Approaches to bargaining preparation, impasse and mobilization

Sample Answer

The texts Turning the Tables (specifically the work of Jane McAlevey) and An Introduction to U.S. Collective Bargaining and Labor Relations (Katz, Kochan, and Colvin) represent two distinct philosophies of labor relations: Deep Organizing versus Traditional Industrial Relations.

While both aim to secure better contracts for workers, they differ fundamentally in their view of power, the role of the rank-and-file, and the utility of conflict.

1. Bargaining Preparation

The primary difference in preparation lies in who is "at the table" and how information is used.

Katz et al. (The Professional Model): Preparation is viewed as a technical and strategic exercise. It involves "costing out" proposals, analyzing labor market data, and identifying the BATNA (Best Alternative to a Negotiated Agreement). Preparation is handled primarily by a small committee of experts and union officers.

Turning the Tables (The Deep Organizing Model): Preparation is a mass mobilization event. McAlevey advocates for "Open Negotiations," where every worker is invited to the bargaining table. Preparation involves "Structure Tests"—small actions (like everyone wearing a specific button) to measure the union's actual strength before a single proposal is even drafted.

2. Impasse and Conflict

How a union handles a deadlock in negotiations reveals its underlying theory of change.

Katz et al. (The Structural Approach): Impasse is treated as a breakdown in the bargaining process that requires external intervention. The focus is on Mediation, Fact-Finding, and Arbitration. Conflict is seen as a sign of system failure or a "miscalculation" of the parties' relative bargaining power.

Turning the Tables (The Power Approach): Impasse is seen as an inevitable and often necessary stage where the employer’s "power to say no" must be broken. McAlevey views impasse not as a technical glitch to be fixed by a mediator, but as a moment to transition from talk to "Crisis Action." The focus is on demonstrating that the workers, not the boss, are the source of the organization's value.