Abstract
This study examines the views of a group of managers about the value of the collective bargaining process as a means of dealing with a variety of job‐related issues. The views reported indicate that collective bargaining is considered most effective in dealing with the traditional wages, hours, fringe benefit, grievances subjects of bargaining, which are in turn considered the job‐related issues of major concern to workers. The success of collective bargaining in dealing with these traditional matters did not seem to be related to the existence of clear cut differences between union and management goals on these matters. There was also found to be little management support for extending the subject matter of collective bargaining, except in the area of job security.
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