Chapter 1
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| INDUSTRIAL RELATIONS | a broad interdisciplinary field of study that encompasses all aspects of the employment relationship.
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| MANAGEMENT | a term used to refer to the individuals responsible for promoting the goals of employers and their organizations. Encompasses owners and shareholders of an organization, top executives, line managers, and industrial relations and human resource staff prof
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| LABOR | a term used to refer to employees and the unions that represent them.
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| GOVERNMENT | local, state, and federal agencies that carry out legislative and executive duties.
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| MULTIPLE INTEREST | an industrial relations perspective that recognizes the diversity of goals and conflicts across the parties involved in the employment relationship.
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| STRATEGIC LEVEL | the top tier of industrial relations activity that involves both managerial and union strategies and structures. At this level are shaped the goals that exert long-run influences on collective bargaining.
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| FUNCTIONAL LEVEL | the middle tier of industrial relations activity that involves the negotiation and administration of a collective bargaining agreement.
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| WORKPLACE LEVEL | the lower tier of industrial relations activity that involves worker-supervisor relations, employee attitudes, and other shop floor issues.
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| EXTERNAL ENVIRONMENT | the key dimensions (economic, law and public policy, demography, social attitudes, and technology) that set the context for collective bargaining and strongly influence the bargaining process and bargaining outcomes.
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| BARGAINING POWER | the ability of either party (management or labor) to achieve its goals. The parties are affected by the total bargaining power held by labor and management in a particular situation and their respective relative bargaining power.
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| BARGAINING UNITS | the workers or jobs formally covered by a collective bargaining agreement.
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| REPRESENTATION ELECTION | a vote by employees in an election unit to determine whether a union is desired.
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| BARGAINING STRUCTURE | the scope of employees and employers covered or affected by the terms of a collective bargaining agreement, both formal and informal, centralized or decentralized.
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| NEGOTIATIONS PROCESS | the efforts by labor and management to resolve conflicts, typically involving tactics, strategies, and counterstrategies, until they reach a collective bargaining agreement.
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| INTEREST-BASED BARGAINING | a form of integrative bargaining whereby labor and management jointly frame and solve issues in order to reach solutions that provide gains to both sides.
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| IMPASSE RESOLUTION | efforts including arbitration, fact-finding, and mediation that are used to resolve a dispute between labor and management.
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| BARGAINING OUTCOMES | the results of the negotiations process (the rights and obligations of management and labor) codified in the collective bargaining agreement.
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| PATTERN BARGAINING | the imitation of collective bargaining settlements by parties not directly involved in the initial negotiations.
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