Daily Kennebec journal. [microfilm reel] (Augusta, Me.) 1870-1975, 1914-01-21
Preparing for
Strike Prevention.

1t Is far easier to prevent a strike
than to settle one. A bonfire may be
extinguished with a pail of water,
but allow 1t to obtain Roadway and
it may quickly tax the resources of a
city fire department. So with dis
agreements between employer and
employed. Before a strike has been
dclared and class passion aroused, it
is often possible for tactful, disin-
terested, and experienced man, able
to absorb the psychology of the sit
uation, to assist in removing the
dispute with but slight effort and
thus avert the strike altogether.
More attention should, therefore,
be paid to strike prevention. Official
machinery, both State and national,
for industrial mediation is still I'M
developed and inadequate, and the eff
forts of individuals in this direction
are but occasional and far from be-
ing efficient. Attention, as rule, is
directed to labor controversy only
after a strike has actually been de-
clared, and interest is aroused only
when there is danger of interference
with the comfort and welfare of the
public. The strike having been de-
clared and publicity having been CIV
en- to it, offers of the service of me-
diators come from many quarters.
There is, however, less actual need
for their help at this stage than be-
fore the dispute has reached the
point of open breach.
In most cases Of industrial dispute,
the strained relations existing be-
tween the parties concerned cause
both to refrain from any action in the
direction of Cancellation. Such a move
on the part of either might be con-
strued by the other as a sign of weak
ness. This is the proper moment for
the intervention of a mediator or me-
diators in whom both sides have con-
fidence. Ii may be that neither side
has quite considered the possible con-
sequences of the impending struggle
The employers may not appreciate the
great staying power of the strikers
when they are once aroused, while The
employed, on their part, may not have
fully weighed the loss of them in wages
and the permanent injury that may re-
suit to the industry from a long strike
with it's tendency to throw trade into
ciliator, having opened the way fol
consultation, first makes these matters
clear to both sides in separate confer
ences. He then tries to bring about 8
Joint conference between the two part
les or their representatives.
A great deal of art is often required
to accomplish this. The employers fire.
quently refuse to meet representative:
of their workers, particularly If these
men are not their own employees
"'What?" says the employer. Nee
the trouble makers? My employee:
are contented and loyal. if there are {
few discontinued ones, they may
+ leave" Then the employees, at times
may also decline to meet the pig
headed" employers. We've. made oul
demands" they exclaim. Its that, OF
nothing Well teach the boss a les
SON." The mediator, having carefully
weighed both sides of the case, mus
use considerable diplomacy to over
come these objections in order TO orlnt
about the much to-be desired confer
enee. In these delicate situations Wher'
| conference has been declined, one maj
cannot always influence botn sloes
Two mediators are then required, on
in good standing with the employers
and one having the confidence OF th'
workers. These two men must als'
have full faith in each other and pull
together like a good team.
One reason why outsiders are not US
ually welcome when they offer their ser
vices as conciliators in labor DISPUTE
Ia that both parties fear bunging. al
amateur conciliator is quick to give al
vice and equally eager to rush into prin
and impress his advice upon the public
These two actions are the very ones Il
be avoided A concilator should be yer!
slow to give advice and should neve
independently go into print either Ii
strike prevention or during a strike
Both sides should agree in advance upoI
any press statement that is to be givei
out.
Further a conciliator, as such, should
not be a faddist. He should not attemp
to exploit one or another pet policy. Th'
conciliator has but one function and tina
is to study both sides of controversy
and strive to bring about an understand
ing between the disputants. He may
personally be a believer in one or an
other theory; but when he is acting as
conciliator his own personal views shoulc
be entirely submerged and he should
work along the lines of least resistance
striving to bring about such an agree
ment as will appear to be logical out
come of the particular situation.
There is no panacea for the settlement
of all industrial disputes. No two cases
are alike Each situation must be stud
led individually and treated according
to its special phases. He who can pre-
vent a strike is doing a service the value
of which is far beyond computation. In
our progress toward better conditions we
should endeavor to avoid losses through
friction by the substitution of friendly
cooperation New York, Massachusetts,
and a few other states, have made a
good beginning; but the time has come
for our people to recognize the pressing
need of adequate and efficient machinery
for the prevention of strikes, and settle
ments wherever the incipient stage
been passed.
Individual concliators cannot properly
meet this need; there shoul be more
regular and official instruments for in
vestigation, mediation and arbitration.
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