Labor Dispute Management Through Reconciliation

Abstract

This article aims to propose approaches for managing labor disputes, a common conflict that can arise in any organization. The goal is to resolve disputes between workers or labor unions and employers through out-of-court methods to reduce the duration, steps, costs, and potential damages to the parties involved. It begins by understanding that labor disputes primarily stem from four main conflicts: psychological conflicts, institutional conflicts, economic conflicts, and non-compliance with laws and workers' rights. The article then discusses relevant theories for dispute management, including negotiation theory, game theory, and problem-solving theory.

Subsequently, the article proposes methods for managing labor disputes through conciliatory approaches, such as bilateral negotiations, trilateral negotiations, mediation, and arbitration, to resolve the disputes. It also offers recommendations for preventing potential disputes by fostering effective communication, creating an atmosphere of trust and understanding, developing conflict resolution skills among employees and managers, supporting teamwork, and emphasizing fairness and equality.