and the factors contributing to its termination are discussed.
Ph. D.

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Libri sul tema "Bargaining process"

Theories of the bargaining process. New Brunswick: Aldine Transaction, 2007.

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Lim, Stephen Gee-Soon. Phases, deadlines, and the bargaining process. Champaign: University of Illinois at Urbana-Champaign, 1991.

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Itai, Sened, a cura di. Political bargaining: Theory, practice and process. London: SAGE, 2001.

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Fells, R. E. The industrial relations negotiation process. Nedlands, WA: Dept. of Industrial Relations, University of Western Australia, 1985.

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Gyourko, Joseph E. Public sector bargaining and the local budgetary process. Cambridge, MA: National Bureau of Economic Research, 1989.

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Henham, Ralph J. Sentence discounts and the criminal process. Aldershot, Hants, England: Ashgate/Dartmouth, 2001.

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Sauer, Robert L. Labor relations: Structure and process. 2^a ed. New York: Macmillan, 1993.

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Sauer, Robert L. Labor relations: Structure and process. Columbus, Ohio: Merrill Pub. Co., 1987.

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Labor relations: Development, structure, process. New York, NY: McGraw-Hill, 2012.

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Mosley, Paul. Conditionality as bargaining process: Structural-adjustment lending, 1980-86. Princeton, N.J: International Finance Section, Dept. of Economics, Princeton University, 1987.

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Capitoli di libri sul tema "Bargaining process"

Kuon, Bettina. "The Bargaining Process". In Lecture Notes in Economics and Mathematical Systems, 158–80. Berlin, Heidelberg: Springer Berlin Heidelberg, 1994. http://dx.doi.org/10.1007/978-3-642-48777-4_9.

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Peitchinis, Stephen G. "The Collective Bargaining Process". In Issues in Management-Labour Relations in the 1990s, 1–17. London: Palgrave Macmillan UK, 1985. http://dx.doi.org/10.1007/978-1-349-07751-9_1.

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Maynard, Douglas W. "Narratives and Narrative Structure in Plea Bargaining". In Language in the Judicial Process, 65–95. Boston, MA: Springer US, 1990. http://dx.doi.org/10.1007/978-1-4899-3719-3_3.

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Candlin, Christopher N., Yon Maley e Heather Sutch. "Industrial instability and the discourse of enterprise bargaining". In Language, Power and Social Process, 323–50. Berlin, New York: Mouton de Gruyter, 1999. http://dx.doi.org/10.1515/9783110208375.3.323.

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Grimm, William A. "Negotiation Process, Bargaining Area, and Contingent Payments". In The Art of Capital Restructuring, 243–59. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2011. http://dx.doi.org/10.1002/9781118258996.ch14.

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Blyton, Paul, e Peter Turnbull. "Developments in the process and outcomes of collective bargaining". In The Dynamics of Employee Relations, 183–216. London: Macmillan Education UK, 1998. http://dx.doi.org/10.1007/978-1-349-14314-6_7.

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Christiansen, Flemming Juul, e Henrik Jensen. "The role of parliamentary committees and legislative agreements in party bargaining during minority government in Denmark". In Parliamentary Committees in the Policy Process, 61–78. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003106579-4.

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Obelenė, Vaida. "Expert versus Researcher: Ethical Considerations in the Process of Bargaining a Study". In Interviewing Experts, 184–200. London: Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230244276_9.

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Bakir, Caner. "A Southern Multinational and an Emerging European State in an Entry Bargaining Process". In The Emergence of Southern Multinationals, 342–64. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230306165_19.

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Cutcher-Gershenfeld, Joel. "8. How Process Matters: A Five-Phase Model for Examining Interest-Based Bargaining". In Negotiations and Change, a cura di Thomas A. Kochan e David B. Lipsky, 141–60. Ithaca, NY: Cornell University Press, 2019. http://dx.doi.org/10.7591/9781501731686-010.

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Atti di convegni sul tema "Bargaining process"

Manab, Siti Nuramani binti Abdul. "Plea Bargaining Process In Malaysia". In ILC 2017 - 9th UUM International Legal Conference. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.12.03.25.

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"REAL ESTATE BROKERAGE AND BARGAINING PROCESS : AN EXPERIMENTAL ANALYSIS". In 7th European Real Estate Society Conference: ERES Conference 2000. ERES, 2000. http://dx.doi.org/10.15396/eres2000_086.

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Mažeikienė, Aistė, Kęstutis Peleckis e Valentina Peleckienė. "Business Negotiations and Business Meetings: Communication in the Bargaining Process". In The 7th International Scientific Conference "Business and Management 2012". Vilnius, Lithuania: Vilnius Gediminas Technical University Publishing House Technika, 2012. http://dx.doi.org/10.3846/bm.2012.089.

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Nie, Jianming, Wenxue Lu e Xuejiao Liu. "Research of the Bargaining Process in Construction Claim with Discount Factor". In 2009 International Conference on Management and Service Science (MASS). IEEE, 2009. http://dx.doi.org/10.1109/icmss.2009.5305111.

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Zheng, Coco. "The influence of information structure on the transforming process of bargaining power: Based on game experiment". In 2011 International Conference on E-Business and E-Government (ICEE). IEEE, 2011. http://dx.doi.org/10.1109/icebeg.2011.5886981.

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Peleckis, Kęstutis, Valentina Peleckienė, Bahman Peyravi e Edita Leonavičienė. "Competition assessment in business negotiations under distorting market conditions". In 11th International Scientific Conference „Business and Management 2020“. VGTU Technika, 2020. http://dx.doi.org/10.3846/bm.2020.509.

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The competition assessment process provides an analytical framework for business negotiation entities to mitigate, or avoid potential competition problems. It helps to identify possible alternatives that may reduce, or eliminate potential harm to competition. Limiting the number of business negotiation enti-ties leads to the risk that market power will be created and competitive rivalry will be reduced. The aim of the article is to analyze the theory and practice of developing and implementing business negotiation strat-egies in a complex way, also to evaluate the level of competition in distorting market conditions. The ob-ject of the study is to strike a balance at the level of competition in business negotiations, under distorting market conditions. The scientific problem is that bargaining theory lacks tools to assess and balance the level of competition between participants in market conditions that distort competition.

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Song, Yingzhao, Bo Zhang e Meng Li. "Bargaining and Proceeds Analysis on Human Capital Investment of Public Organization". In 2010 International Conference on Challenges in Environmental Science and Computer Engineering. IEEE, 2010. http://dx.doi.org/10.1109/cesce.2010.154.

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Rapporti di organizzazioni sul tema "Bargaining process"

Gyourko, Joseph, e Joseph Tracy. Public Sector Bargaining and the Local Budgetary Process. Cambridge, MA: National Bureau of Economic Research, marzo 1989. http://dx.doi.org/10.3386/w2915.

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Haney, Martin. Public sector collective bargaining and impasse resolution: an analysis of the Oregon fact-finding process. Portland State University Library, gennaio 2000. http://dx.doi.org/10.15760/etd.836.

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Chadwick, Patricia. Collective bargaining: a process adopted by Oregon's four-year institutions of higher education to support faculty members' participation in institutional governance. Portland State University Library, gennaio 2000. http://dx.doi.org/10.15760/etd.457.

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