A Strategy for Management Control in Industrial Relations

In the modern business corporation the days will soon be forgotten when labour was laid off at a moment’s notice or a worker sacked at the whim of a foreman, or when the management prerogative meant largely unfettered decision-making. Few are likely to regret the passing of such times. A more sophisticated, largely hidden system of control based on the encouragement of collective bargaining and participation will form the basis of the corporation’s industrial relations strategy. The limitations on management power and authority imposed in the 1970s will be accepted as an inevitable part of the business environment. The legal rights of the individual from recruitment to termination of employment will be applied without question and many companies will have schemes in excess of the statutory requirements. Trade union rights to recognition for bargaining purposes will be irrelevant as unions will already be recognised, facilities for unions at the place of work will be extensive and information will readily be disclosed for both bargaining and consultative purposes.