We have put them on notice that we are prepared to return to traditional bargaining methods and arrangements if need be. Success cannot be built on the back of enmity. I would say that the key to managing a successful human resources strategy is to nurture real partnership, and by that I mean not merely paying it lip service. Employees and managers may not be on the same side on all issues, but, as true partners, we need not be pulling in opposite directions. Very often our goals are the same and, in order to get to the goal, we need to pull together.
Industrial relations has an important effect on the industry performance.
Strikes and industrial conflict historically have received the most attention from the public. However, increasing attention is now directed toward union efforts to influence management decisions through the boardroom, most notably through employee ownership. These efforts are now becoming more common, and are equally dramatic. Management must be prepared to give up its dogmatic attitude to the management process. Management must focus more on managing people - not tasks.