Strategies for Effective Labor-Management

I need to strengthen my problem statement with a powerful anchor (An anchor comprises a number, percentage, dollar value, ratio, index, etc) by analyzing the data in the attached document specifically pages 3-7; I have a hard time analyzing quantitative data and need help.

This is my problem statement:
Employee job security, trust in management, increase job performance, and overall organizational culture are impacted by a positive interpersonal relationship between labor-management (Newman et al., 2019). Labor-management relationships have moved towards a new direction, a more sustainable corporative approach, and away from the age of conflict. Over the years, management has increased their power, which hinders trade unions by utilizing strategies like outsourcing, downsizing, and subcontracting. Find more at

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Meanwhile, trade unions focus on actions that include strikes and disrupting public services. This adversarial relationship between unions-management from the 1980s through the 1990s affects employee benefits, job security, and job performance. Researchers stated that a cooperative relationship between labor-management enhances employee’s perception, trust in management, and the organization benefits from increased productivity and absenteeism reduction (Dahl, 2015; Hoffman & Brown, 2017 & Newman et. al, 2019).  The general business problem is that ineffective labor-management relationships negatively impact employee retention and, ultimately, profitability. The specific business problem is that some foodservice managers lack strategies to maintain an effective labor-management relationship.

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