An Exp and ed Study of the Grievance Procedure: Problem Creation, Channeling, and Resolution in a Unionized Workplace.

This study examines problem creation and resolution processes, and is an initial effort at modeling the factors that influence managers, union representatives, and workers as they attempt to resolve day-to-day workplace problems using the formal grievance procedure. The favorability of grievance resolution to the grievant is examined empirically using a data base of formal grievances resolved during an 11 year period in three Ford Motor Company manufacturing plants organized by the United Auto Workers. The theory developed in this dissertation places grievance h and ling in the broader context of problem creation and resolution. Problem creation, the selection of the channel used for resolution, and the resolution itself are examined in depth. The key theoretical propositions derived are four-fold: (1) problem creation, channeling, and resolution are dependent on the facts of the situation from which problems arise, (2) problem creation, channeling, and resolution are dependent on the clarity and applicability of rights to the facts of the problem situation, (3) the effects of work and workplace contextual factors on problem creation, channeling, and resolution are independent from the effects of management and union leader behavior, and (4) encompassing all three of the above areas, only certain types of problems are selected for resolution in the formal grievance procedure. The results of the empirical investigations of the determinants of favorable outcomes support the contention that management reacts to the rights and costs associated with problems; costs being both direct out of pocket expenses as well as the costs of maintaining control over the production process and production level. Additionally, it was found that union leaders react to problems based on rights and the political gains to be made. It was also found that workers affect the behavior of both parties in that management and the union respond to the workers' economic and political power. Finally, the higher the clarity of rights governing a grievance, the less the effect of management economic factors, workplace and worker characteristics, and union political factors on the favorability of grievance outcomes.PhDManagementUniversity of Michiganhttp://deepblue.lib.umich.edu/bitstream/2027.42/161287/1/8702792.pd