Background and Approach to Union-Management Relations
STUDEBAKER Corporation, leading "independent" of the automotive industry, has not had a major strike in its company history, stretching back nearly a century. No authorized work stoppage against Studebaker has been called in years of collective bargaining by Local 5, UAW-CIO or its predecessor. A national magazine highlighted its Studebaker report by emphasizing the company's "glass-smooth labor relations."1 Behind this outstanding record of industrial peace lies a fascinating story. A story made all the more significant by the size of the company (12,000 workers), the mass production character of the industry, and the militancy of the bargaining union, UAW-CIO.
When we analyze the reasons for this industrial peace we find policies and motivations on each side of the bargaining table, which, while not identical or directed towards the same goals, mesh with each other. The result has been effective, stable union-company relations which have weathered both war and postwar dislocations without any essential change in character.
Collective bargaining at Studebaker has been carried on for many years within the framework of the labor re-____________________