LAUSR

Abstract Current technical discussions like Industrie 4.0 and now Artificial Intelligence lead to more and more agreement potential between the employer side and workers’ representatives. This paper is about a methodological concept in the learning factory where the social partners (employer and workers’ representatives) jointly work on an implementation project in their company. Conflicts between both parties lead to higher costs and longer time in the commissioning of new technologies. Since the commissioning of new technologies in Germany is subject to codetermination the importance here is even higher. For this reason, an assumption of this approach is that it will lead to faster unification processes of the social partners to save time and money. The learning factory will be introduced as a neutral location to handle projects factual and not ideological. Conflict management theories and the holistic view of the learning factory with the technology-organization-personnel (T-O-P) approach will support the new concept as well. With the help of the learning factory participants will be able to enhance their knowledge about special technologies through practical exercises. They would be able to discuss at eye level in order to observe the most important fields of action during the introduction process of technologies. The method uses the classical morphology of learning factories and extends the concepts by several aspects. It will also show the possibilities and limits of the method.