to October 24; additional $3- and $4-a-week increases were provided for certain classifications. Pensions were increased to a maximum of $200 a month, from $175, and life insurance was increased to $7,500, from $5,000, with a double indemnity clause added. The settlement was valued at $12 a week over the contract term.

Textiles and Apparel. An initial contract for some 1.650 workers in Andalusia, Ala., was negotiated by the Andala Co. plant of the Alabama Textile Products Corp. and the Clothing Workers in October. The union had gained representation for employees of the State's largest sport, dress and work shirt, and work pants manufacturer in an NLRB election in July. Provisions of the contract, effective October 21, included a 5-cent-anhour general wage increase, an additional 21⁄2 cents in September 1966, premium pay for overtime work, a night shift differential, 6 paid holidays, 2 weeks' paid vacation, coverage under the Amalgamated Cotton Garment Insurance plan, jury-duty pay, reporting and machine breakdown pay, seniority rights, full grievance and arbitration procedures, and other benefits.

In October, some 30 dyeing and finishing plants in New England agreed to settlements reportedly worth the 27 cents an hour established as the area pattern by the Textile Workers' New England Dyers Policy Committee. Approximately 3,000 workers were expected to be affected by the 3-year contracts negotiated on an individual company basis. An 8-cent-an-hour wage increase, with additional 7-cent and 8-cent increases in 1966 and 1967, respectively, were provided; hospitalization benefits were raised to $24 a day from $18 by 1968; and company payments to the pension fund were increased 2 cents an hour. There were individual company variations from the pattern.

Rubber, Chemicals, and Paper. Negotiating under a reopening provision of a contract that was to expire June 24, 1966, the Gates Rubber Company in Denver and the Rubber Workers announced agreement on October 28 on a 3-year contract. Some 3,200 employees are covered by the pact, which deferred a 9-cent-an-hour general wage increase until June 25, 1966, and guaranteed wage increases in both 1967 and 1968 as well as other fringe benefit improvements to be subsequently negotiated in the industry. A ninth

(floating) paid holiday, 4 weeks' vacation after 15 instead of 22 years, and a fifth week after 25 years were to be effective immediately.

E. I. du Pont de Nemours and Co. and the Niagara Plant Employes Union (Ind.), representing 1,340 workers in Niagara Falls, N.Y., agreed on October 27 on a general wage increase of 6 cents an hour and additional craft adjustments averaging 1.7 cents retroactive to October 25. Ngotiations concerned only wages.

An improved master pension agreement for 10,000 hourly employees of the West Virginia Pulp and Paper Co. was signed October 7 with nine unions,3 subject to membership ratification. The agreement, to be effective April 1, 1966, provided an increase in monthly pensions to $3.50 from $2.75 for each year's future service. A revised schedule of minimum benefits for past service ranged from $40 a month after 15 years to $100 after 40 years for normal and early retirement. Pension credit for service prior to age 20 was added in a provision for service accumulation from the first day of employment. Minimum disability pensions prior to age 65 were raised to $75 from $50, vested rights were established for employees with 10 years of service who were laid off because of lack of work or plant shutdown, and a survivor's option was added guaranteeing beneficiary payments for 5, 10, 15, or 20 years subsequent to the pensioner's death.

Trade and Government. Announcement was made on November 12 of improved pension benefit schedules, effective January 1, 1966 in two retirement plans covering 27,000 members of District 65, Retail, Wholesale and Department Store Workers, in the metropolitan New York area. The higher benefits were made possible by contracts negotiated earlier in the year which increased the employer payment to 6 from 4 percent of payroll in the District 65 Pension Plan, and to 5 from 3 percent in the Store Workers Retirement Plan. Benefits under the District 65 Plan, covering 20,000 members employed in retail, wholesale, warehousing, and processing establishments, were increased $40-$50 a month for the average worker covered, thereby increasing the range of monthly benefits after 35 years' service to

3 The Papermakers, Paper Mill Workers, Electrical Workers (IBEW), Printing Pressmen, Mine Workers, Machinists, Plant Guards, Operating Engineers, and Teamsters.

$215-$250, in addition to social security. Persons age 57 with 25 years or more of service would receive a $200-a-month pension. Under the Store Workers Retirement Plan, covering 7,000 members employed at Stern's Department Store and seven Gimbel Stores, monthly benefits were increased by $35. The maximum benefit under this plan was increased to $125 a month, from $90. The higher benefit schedule for both plans also covers those already retired-1,400 under the District 65 Plan and 300 under the Store Workers Plan. Each plan is administered by a 12-man board composed of equal numbers of union and management representatives.

Some 7,000 State of Virginia employees received salary increases of about 10 percent on December 1. According to an announcement by Governor Albertis L. Harrison's office, "adjustments appear warranted and to delay increases further could result in a serious exodus of experienced personnel with little likelihood of employing qualified replacements." The last general increase for these workers was given in October 1963.

