Here is the synopsis of our sample research paper on The Development of Labor Relations and Collective Bargaining in the United States
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Essay / Research Paper Abstract
This is a 10 page paper discussing the development of labor relations and collective bargaining in the United States. Collective bargaining was made possible by progressive labor relation acts which were passed beginning in the 1930s. These acts allowed for employees to bargain with their employers in regards to work conditions, job security and discrimination issues without fear of persecution by the employer, previously unheard of. With the development of the National Labor Relations Act (1935), the Taft-Hartley Act (1947), and the Landrum-Griffin Act (1959), employees were given more and more legislated support in regards to negotiations and employee rights in addition to seeing a large increase in the number of labor unions formed. After a slight downturn in the economy in the 1970s, management and the federal government were interested in an increase in employee participation in increased production and ideas in order to compete on a national and global scale. The Collective Bargaining Forum was formed in 1984 to allow unions and management to formulate guidelines which would facilitate the collective bargaining processes for the betterment of the companies overall through cooperation between the two groups. Collective bargaining was well maintained for several decades before the recent development of more aggressive negotiations which have resulted in unions threatening strikes during negotiations while management has returned with threats of replacement workers and plant closings. Critics believe that in order to overcome another downturn in the economy and the loss of the momentum of competition, the cooperative spirit which founded the initial collective bargaining agreements must be rediscovered for the betterment of all concerned.
Bibliography lists 10 sources.
Page Count:
10 pages (~225 words per page)
File: D0_TJLaRel1.rtf
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Unformatted sample text from the term paper:
to bargain with their employers in regards to work conditions, job security and discrimination issues without fear of persecution by the employer, previously unheard of. With the development of the
National Labor Relations Act (1935), the Taft-Hartley Act (1947), and the Landrum-Griffin Act (1959), employees were given more and more legislated support in regards to negotiations and employee rights in
addition to seeing a large increase in the number of labor unions formed. After a slight downturn in the economy in the 1970s, management and the federal government were interested
in an increase in employee participation in increased production and ideas in order to compete on a national and global scale. The Collective Bargaining Forum was formed in 1984 to
allow unions and management to formulate guidelines which would facilitate the collective bargaining processes for the betterment of the companies overall through cooperation between the two groups. Collective bargaining was
well maintained for several decades before the recent development of more aggressive negotiations which have resulted in unions threatening strikes during negotiations while management has returned with threats of replacement
workers and plant closings. Critics believe that in order to overcome another downturn in the economy and the loss of the momentum of competition, the cooperative spirit which founded the
initial collective bargaining agreements must be rediscovered for the betterment of all concerned. II. History of the Movement a.) Prior to the Formation of Labor Acts
One of the most effective ways to examine the development of labor relations and the collective bargaining process within employee groups in the United States is by
discussing when the various labor acts were passed and what advances occurred because of the development of the acts. During the late 1800s, several small employee groups were formed in
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