Contempt Labor Relations

Contempt labor relations are defined as the joint relations between the executive of an organization and its employees infiltrated by hatred, scorn, and insolence. The management considers their employees as inferior, base and insignificant.

The various types of negotiation that are used mainly by negotiators include: Distributive negotiation that involves parties, which have never had a prior interactive relationship. In this mode of negotiation, the percentage of distribution is limited and erratic. Integrative negotiation involving a higher degree of trust and formation of a relationship in form of making value for recognition of significance, in concurrence with creative predicament solving, Advocates approach, where the negotiator determines the minimum outcome the other party is willing to accept then adjusts their demand accordingly.

Strikes do occur for the following reasons: dissatisfaction with company law, salary and incentive problems, the increment is not rising up to the expectations, work leave with inadequate wages and holidays, more working hours and less resting intervals, wrongful dismissal of workmen, and withdrawal of the available privilege. The strikes can be reduced through strike preparation, strike breaking, union busting and lockout.


There are several factors that influence negotiation. The level of negotiation depends on the demand of the products and services provided by the organization, the established operation of the organization, and the established performance of the employee. The politician affects the level of negotiation through decision-making process regarding the level of operation, and market selection. The relationship between the management and the workers determines the existence of a negotiation. A good relationship will influence the negotiation positively, while the existence of poor relationship will be a challenging aspect in a negotiation process. In particular situations, the jurisdiction may affect the level of negotiation. The laws may limit the extent of the negotiation. Factors of production in an organization affect the level of negotiation. The fluctuation of prices in an organization services and products may either affect a negotiation either positively or negatively depending on the trend of the fluctuation in the price of the commodity.

In order for a grievance procedure to be effective, it needs to be straightforward, specific and prompt, clearly defined, it should also respect decisions, posses’ adequate publicity, be periodically reviewed and have an existence of sound channel. To eradicate the impact of grievance, stable conditions should be introduced that are fair to both parties.