The nature and significance of evolutionary change in collective bargaining are of prime concern to all students and practitioners of industrial relations. The period since the end of World War II has been a dynamic one for collective bargaining, marked by a number of significant innovations in the subject matter, procedures, and structure of bargaining. Furthermore, management-union relationships have been affected by such important yet diverse impacts as the AFL-CIO merger, the accelerated pace of technological change, and the Taft-Hartley Act of 1947.
