The Washburn leader. [volume] (Washburn, McLean County, N.D.) 1890-1986, 1913-12-26
CURE FOR STRIKES
The Gentle Art of Industrial Con.
citation.
FOR INTERcEssIoN.
The Crucial Time For Intervention 10
When Both Parties Are Determined
to Mako No Move That Might Show
Weakness-Managing a Conference.

the strained relations existing etWCeli
the parties concerned cause both to re-
frain from auy action in the direction
of Cancellation. Such Il move on the
part Of either might be construed by
the other us a sign of weakness. This
is the proper moment for the intervcn
ton of a mediator or mediators in
whom both sides have confidence. Ii
may be that neither side has quite
considered the possible consequences
Of the impending struggle. The en-
ployers may not appreciate the great
staying power of the strikers when
they are once aroused, while the en-
ploycd on their part may not have fui-
~ weighed the loss to them in wages
and the permanent injury that may
result to the industry from Il long
strike. with its tendency to throw
trade into competing markets. The
trained conciliator. having opened the
way for consultation. first makes these
matters clear to both sides In separate
conferences. He then tries to bring
about a joint conference between the
two parties or their representatives.
A great deal Of art Is often required
to accomplish this. The employers
frequently refuse to meet representa-
lives of their workers. Then employees
at times may also decline to meet the
pig headed" employers. We've made
our demands" they exclaim. Its
that or nothing. Well teach the boss
a lesson The mediator. having care
fully weighed both sides Of the case.
must use considerable diplomacy to
overcome these objections in order to
bring about the much to be desired
| conference. In these delicate situa-
! lions where conference has been de-
| clined one man cannot always infu-
ence both sides. Two mediators are
| then required. n in good standing
with the employers and one having the
| confidence OF the workers. These two
men must also have full faith in each
other and pull together IKE a good
team.
The employer. however. may fear
| lu1l liz SueSSoSNN "A' ~
| construed as 'recognitiOn'' of the un-
ion. (Such Il distinction may seem like
| child's play. but many a strike has
been prevented by intelligent appre-
| citation of Just such fine distinctions
as this.I In that case an informal
! gathering Of IL nature that precludes
| recognition may be arranged. The
-Vo.. -,1~1.. o,,A g. ol,o,,< <l,o fo11Orr,{nr
way: The conciliator. who must be a
| disinterested person having the m
| ployers' confidence. asks the employers
to appoint Il committee to meet him
on neutral ground, Employers threat
| ened with strik" will usually accept
such an invitation. The c"nciliator
then suggests that. without rcc,gni-
ton. Representatives Of the "nployed
may bc present at the meeting. AS
fthere is ~ prospect nf thus preventing
! the threatened strike. the employers
| usually raise no objection. II objec-
ton is made. however. the suggestion
is withdrawn and an alternate propO-
sition is made by the conriliator-
namely. that the representatives Of the
workers should not be present mt the
| conference. but convene in Az adioin'
ing room This remove wen the sem
blance of recognition and yet gives al
most as great IN opportunity for
bringing about in agreement.
Should 1t be feasible to secur direct
conference between the parties the
course is naturally simpler and more
quickly effective. In this case they
are duly gathered together in n
room One Of the cOnciIintors assumes
the craftsmanship and proceeds to
make a simple statement of the sitna-
ton in Il fair aud friendl.; way in Or
der to relieve the tension and estab-
lisb a favorable atmosphere for con
ciliation Ht. lie careful % free both
sides from any responsibility 10 bring
Ing about the conference and explains
thar no statements made during the
meeting will be used against either
purity.
The facts Of the case are then care
fully ELECTED for the purpose Of arriv-
ing at an exact understanding of the
differences that exist. Each difficulty
il trnced t. its source. There may be
a misunderstanding that was caused
by q false impression or by some state
ment Of q foreman or possibly by q
placard or letter of some sort. There
should be 81 sustained effort to elm
mate all such Observation-Disclosures and
reduce differences to q minimum. 1t
will often happen that great tact and
patience are required to continue the
conference In session at times when
matters come to q deadlock. The 81.
ercise Of ingenuity will In most cases
dissolve such deadlocks.
Even in cases where conferences
hnve apparently failed and strikes
have been declnred 1t has later devel-
cppd that the explanations brought
about through the discussions In the
conferences have had the valuable ef-
feet ~ minimizing differences and ere
ntinx a basis for an earlier settlement
fhan would otherwise have been pos
xihle. The Onn0rfunify CREATED ~ The