LABOR UNION AND THE COMPANY PERFORMANCE: INDUSTRIAL CONFLICT

Abstract

Today many conflicts arise that lead to destructive conditions concerning industrial relations, including conflict between the workers as a key element of the production and the entrepreneur as the owner of capital. Many workers demands against their rights to entrepreneurs who cannot be packed in containers appropriate mediation so that not infrequently lead to greater conflict. Frame of mind in this study based on the fact that the management of conflicts in industrial relations requires the involvement of all stakeholders in the organization. Support regulations and policies are also strongly demanded that the conflict can be managed properly in order to achieve a favorable climate objective so that employees can work optimally in order to achieve organizational goals through the organization’s culture. Organizational culture is very important role in supporting the creation of an effective organization. There are certain characteristics as forming an organizational culture that is used in this research is focused on the culture of quality. This study aims to map the factors related to conflict management in particular industrial worker organization’s involvement in shaping the culture of the organization in conflict management. This study uses a qualitative research design with a case study approach where the analysis of this research is done inductively. The design of this study refers to the model cycle of Kemmis and M. Taggart (1998) with four stages, namely: 1) preparation, 2) the implementation phase, 3) the stage of monitoring, and 4) the stage of reflection. The role of labor union organizations to be very important in determining management policies. The union becomes a container in delivering the aspirations of employees that are part contribution to the company’s employees. Union organization is able to manage conflict are expected to be part of the motor of the company’s progress. Proven in some respects in accordance with the results of the research, the union was able to resolve conflicts without weakening partly conflicting parties. In running the organization, cultivate union members to work together and form solidarity among its members. Behaviors and habits that is expected to shape the culture of the organization mature and become a strong foundation for the progress of the company.