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Essay / Research Paper Abstract
A 7 page paper abstracting an article and a book chapter describing two large companies’ approach to negotiating with employees with the aim of improving conditions for each side. Federal Express and Chubb Group took very different approaches to negotiating solutions to problem areas in employee relations, but each operated within the framework presented in “Getting to Yes,” and each arrived at solutions acceptable both to managers and employees. Bibliography lists 3 sources.
Page Count:
7 pages (~225 words per page)
File: CC6_KShrmNegoti.rtf
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Unformatted sample text from the term paper:
are the Henry Ford days in which the autocratic, unyielding leader or company can rise to the top of its industry. Todays organizations are more in need than ever
for competence in communication and negotiation abilities in labor relations. In this age of hypercompetitiveness, management attention needs to be on building the bottom line rather than fighting employee
fires. Chubb Group and Federal Express provide example of two approaches that ultimately achieve the same end. "The Business Argument for Flexibility"
The Chubb Group sought to investigate employees true needs in response to lower productivity and high turnover rates. The company then related results to the needs of the
company and took concrete steps to attain meeting those joint needs while simultaneously boosting the motivation levels of its employees. Family concerns account
for a significant percentage of organizational turnover, as evidenced by a work-family needs analysis conducted at the Chubb Group of Insurance Companies in 1991. The analysis "determined that of
7,800 U.S. employees, 60 percent were in dual-career families. About 50 percent had child- or eldercare responsibilities and another 20 percent anticipated having such responsibilities within three years.
Almost one-third of employees who left the company thought their decision would help them balance their work and family lives" (Graham, 1996; p. 104). The Chubb Group applied the
outcome of past history to future forecasting: "the analysis raised concerns about Chubbs ability to recruit and retain high-performing employees and thereby continue to progress toward its goal of
being an employer of choice" (Graham, 1996; p. 104). Additional concerns were with those employees facing the same life challenges but chose to
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