Strikebreakers

Definition

Strikebreakers, also known as replacement workers, are individuals who are hired to perform the work of employees who are on strike. They are brought in to maintain operations and production during a labor dispute, often with the goal of undermining the bargaining power of the striking workers.

5 Must Know Facts For Your Next Test

1. The use of strikebreakers is a controversial practice that can escalate labor disputes and increase tensions between employers and workers.
2. Employers may use strikebreakers to maintain production and operations during a strike, potentially weakening the bargaining power of the striking workers.
3. The presence of strikebreakers can lead to increased security measures, confrontations, and even violence on the picket line as striking workers attempt to prevent them from entering the workplace.
4. The use of strikebreakers is often seen as a way for employers to undermine the collective bargaining process and the right of workers to strike.
5. In some countries, the use of strikebreakers is regulated or prohibited to protect the rights of workers and promote constructive labor-management relations.

Review Questions

• Explain how the use of strikebreakers can impact the dynamics of a bilateral monopoly situation.
  • In a bilateral monopoly, where a single employer faces a single labor union, the use of strikebreakers can significantly alter the balance of power. By bringing in replacement workers, the employer can reduce the bargaining leverage of the striking workers, making it more difficult for the union to negotiate favorable terms. This can undermine the collective bargaining process and lead to a prolonged labor dispute, as the union may be forced to accept less favorable conditions to end the strike. The presence of strikebreakers can also increase tensions and the risk of confrontation on the picket line, further complicating the resolution of the labor dispute.
• Analyze the potential consequences of the widespread use of strikebreakers in labor markets.
  • The widespread use of strikebreakers can have far-reaching consequences for labor markets and industrial relations. It can erode the bargaining power of labor unions, making it more difficult for workers to secure better wages, benefits, and working conditions through collective bargaining. This can lead to a race to the bottom, with employers exploiting the availability of replacement workers to drive down labor costs and standards. Additionally, the use of strikebreakers can foster a climate of distrust and hostility between employers and workers, making it challenging to maintain constructive labor-management relations and resolve disputes through negotiation. In the long run, the overreliance on strikebreakers can undermine the overall stability and productivity of the labor market, as workers may feel disempowered and less inclined to invest in their careers or engage in collective action to improve their working conditions.
• Evaluate the ethical and legal considerations surrounding the use of strikebreakers in the context of bilateral monopoly situations.
  • The use of strikebreakers in bilateral monopoly situations raises significant ethical and legal concerns. From an ethical perspective, the practice can be seen as undermining the fundamental rights of workers to organize, bargain collectively, and strike to improve their working conditions. Strikebreakers are often used to circumvent these rights, potentially exploiting vulnerable workers or individuals who are unaware of the broader context of the labor dispute. Legally, the use of strikebreakers may be restricted or regulated in some jurisdictions, as it can be viewed as an unfair labor practice that disrupts the collective bargaining process. Employers may face legal challenges or sanctions for the use of strikebreakers, particularly if their actions are deemed to be in bad faith or intended to undermine the rights of workers. Ultimately, the ethical and legal considerations surrounding the use of strikebreakers in bilateral monopoly situations require a careful balancing of the rights and interests of both employers and workers, as well as the broader public interest in maintaining stable and productive labor-management relations.

Related terms

Collective Bargaining: The process of negotiation between an employer and a group of employees (usually a labor union) to determine the conditions of employment, such as wages, hours, benefits, and workplace rules.

Labor Union: An organization of workers formed to protect the interests and rights of its members, including negotiating wages, benefits, and working conditions with employers.

Labor Dispute: A disagreement between an employer and its employees, often involving issues such as wages, benefits, or working conditions, that can lead to a strike or other forms of industrial action.