The Memphis appeal. [volume] (Memphis, Tenn.) 1886-1890, 1886-03-26

would dare to take this position. This
policy, however, may be regarded as
only a temporary phase OF the sltua-
ton. The right Of the workingmen TO
combine and 10 form trades unions is
no less sacred than the right OF the
manufacturer 10 enter into associa-
tions and conferences with his fellows,
and il must be sooner or later conced-
ed. Indeed, il gives one but a poor
opinion OF the American workman II
he permits himself 10 be deprived OF a
right which his fellow in England has
conquered for himself long since. My
experience has been that trades
unions, upon the whole, are beneficial
both to labor and 10 capital. They
certainly educate the workingmen,
and give them truer conception OF
the relations Of capital and labor than
they could otherwise form. The ablest
and best workmen eventually come 10
the front in these organizations; and
il may be laid down as a rule that the
more intelligent the workman the
fewer the contests with employ
ers. II is not the intelli-
gent workman, who knows that labor
without his brother capital is help
less, but the blatant ignorant man,
who regards capital as the natural
enemy OF labor, who does so much to
embitter he relations between en-
ployer and employed; and the
power of this ignorant demagogue
arises chiefly from the lack of proper
organization among the men through
which their real voice can be ex-
pressed. The voice will always be
found in favor of the judicious and in
telligent representative. or course, as
men become intelligent more defer
ence must be paid TO them personally
and to their rights, and even to their
opinions and prejudices; and upon
the whole greater share of profits
must be paid in the day of prosperity
10 the intelligent than 10 the ign rant
workman. He cannot be imposed up
on so readily. On the other hand, he
will be found much reader TO accept
reduced compensation when business
is depressed and it is better in the
long run for capital to be served by
the highest intelligence, and to be
made well aware of the fact that il is
dealing with men who know what is
due TO them, both rs TO treatment and
compensation.
THE OLD PLANTATION ovERsEER sYs-
TEN.
One great source of the trouble be-
tween employers and employed arises
from the fact that the immense estab-
lishments OF to-day, in which alone
we find serious conflicts between
capital and labor, are not managed by
their owners, but by salaries officers,
who cannot possibly have any perma-
nent interest in the welfare of the
workingmen. These officials are
chiefly anXiousto presenta satisfactory
balance-sheet at the end of the year,
that their hundreds of shareholders
may receive the usual dividends, and
that they may, therefore, be secure in
their positions, and be allowed TO man
age the business without unpleasant
interference either by directors or
shareholders II is notable hat bitter
strikes seldom occur in small estab-
lishments where the owner comes
into direct c1ntact with his men, and
knows their qualities, their struggles,
and their aspirations, . Al
though ii may be impractiCable for
presidents of these large corporations
to know the worlSingmen personally,
the manager mt the mills, having a
committee of his best men to present
their suggestions and wishes from
time TO time, can do much to main
tain and strengthenamicable relations
il not interfered with from headquar.
tiers, / therefore recognize in trades.
unions, or, better still, organizations
of the men OF each establishment,
who select representatives 10 speak
for them, a means not of further EN-.
differing the relations between en-
ployer and employed, but of improv-
ing them
now FAR KIND ACTIONS 60.
II is astonishing how small sacri-
flee upon the part of the employer
will sometimes greatly benefit the
men. | remember that ut one of our
meetings with committee it was in.
cidentally remarked by one speaker
that the necessity for obtaining credit
at the stores in the neighborhood was
a grave tax upon the men. An ordi-
/ nary workmen, he said, could not af-
ford to maintain himself and family
for month, and, as he only received
his pay monthly, he was compelled to
obtain credit and to pay cxorbitantly
for everything whereas, if he had
the cash, he could buy ut - per cent.
less. "Well," he said, "why cannot
we overcome that by paying every
two weoks?' The reply was: 1--WE
did not like TO ask it, because we have
always understood that il would
cause much trouble; but, if you do
that, IL will be worth an advance of 8
per cent. in our wages" We have
paid semi-monthly since. Another
speaker happened to say that, al
! though they were in the midst of
coal, the price charged for small lots
delivered at their houses was Ger.
tain sum per bushel. The price named
was double what our best coal was
costing us. How easy for us TO de,
liver to our men such coal as they re.
quired and charged them cost! This
was done without a cents loss TO us
but with much gain to the men. Sew
eral other points similar to these have
arisen by which their labors might
be lighiened or products increased
and others, suggesting changes il
machinery or facilities, which, but
for the conferences referred to, would
have been unthought of by the EN-
ployer, and probably never asked TO
by the men. For these and othe
reasons / attribute the greatest i'm
, portance to an organization of tn
: men, through whose duly electe,
. representatives the managers may b
, kept informed from time to time O
| their grievances and suggestions. N
/. matter how able the manager, tn
4 clever workman can often show hir
: how beneficial changes can be mad
!. in the special branch in which this
o workman labors. Unless the relation
s between manager and workmen 3.
e not only amicable but friendly, III
r owners miss much; nor is any man
$. frst-class manager who has not Il