Research Paper - Management and Business Studies Portal

In addition, I reviewed evidence available on the remaining fourteen cases that I didnot study in detail. Of these, at least four cases appeared to be in great difficulty, twobecause of very troubled negotiations and two because the original employer hasstopped its operations. To be conservative, I assumed as well that one of the otherten remaining cases was also experiencing grave difficulties, leading to an extra fivecases where failure was likely. Thus, in all, I estimated that of the total fortymandatory recognition cases, eight cases (20 per cent) were unlikely to completenegotiations over substantive issues.While negotiations in many of the twenty-six cases that I studied tended to bedifficult, a wide range of bargaining relationships - varying from the robust, to theminimal, to the very bad - emerged. Table 5 below outlines some of the informationobtained about these cases on the bargaining relationship, the size of the bargainingunit, and the current relations among the workers, unions and employers. As can beseen, although in three cases (as mentioned above) unions had poor relationships withemployers, in eleven other cases the unions enjoyed constructive, robust bargainingrelationships, while in the remaining eleven cases unions only had minimal or weakrelationships with employers (one case did not provide sufficient information).9