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Commentary is presented for the article "Three Modes of Conflict," by Anatol Rapoport, published in the April 1, 1961 issue of the periodical "Management Science." The author notes that he is in agreement with many of Rapoport's principles concerning conflict resolution, but is unconvinced of the applicability of these principles. According to the author, at the time of publication Rapoport's assumptions surrounding conflict resolution are invalid when an attempt is made to apply them to the conflict between the United States and Soviet Union.

The article examines conflict resolution in public sector employment in the United States. Mediation, fact-finding, and arbitration are described as the most common conflict resolution strategies in public employment. Details of mediation, fact-finding, and arbitration techniques are described. The legal right of public employees to organize strikes is discussed. Challenges to effective conflict resolution and collective bargaining are addressed. The article includes a review of government policy and legislation related to labor negotiations. National employee organizations and labor unions are described as an important influence on labor policy in the United States.

The article reports on the developments of various research projects in different universities in the world. The University of British Columbia Institute of Industrial Relations is now on its 10th year where Stuart M. Jamieson will still be the acting director and Noel Hall's two projects are currently in progress including the disputes settlement machinery in British Columbia and the patterns of dispute settlement under Mediation Commission Act. Institute staff members of University of California, Los Angeles Institute of Industrial Relations have continue research in industrial relations specifically on current problems in the U.S. The study done by staff members at University of Glasgow in Scotland on the working of urban labor markets is now being processed for publication.

The article offers news briefs related to the field of industrial and labor relations in the U.S. as of April 1952. The Upholsterers' International Union has developed a trade union educational programs for its membership. An Industrial Relations Research Award has been established by the Society for the Psychological Study of Social Issues. In an effort to help solve manpower problems in the country, Columbia University has established the National Manpower Council. The Southwestern Legal Foundation's conference on dispute settlement attracted several participants from various sectors.

The article focuses on the rise of public complaint against insurance companies in the U.S. The most obvious reason for the increase in complaints is that premium volume is steadily increasing. However, the increase in complaints is seldom the same as the increase in premium volume in the states. There is a great concentration of complaints in the automobile and health branches of insurance. Health insurance, also, has been responsible for many complaints. The health insurance industry is troubled with policies that are easily misunderstood. Life insurance on the other hand has a notably low complaint level. Finally, the rise in complaints because of premium volume increases depends upon whether the sales involve group or individual contracts. It was determined that no state had a concentration of complaints in the group area.

This article compares the industrial relations systems for conflict management in the U.S. and Yugoslavia. The aim of U.S. collective bargaining is to arrive at an agreement binding both parties. Collectively bargained contracts set up special machinery for the administration of their provisions. Ultimate sanctions include both lockouts and strikes. Yugoslav ideology views actors in the Workers' Self-management (WSM) system as components of the associationist model of socialist society. This model is based on socialist commodity production which regards society as a large array of associations whose basic interests are identical. The underlying social process in the WSM system is the participation of employees in collective decision making. Participation is a problem-solving rather than a bargaining process. While bargaining stresses conflicting interests, notwithstanding the existence of interests common to both parties, participation assumes that the interests of both parties are basically identical, thereby enabling participants to settle their differences in a way satisfactory to all. Because of this feeling that there is an even distribution of power within the system, there is no need to vigorously exercise it. For this reason, the WSM system contains no provisions for regulating the use of power.

The article discusses the labor policy of U.S. President John F. Kennedy which includes the National Labor Relations Board and the encouragement of collective bargaining by federal employees in order to create an industrial relations climate wherein trade unions would flourish and expand. The government became a more active participant in the determination of basic industrial relations policies under the Kennedy administration. The wage-price guideposts was an extension of Kennedy's fiscal and monetary policy into collective bargaining in which the size of wage increases should not exceed productivity increases. The government also played a role in dispute settlement and in promoting collective bargaining as the democratic method of solving labor problems.

The article offers a look at the nuclear test ban negotiations during the Cuban Missile Crisis. After the U.S. and the Soviet Union reached agreement that tests in the atmosphere, outer space and underwater can be identified by national observation posts in Geneva, Switzerland in August 1962, the remaining differences have concerned the underground tests. As the debate on the compromise resolution proceeded during the weeks when the final draft was adopted, the goal of the non-nuclear powers was to develop the terms of an agreement which could be negotiable both for the Russians, who still were rejecting obligatory on-site inspection, as well as for the Americans, who were insisting on this condition.

The article focuses on the impact of radical cultural shift of Catholic Church in the U.S. It cites that such radical cultural shift leads the anger of the people due to crack-up of Catholicism. Further, it emphasizes that such radical cultural shift promotes the chaotic background of the church because of the dominance of revolution.

The article focuses on the factors behind the fractionalization within the divisions of the Council for Exceptional Children (CEC) in the U.S. The elements involved in such scenario are attributed to tendency to pull special-interest groups together: (1) to broaden their educational perspectives and interests; (2) to coordinate their planning; (3) to pursue together the solution to their common problems; and (4) to identify themselves with the total profession of education. The author discusses the development of special-interest groups in CEC divisions. The CEC has the option to choose a policy for action regarding the acceptance or rejection of special-interest groups. The author points out that some CEC members are apprehensive that divisions might lead to the fractionalization of the CEC and its program.

The article discusses how the International Council for Exceptional Children (ICEC) seeks unified action on the problems encountered in the U.S. The ICEC has several channels to address problems that concern the nation. One of these channels is the proper use of the resolutions committee. The chairman of the committee is professor John J. Lee of the College of Education, Wayne State University in Detroit, Michigan. The chairman and his group is working on the fundamental resolutions that will be presented to the delegates who will attend the assembly in Pittsburgh, Pennsylvania.