Philadelphia's policemen, firemen, and park guards received a $167-a-year across-the-board increase under an action approved by the City Council on November 18. The raise increased the maximum salary to $6,607 a year for 9,000 workers.

Construction. About 5,000 boilermakers in eight Western States returned to work on October 25 after ending a 312-week strike against numerous contractors, with a package increase of $1.15 an hour over a 3-year period. The agreement provided a 20-cent-an-hour wage increase in 1965, 30 cents on October 1, 1966, and 25 cents on October 1,1967. Workers in Alaska received an additional 50 cents an hour. By the third year of the contract, scales of journeymen boilermakers will be $5.50 an hour in Washington, Oregon, Idaho, and Utah, $6 in California, Arizona, and Nevada, and $7 in Alaska. Payments to the pension fund were increased to 20 cents an hour, from 10 and to 25 cents in October 1967; welfare fund payments increased to 20 cents from 10 cents in April 1966; and vacation fund payments to 25 cents from 15 in

Arizona, Colorado, Idaho, New Mexico, Utah, Wyoming, and El Paso County, Texas.

Alabama, Florida, Georgia, Kentucky, Louisiana, Mississippi, North Carolina, South Carolina, and Tennessee.

October 1966, and to 30 cents in October 1967. The contractors also agreed to higher mileage and subsistence allowances.

Laundries. In New York City, the Laundry Workers Joint Board, an affiliate of the Clothing Workers, signed a 1-year agreement on November 1 for 15,000 members. The terms of the settlement, made by industry arbitrator Herman Brickman and binding on the laundry industry, obligated the employers to pay 5.26 (instead of 4.25) percent of gross payroll to the pension and welfare fund and granted an annual "Good Health Day" on which employees will be given leave to visit the union's health center for checkups. Increased payment to the pension and welfare fund provided an additional $1,000 of life insurance for active employees and $250 for retirees, increased sick and accident benefits, and increased hospitalization and surgical benefits.

In Chicago, the Laundry Workers signed a 3year agreement with the Chicago Dry Cleaners Association for 3,000 members. The contract provided wage increases of 5 cents an hour on November 1 of 1965, 1966, and 1967. The companies also agreed to pay $1.25 a week to establish a pension plan.

Utilities. Agreements were reached in early November between two large Bell Telephone Cos. and the Communications Workers, under the final wage reopening provisions of contracts due to expire in November 1966. A settlement on November 1 provided 14,000 plant and traffic department employees of the Mountain States Telephone and Telegraph Co. with increases ranging from $2 to $4.50 a week; some 200 cities were reclassified to higher wage zones, thereby providing additional increases to employees in these areas.

3

On November 5, the CWA and the Southern Bell agreed to increases ranging from $2 to $4.50 a week for some 62,000 employees in nine southeastern States; weekly increases of $2.50 to $3 to traffic and clerical employees and $2 to $4.50 to plant and commercial employees were included. A decrease in the number of wage zones to 4, from 5, resulted in the upgrading of 72 towns.

The Chicago Transit Authority and surface Division 241 of the Transit Union on November 24 announced agreement on a contract providing 31 cents an hour in wage increases over a 3-year pe

riod for 8,600 bus drivers, garage workers, and office employees. The "L" and subway Division 308, representing some 2,500 workers, subsequently accepted the settlement, which provided an 8-centan-hour increase on December 1, with additional increases of 11 cents on December 1, 1966, and 12 cents a year later. Office workers were to receive a percentage increase each year equivalent to the bus drivers' raise-2.58 percent the first year, 3.55 percent the second, and 3.87 percent the third year. Other benefits included liberalization of service requirements for 3, 4 and 5 weeks of vacations, $4,000 (instead of $2,500) life insurance for employees with 5 or more years of service, and increased sick pay. The cost-of-living clause was retained, with the existing 8-cent-an-hour allowance incorporated into the base rates.

Printing. The Printers League Section, Printing Industries of Metropolitan New York, Inc., and Local 6 of the Typographers signed a 2-year contract on November 15 providing 6,500 employees in the City's commercial printing industry a $14-aweek package increase. The agreement, put into effect 10 days prior to the expiration of the previous contract, provided either a wage increase the first year of $7 a week, or $3.73 a week if the members take an option of a fourth week of vacation. Thus, the scale for journeymen would be increased from $153.25 to $160.25 for a 35-hour week, or to $156.98 if a fourth week of vacation was elected. The contract provided an additional $5.22-a-week wage increase and 5 (instead of 3) days' paid sick leave or pay for unused sick leave on the second year. The companies also agreed to pay 50 cents a week directly for State disability benefits. This was previously paid from employer contributions to the welfare fund. Automation may be introduced during the term of the agreement only by mutual agreement.

A 2-year agreement signed on November 19 by the Los Angeles Herald Examiner and the Newspaper Guild, which represents 1,000 workers, ended a 1-day strike. The agreement provided wage increases ranging from $7.80 a week over 2 years for employees earning up to $100 a week to $10.30 for employees earning $161 or more a week. The paper agreed to pay $1 a week in the second year to establish a pension fund and to pay 50 percent of the premium on auto liability insurance for em

ployees using their cars on business. Eligibility requirement for a fourth week of vacation was reduced to 20 years' service, from 25.

