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International Management - Rodchenko VV

Labor disputes and mediation

thought-out system to avoid strikes and conflicts created in manufacturing in Sweden. In the event of a conflict legislation gives the possibility for negotiations. If unsuccessful preliminary talks official strike may be announced no earlier than one week after the warning. This week is given for efforts to avoid conflict, and at this stage of negotiations between the conflicting workers and mediator appointed by the leadership (or a group of intermediaries).

The right of trade unions to resort to strike is limited. So, if the signed contract is already in force, it is impossible to strike a conflict associated with it. The strike of solidarity with illegal means is prohibited altogether.

In the 60's - early 70-ies of XX century. Swedish labor market was much more strikes, lock-outs, and so on. n., than at present. Therefore, in 70 years was carried out reform of the production management system, the main aim of which was to connect ordinary workers of enterprises to manage the process.

The participation of workers in management of production was one of the most difficult on the Swedish labor market in those years. Many changes occurred in the management level, the company owning the property.

Participation on the shop floor are among the main goals of the reform - to increase employee influence on its position in the industry. Companies and the government have shown great interest in the new systems of work organization. Some companies, such as "Volvo" and "Saab-Scania", attracted attention for his attempts to improve the design of production and working conditions. Large plants were divided into small independent working area, and many of the powers have been delegated to lower level managers and masters.

Participation of employees at the company level in Sweden takes place exclusively through the trade unions. At this level of representation of trade unions in advisory bodies firms started with the signing in 1916, the Association of Swedish entrepreneurs agreements with the Central Association of Swedish trade unions and employees of the Central Association of Trade Unions. These agreements were replaced in force since 1977, the law "On joint decisions in labor relations", according to which the local unions may appoint representatives of employees in the private offices of the company's board of directors with the number of employees is not less than 25 people. They are entitled to two seats on the board of directors and two alternates place. In companies employing a thousand people or more, operating in various sectors of the economy, workers can appoint three board members and three alternates.

However, these representatives of labor collectives can never be a majority. They have the same rights and responsibilities as the other board members, but on some issues where the interests of the company and the unions differ (for example, labor conflicts), they should not participate in the discussions on the board. Trade unions and employers that violate the law "On joint decisions in labor relations", punished by the court. The law applies everywhere, where busy at least one union member.

Thus, in Sweden there is a fairly organized trade union movement (it is estimated the world's experts, the Swedish trade unions - one of the most active in the world). Through them, workers can actively influence the process of decision making by senior management, which leads to avoiding the emergence of conflict situations in the enterprise. Each employee has a high social status, which is associated with awareness of the top management of the need to achieve the objectives of the enterprise.