Changing Relations between Labor Management. Management Essay

Changing Relations between Labor Management
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Changing Relations between Labor Management
Introduction
Labor and management relations have always remained dynamic. Labor relations have evolved in response to economic changes and emerging needs. This paper will answer explore questions on Kochan's argument, Rubenstein's value-adding unionism, and Heckscher's association's unionism.
Fundamental Changes in the U.S since World War II according to Kochan
Labor and management relations underwent critical metamorphosis after World War II in the U.S. The end of world war marked prominence if labor unions; these unions represented more than half of the U.S workforce (Kochan, Katz & McKersie, 2018). The economy witnessed maturation and rise of the system that modulated the collective bargaining agreements between the employers and employees' unions. The system that took control of the unions' relations lost its firm grip on the affairs of employers and labor unions.
The dynamics in labor and management relations post-World War II had significant effects. Even the non-unionized firms borrowed fundamental strategies and practices that had been integrated into the unionized and organized sector. Kochan has postulated the process; this economic phenomenon is described as 'New Deal industrial relations' (Kochan, Katz & McKersie, 2018). It is characterized by a critical focus on workplace issues, i.e., 'micro' problems such as employees' complaints in unionized setups. It must be noted that there the macro-economic factors have been put into consideration when labor and management relations come into play.
Rubenstein's Value-Adding Unionism and Heckscher's Association's Unionism Arguments
The U.S has witnessed a d...