Instructions

Preparation (10 minutes)

Choose the role you wish to play now. Two people play the following roles: (a) a manufacturing general supervisor and (b) a labour relations representative. NB The labour relations representative should NOT read the Information Sheet meant for manufacturing general supervisor and vice versa.

Role players should read the information sheet for their roles only. The general information is known by both parties, plus there is privileged information for the specific role. Do not read the other role before doing the exercise.

Study your role so that you can play it without referring to the written material. Familiarise yourself with the facts on your information sheet. Prepare to carry out your role as if you were in this position, with the facts, attitudes, and feelings involved. Use your imagination to expand on the facts when necessary to successfully complete the exercise. However, try to be as realistic as possible. Put yourself in the situation. Then, write down your learning goals before meeting with the other party. If you add information to the role description, you must inform the other person and reach an agreement before you begin the exercise.

Information known to Both Parties

Your department has a multiple step procedure for handling union grievances.

At Step 1, the line supervisor tries to handle the grievance. If this fails, the grievance moves up to Step 1-1/2, where the manufacturing general supervisor gets involved.

If the general supervisor cannot resolve the problem, the grievance moves on to Step 2, where the labour relations department takes responsibility.

A plant labour relations representative and union representatives deal with Step 2 grievances at a shop committee meeting.

Information known only to the Manufacturing General Supervisor

You have just received the minutes of a Step 2 shop committee meeting held yesterday morning. Two of your supervisors had taken disciplinary actions that resulted in grievances. Although you had reviewed and upheld their actions at Step 1-1/2, the shop committee reduced the penalty in both cases. You feel upset with your labour relations representative about this decision, because it happens too frequently.

To make matters worse, the labour relations representative did not telephone you immediately after the Step 2 meeting to let you know the outcome. This is not the first time the labour relations representative has failed to notify you of a Step 2 meeting. You prefer telling your supervisors what has happened before they hear about it through the union grapevine, so the informal call is very useful to you.

Two days prior to the Step 2 meeting, you spoke with the labour relations representative about this matter. The labour relations representative suggested that you and any supervisors involved in a grievance meet immediately after each Step 2 meeting. The labour relations representative said that a face-to-face meeting would allow time to explain each action. However, you said that such a meeting would take too much time and that a telephone call would suffice.

You have just called to ask the labour relations representative to meet with you again. You have two objectives. First, you want to make certain that the labour relations representative never again forgets to call you immediately after a Step 2 meeting. Second, you want to avoid scheduling any more regular meetings with labour relations. There are too many meetings already. You can get all the information you need from this quick telephone call.

Influence Objective(s)
Influence Style or Behaviour you intend to practise
Core Style Statement

Information known only to the Labour Relations Supervisor

You recently completed a Step 2 meeting to review a grievance. You know that the supervisors want quick feedback on the outcome of these meetings before employees hear about it from the union. Your past practice has been to make a quick telephone call to the general supervisor to discuss the outcome. However, this procedure does not let you fully explain the details of the negotiation and the reasons for the settlement. Occasionally, your busy schedule makes you forget the phone call. And when you do meet, if the committee decides to reduce the disciplinary penalty, the general supervisor frequently complains that you are “giving the plant away.”

Two days prior to the Step 2 meeting on this grievance, you spoke with the general supervisor about the matter. You suggested that immediately after Step 2 meetings the two of you should meet with the supervisors involved in the grievance. You said that a face-to-face meeting would give you a better chance to explain each action. The general supervisor said that such meetings would take too much time. Rather than argue the point, instead of calling the general supervisor immediately this time and listening to accusations about ‘‘giving the plant away,’’ you decided to wait and let this person learn the results from the meeting minutes.

You have just received a call from the general supervisor who has reviewed the meeting minutes and now wants to talk with you. You are tired of being punished and given no chance to explain, especially when the committee reduces penalties. The general supervisor’s promise to listen to what you have to say is not enough. The general supervisor has made this promise before, yet continues to attack your decisions. Your objective is to get the general supervisor’s agreement to meet with you immediately after each Step 2 meeting. You want the general supervisor and any supervisors involved in the grievance to attend these meetings. Your overall goal is to stop having to inform the general supervisor by telephone about committee decisions.

Influence Objective(s)
Influence Style or Behaviour you intend to practise
Core Style Statement

Exercise (20 minutes)

Conduct the exercise: both parties carry out their roles in the meeting.
Enforce the time limit (choose a timekeeper, if necessary).
Remember to record the exercise!

Review

Now, review and analyse your exercise. Begin by sharing your practice style and your Influence Objective.

Next, analyse the recording using a Tally Sheet to code behaviour. Look for missed opportunities to use the behaviours you wished to practice, and ways you might have been more effective in accomplishing your learning goal for this exercise.

Give the other person constructive feedback: how effective he or she was in accomplishing objectives, practicing specific influence skills and so on.

If you have time, you may repeat the role play. Modify your behaviour based on the feedback you have given or received. Keep in mind that the opening few minutes are the most important. It is not necessary to reach a decision in this exercise replay, as long as each participant has several opportunities to speak.

At the end of the session take time to record useful feedback and learning in your Journal.