Employee Labor Relations: Impasse Procedure Plan - Course Name

This assignment analyzes an employee labor relations impasse procedure plan, focusing on how it's presented and sold to unions. The plan emphasizes two key features: third-party dispute resolution and the right to strike. The third-party dispute resolution is designed to reduce bias and build trust, which can influence union decisions. However, the assignment acknowledges that third-party processes can be lengthy. The plan also highlights the worker's right to strike if management doesn't address their concerns. Overall, the assignment explores how these features are leveraged to persuade unions to adopt the plan, aiming to improve labor-management relations. References are included to support the analysis.

EMPLOYEE LABOR RELATION
DISCUSSION QUESTION

Argument used to sell the plan
The impasse procedure plan has been prepared as per the instruction of state legislature.
The respective plan can be used by number of parties such as trade union and company etc.
However, with an aim to sell the respective plan to the interested parties, number of tactics will
be used (Khoreva, Vaiman & Van Zalk, 2017). In accordance with the given context, it can be
said that the plan will be sold to the union by showcasing the benefits of implementing the same.
In accordance with the given context, different features of the plan will be shown to the parties.
Thus, it is through this way only they will be influenced with regard to purchase the specific plan
in an effectual manner.
Herein, it will be said that the plan will possess a third party dispute resolution procedure.
This means that an individual who does not belong to the group of the disputed party will take a
decision in the given plan. The given thing will influence the union with regard to purchase the
respective plan. This is due to the fact that due to the involvement of third-party biasness in
taking the decision will be reduced. Thus, the union people will also have the confidence that the
person will not do any kind of injustice to them. Thus, it is through this way only the union will
give their positive consent in relation to the plan. However, it has been argued that third-party
dispute resolution procedure is good but it involves a very lengthy process with an aim to resolve
the doubt that an individual will have about their work (Obushenkova, Plester & Haworth, 2018).
Thus, the given thing could create a problem in the process of selling the respective plan to other
individuals.
Besides this, the plan will be sold through its worker strike-related feature. Here, it will
be told to the union that as per given plan workers can go on for the strike in the situation if
management is not showcasing any concern with respect to their discontentment. Overall, it can
be said that it is with the help of these two major points only the formulated plan will be sold to
the union in an effectual manner.
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References
Khoreva, V., Vaiman, V., & Van Zalk, M. (2017). Talent management practice effectiveness:
investigating employee perspective. Employee Relations, 39(1), 19-33.
Obushenkova, E., Plester, B., & Haworth, N. (2018). Manager-employee psychological
contracts: enter the smartphone. Employee Relations, 40(2), 193-207.
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