In the case of Ford Dagenham, Albert and Rita played roles of union representatives in an efficient way by conveying hardships women faced while working in the factory. They also raised their voice against sex inequality in wage rates and motivated other women for the cause. Monty played the role of inefficient union leader who always listened to management without hearing concerns of labour force.
Ford is compared with General Motors at one point where Lisa points out that GM has more collaborative approach toward labour and trade unions; they listen to workers’ grievances and as a result of it has better industrial relations. Ford’s approach to deal with employees is very casual and they always try to solve it through stereotypical union leaders but when faced with situation such as this, they had to suffer a lot. They need stronger employee relations for proper functioning of their plant which are located in several countries (Kelly, John, 1998).
Management on the other hand should be prepared well in advance to take necessary actions in the situations of strike.
- They should be able to arrange for contingent workforce
- They should inform other employees about the strike and there should be effective communication between management and workers
- They should inform customers and suppliers regarding the strike so that they should be prepared for late deliveries and payments
- They should establish interim policies regarding benefits, overtime, sick leaves etc.
- They should bolster morale of non striking employees and ensure them that their future is secured
在福特达格南的情况下，艾伯特和丽塔扮演的角色的工会代表，以高效的方式输送困难妇女面临着在工厂里的工作。他们也提出了自己对工资性别不平等的声音和激励其他女性的原因。他扮演的角色是低效的工会领袖总是听不听管理劳动力问题。
福特和通用汽车在一个点上，丽莎指出，通用汽车已经更加合作的态度相比，劳动和工会；他们倾听员工的不满，由于它具有更好的工业关系。福特的处理员工的做法很随便，他们总是试图解决它通过定型的工会领袖，但当面对这样的情况下，他们不得不忍受很多。他们需要为他们的工厂分别位于几个国家适当功能较强的员工关系（凯利，约翰，1998）。
另一方面，管理层应该提前准备在罢工的情况采取必要的行动。
•他们应该可以为队伍员工
•应通知其他员工罢工，应该有管理层和员工之间的有效沟通
•应通知客户和供应商的罢工，他们应该准备交货和付款
•应建立关于福利政策，临时加班，病假等。
•应加强非打击员工的士气并确保他们的未来是安全的
