Abstract
The present research focuses on social skills in a workplace. In this article, we propose an elaborate way to identify and collect social skills observed in situ in the innovative context of labor-union negotiations. This methodological system includes the creation of specific tools, observations in real situations, films and some interviews such as self-confrontations. Results demonstrate that the proposed method dynamically integrates various steps designed to expose the existence of social skills in a developmental context with challenging and sometimes conflicting issues. Identifying the essential social skills in labor-union negotiation allows consideration of the place of vocational training in the development of these skills in negotiation situations and, more widely, in the field of social dialogue.
Highlights
The objective of this article is to present a method for identifying and formalizing social skills studied in a labor-union negotiation context, understanding the links between these two factors.Today the term “social skills” refers to an imprecise and abstract notion
The method consists of key and intermediate steps. These are concentrated around the creation of a social skills “glossary”, "exploratory" observations, interviews with management, discussions with trade unionists, in situ observations based on a survey of social skills and film support where the field permits, self-confrontation interviews with management and some trade unionists, as well as various microscopic analyses preceding these different stages
The implementation of this method requires an investment by the Human Resources Director (HRD) and trade unionists as well as the availability of some of them to participate in pre- and post-meeting interviews and selfconfrontations. These steps, which are based on the ergonomics of the activity, are developed on the basis of observations and tools created in order to approach social skills with "precaution" and in the most "authentic" way. Various statistical methods such as the Wilson method (1949) and the Factorial Correspondence Analysis (FCA) were used in this research to verify whether the context of labor-union negotiation is conducive to the revelation of social skills and to analyze the link between the evolution of negotiation and this type of skill
Summary
The objective of this article is to present a method for identifying and formalizing social skills studied in a labor-union negotiation context, understanding the links between these two factors.Today the term “social skills” refers to an imprecise and abstract notion. The objective of this article is to present a method for identifying and formalizing social skills studied in a labor-union negotiation context, understanding the links between these two factors. Social skills are “ubiquitous” (Phillips, 1980:160). They are associated with an indispensable collective dimension of private and professional life; they refer to the ability to meet “personal” or “professional” goals (Argyle, 1984:309). All organizations drive social relations and communication as well as relational behavior. The organization of work, along with its structuring of company operations, is supported in its development by social skills facilitating discussions between individuals (Peyré, 2000) and in a certain way, contributing to the global efficiency of the company (Bellier, 2004)
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