Meaning & Defination

• Collective bargaining is concerned with the relations between tarde unions & management. Bargaining is collective because chosen representatives of labour & management acts as bargaining agents. ‘Collective Bargaining refers to a proces by which employers on the one hand and representatives of the employees on the other attempt to arrive at agreements covering the conditions under which employees will contribute and be compensated for their services’-Michael J.Jucius

Features of Collective Bargaining • • • • • • • • • Group & Collective Action Strength Continous Process Flexible Voluntary Dynamic Power Relationship Bipartite Process Two Party Process .

Objectives • To maintain cordial relations between management & the workers • To settle disputes/conflicts relating to working conditions & wages • To protect interest of workers through collective action. • To ensure participation off Trade Unions • To resolve the differences between workers and management. .

Principles of Collective Bargaining • Principles for Trade Unions-: a) They should have open mind on various issues. b)Rules governing labour should be periodically examined. . c) all the clauses of agreements should be accepted in true spirit. b) Both the parties shoul have positive view of whole process rather thinking it as formality.should give proper recoginition to trade unions. C)Both the parties should adhere to all laws applicable to Collective Bargaining. • Principles for Management-: a) Mgt. • Principles for both Union & Management-: a)Both the parties should have faith on each other.c) Trade Unions should fully support management.b)There should not be any room for confusion & misunderstanding. D)Strike calls should be the last resort.

Levels of Collective Bargaining • At Plant Level • At Industry Level • At National Level .

& unions also so there is need to achieve conseus in these groups. . • Attitudinal Structuring-: When there is backlog of bitterness between both the parties then attitudinal structuring is required to make smooth industrial relations. • Intra-Organisational Bargaining-: There can be conflicting groups in both mgt.Types of Collective Bargaining • Distributive Bargaining-: In this One party’s gain is another party’s loss. • Integrative Bargaining-: In this both the parties may gain or atleast neither party loses.

Process of Collective Bargaining • • • • Identification of problem Prepoaration for Negitiation Negotiation Procedure Implementation of Contract .

• Peace Treaty-: Conflicts are smoothned by the compromises.Functions of Collective Bargaining • Long run Social change-: It is a technique of long run social change where inferior class aimsto acquire a large maesure of economic & political control over crucial decision in the areas of its most immediate interest. a) Compromise with Combative(Struggling) Aspects b) Compromises without Combative aspects. .

it is a method of introducing civil rioghts into industrythat is.of requiring that management be conducted by rules rather than arbitrary decisions. .• Industrial Jurisprudence.

Essentials of Successful collective Bargaining • • • • • • • Favourable Political Climate Strong & Stable Unions Recoginition Willingness to give & take Negotiator’s Authority Fair practices Positive Attitude .

.Most agreements of disputes like Bata Shoe company Agreement 1955 and 1962 were at plant level.Collective Bargaining in India It was introduced in India in 1952 and is gradually gaining importance in following years.At Industry level the best example is of Textile Industry Bombay and Ahmedabad.The Delhi Agreement of 1951 is best example of agreement at National Level.

Factors Inhibiting Collective Bargaining • • • • • • Employer’s Reluctance Multiple Unions Non-Recoginition Weak Unions Political Interference Inadequate Interventions. .

• • • • Role of Collective Bargaining in Human Resource From Management Point of View From Workers Point of View From Trade Union Point of view From Govt.Point of View .

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