Revija za sociologiju, Vol. 1 No. 1, 1971.
Izvorni znanstveni članak
Management of Industrial Conflict under the Self-Management System
Josip Županov
Sažetak
In this paper an attempt is made by the author to assess whether the Self-management Industrial Relations System defined institutionally as a non-conflict pattern has the potentiality to regulate the industrial conflict undoubtedly existing in Yugoslav enterprises; and whether it is in its potentiality for conflict management matched to the American system of industrial relations based on the collective bargaining.
Comparative theoretical analysis of the two systems on a number of major dimensions leads to the conclusion that the self-management system is inferior in regard to the potentialities for conflict management than Collective bargaining. This conclusion is even more valid if the great discrepancies between the real self-management organizations and the self-management pattern are taken into consideration. But, the available evidence on strikes in Yugoslavia during the last decade lends no support to such theoretical expectations. It is evident that some forms of conflict management do exist, although the institutional pattern has no built-in mechanisms of regulations at the level of manifest functions.
In an attempt to explain the variance between the real course of the industrial conflicts and the theoretical expectations, the author formulates the main hypothesis: the self-management institutional pattern regulates the conflict on the level of latent functions. This central hypothesis is further elaborated into six particular hypotheses issuing form the specific properties of the self-management institutional pattern. These properties are: lack of legitimacy of managerial power and insecurity of managers’ status, »political management«, insufficient revindicative orientation of syndicate, co-option of the potential worker leaders into management and the horizontal principle of organization.
Examining the efficiency of conflict management at the level of latent functions the author points out some important qualifications: (1) possibility of the omission of catharsis effects after the strike, (2) such a "type of regulation does not lead to the systematic resolving of problems which are at the root of the conflict, (3) conflict management at the level of latent functions does not involve conflict resolving directly at the Working places.
In accordance with these qualifications the author does not perceive such a type of regulation of conflict as a possible alternative to the institutionalization of conflict in modern industrial society. Nevertheless it has a great significance for the stability and survival of the global social system such as the one existing in Yugoslavia.
Ključne riječi
Hrčak ID:
156639
URI
Datum izdavanja:
31.3.1971.
Posjeta: 875 *