Case A: Texaco Provides Labor-Management Training

Mike Leonard works at Texaco, Inc., where a significant reorganization has recently taken place. A large number of employees took reassignments, some even in other parts of the world. The numerous changes that have been made in the operations of this oil and gas giant have created the need for more training, especially labor-management relations training for supervisors.

Mike is the director of labor relations and has helped to develop and administer the policies of the organization. He is particularly adept at warding off and defusing employee grievances as well as negotiating contracts that will benefit management and employees alike. He frequently gives workshops to unit supervisors about changes in labor legislation, about how such laws affect Texaco's employees and company officials, and about promoting effective labor-management relations for the good of the organization.

In less than a month, Mike will begin a training session for several new Texaco supervisors. Mike has provided each supervisor with the basic labor relations policies and procedures manuals for the company. Janet, Tom, and Ginny are three Texaco supervisors who will receive training. Each has recently been promoted from within the company. They all have several common concerns, two of which are the increased concern by company officials with raising productivity and promoting an atmosphere to avoid employee grievances.

Write a minimum 2-3 page paper that explains your thoughts and ideas on each of the following questions:

1. What do these new supervisors need to know about labor relations and the collective bargaining process?

2. Describe the various roles a supervisor may have in labor matters (such as organizing drives, negotiations, contract administration, and so on).