McConnell C R
Genesee Hospital, Rochester, NY.
Health Care Superv. 1994 Sep;13(1):66-73.
Today's increasing emphasis on participative management is tending to bring more employees into problem-solving processes and giving them more voice in how they do their work. As a natural consequence of such changes, more is being done with employee teams. However, in some areas of potential involvement, employee teams can be seen as intruding on the territory of labor unions, so there is a constant risk of a given employee team being ruled an illegal labor organization. This problem, actually existing as long as the National Labor Relations Act has been with us but only recently forced into prominence by the Electromation Decision of late 1992, can be solved through observance of sensible guidelines for team organization and operation.
如今，对参与式管理的日益重视正促使更多员工参与到问题解决过程中，并让他们在工作方式上拥有更多发言权。作为这些变化的自然结果，员工团队承担了更多工作。然而，在一些可能参与的领域，员工团队可能被视为侵入了工会的领地，因此某个员工团队被判定为非法劳工组织的风险始终存在。这个问题实际上自《国家劳动关系法》颁布以来就一直存在，但直到1992年末的“电子自动化公司案”判决才使其最近凸显出来，可通过遵守关于团队组织和运作的合理准则来解决。
