Communication techniques in managing labor disputes by the conciliator-mediators of the Department of Labor and Employment : proposed communication guidelines / 6
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Ma. Yolanda P. Miņoria.
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- iv, 127 pages 28 cm.
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Thesis (M.A.)-- Pamantasan ng Lungsod ng Maynila, 2001.;A thesis presented to the faculty of the Graduate School of Arts, Sciences, and Education in partial fulfillment of the requirements for the degree of Master of Arts in Communication.
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ABSTRACT: Statement of the Problem: The study aims to describe how labor disputes are managed by conciliator-mediators (conmeds) of the Department of Labor and Employment, and proposed communication guidelines based on the International Labor Organization (ILOs) Conciliation / Mediation Model which has four steps and purposes which are: to create a climate conducive to the resolution of the conflict; to analyze the conflict; to develop consensus; and, to ensure agreement and implementation. There are five research problems to be answered: (1) What is the personal profile of the conmeds in terms of age, sex, civil status, educational attainment, training, tenure, length of service, and work experience?; (2) What communication techniques do conmeds use in managing labor disputes in each of the four steps of conciliation-mediation?; (3) Is there a significant relationship between the communication which conmeds encounter?; and (5) What communication guidelines could be recommended to address problems encountered? Based on a previous work by another author on the same subject, the hypothesis of the study is that there is no significant relationship between the conciliator's personal profile variables with techniques he/she uses in managing labor disputes. Methodology: Needed data for the study were gathered from a sample of 15 full-time conmeds who belong to three regional branches of NCMB. The researcher used a descriptive research design and survey method, yielding both quantitative and qualitative data. Statistical Data: The results were analyzed using descriptive statistics and t-test. Summary of Findings: On the first problem, it was found out that the age range of conciliators is 40 to 65 years, with most of them serving as conmeds for not more than 5 years, and had worked for government at the Department of Labor and Employment for 11-35 years in job related to labor relations and standards. On the second problem, most of the 28 suggested techniques were found out to be used either always or often. The interviews on the other hand, yielded additional techniques per step of the conciliation process. From the direct observation, although limited, the actual atmosphere of the sample cases, how the conmed, labor and management behaved in real situations were described. On the third problem, there is no significant difference between the techniques used and most of the personal variables, except for tenure and length of service, which showed significant differences in relation to specific techniques, based on t-test. On the fourth problem, cited were problems such as the non-appearance of the parties, the negative attitude of either one of them towards the conciliator and the conciliation system. These in turn resulted to the poor settlement rates, and non-compliance of agreements. Validated through the direct observation done, communication problems noted were non-appearance of the parties and the inadequacy of the facilities or the venue. On the fifth problem, communication guidelines are proposed for communication managers or third party assisting in the settlement of disputes or conflicts in relationship problems, faulty communication or misunderstanding. Conclusion: There are no significant differences between male and female conciliators, young and old ones (in terms of age), married and single, those with law degrees or units and those without law degrees or units. Conmeds who are newer in the Department would suggest basic rules for the meeting more frequently than those who are more senior in the Department. On the other hand, conmeds who are more senior in their positions use more frequently techniques in Step 3 (developing consensus) and Step 4 (ensuring agreement and implementation) Recommendation: The study recommended among others the conduct of more studies on conciliation-mediation to further understand the communication process that takes place between the persons involved therein; in order to build communication theories on this subject; the modification of ILO training modules by considering the output of the study which reflect the local conmeds' experiences; and the inclusion in the NCMB or DOLE Communication Plan messages in order to increase the level of awareness and thrust of the clientele towards conciliation-mediation.