Other Developments

A plan that could make pensions available to "hundreds of thousands" of union workers employed by small concerns was disclosed by the Industrial Union Department (IUD) of the AFLCIO. The proposal would expand on a recent trend in which employees of several small firms in similar industries were covered by intercompany pension plans, administered by independent trustees. Instead of independent trustees, the IUD pension plan would be administered by the Prudential Insurance Co., with nine other life insurance companies participating in the underwriting, investing employers' pension contributions, and paying benefits.

IUD spokesmen explained that small companies had found it extremely difficult and expensive to maintain their own pension plans. Centralized administration would lower costs and simplify negotiations. Employees covered by the plan would have "portable" credits-that is, pension credits accumulated while working for one employer participating in the plan could be carried over to another employer who participates.

On November 8, James R. Hoffa, general president of the Teamsters, was elected by acclamation for another 2-year term as president of the union's Local 299 in Detroit. There was no opposition. He had headed Local 299 since 1937 and the International since 1957. Einar Mohn, director of the union's Western Conference and a vice president of the International, announced in November that he would be a candidate to succeed Mr. Hoffa as general president if Mr. Hoffa was unsuccessful in appealing prison sentences for alleged jury tampering and fraud. Earlier indications were that Vice President Harold J. Gibbons would seek the office should Mr. Hoffa be imprisoned before the July 1966 convention at which the election will be held.

In a December 3 representation election, the State, County and Municipal Employees defeated the Teamsters and gained bargaining rights for 20,500 nonprofessional employees of New York

Book Reviews and Notes

and control seem to reflect mainly the confused thinking which permeates these areas today.

Greenwood's hope that "interdisciplinary contributions. . . evolve unmistakably toward the development of a general system theory" does not come through. There would have to be more explanation of the systems approach to make this possible.

-THOMAS J. ATCHISON Assistant Professor of Management San Diego State College

Organized Confusion

Management and Organizational Behavior Theories: An Interdisciplinary Approach. Edited by William T. Greenwood. Cincinnati, Ohio, South-Western Publishing Co., 1965. 890 pp., bibliographies. $9.

The confusion which has resulted from the struggle between the traditional and behavioral theories of organization and management is both described and reflected in this collection of articles. Greenwood feels that the behaviorists have failed, as have the traditionalists, to develop a general theory of organization and management. A higher level of understanding can be achieved, however, by using an interdisciplinary approach. This book aims at such an approach.

The 52 articles concentrate upon the behavioral sciences, but there is a sprinkling of articles based on biology, geography, and speech rhetoric. There is an avoidance of many of the "classical" articles which make most compendiums in this field look so much alike, and for those familiar with the field of organization and management there is a pleasant variety.

The book has seven parts, each with an introduction by Greenwood. Part I describes the controversy between the traditional and behavioral theories and points out some of the interdisciplinary attempts at organization and management theory.

Parts II through VII are organized in the traditional sequence of Planning, Decisionmaking, Organizing, Staffing, Direction, and Control. The articles in each part vary considerably in quantity and quality. All parts suffer from the fact that all but a very few articles are conceptual in nature.

The articles in the parts on planning and decisionmaking are well chosen to give a flavor of the areas covered. The sections on organizing

Hoffa Library

Hoffa and the Teamsters: A Study of Union Power. By Ralph C. James and Estelle Dinerstein James. Princeton, N.J., D. Van Nostrand Co., Inc., 1965. 430 pp. $6.95.

Tentacles of Power: The Story of Jimmy Hoffa.

By Clark R. Mollenhoff. Cleveland, Ohio, World Publishing Co., 1965. 415 pp. $6.50. Hoffa! Ten Angels Swearing. By Jim Clay. Beaverdam, Va., Beaverdam Books, Inc., 1965. 182 pp. $1, paperback.

Books about Hoffa have become an abnormal growth industry in which reporters, academicians, and hired public relations hands often play divergent parts. At least one or more could be said to fill a much needed gap. But even purchased enthusiasm throws its own special light on trade union pathology.

By far the most enlightening study on Hoffa thus far published is the Jameses' book. To it the authors, a husband and wife team, have brought a depth of knowledge, a concern for the trade union movement, and a determination to place Hoffa in perspective. To do this, they took some chances with an objective approach, since they were extended unusual hospitality at the Hoffa headquarters in Washington and other Teamster substations throughout the country. James, père, introduced by Hoffa himself at various behind doors meetings as a "Teamster Egghead," spent 90 days with him, while mère worked for several months in the anteroom to Hoffa's Washington office, "strategically situated to assess Hoffa's behavior" and the goings and comings in the Teamsters' building.

In addition to preferred positioning of this kind, Hoffa also gave them access to the files of Dave