JANKIDEVI BAJAJ INSTITUTE OF MANAGEMENT STUDIES

Research Study Of Collective Bargaining In Trade Unionism

Report submitted by: Krupa Patil MPMIR-I

Study of Collective Bargaining in Trade Unionism INDEX Page No.no. 1 2 3 4 5 Particulars Introduction Problems in Collective Bargaining Objectives of Collective Bargaining Conclusions and Suggestions Bibliography Page 2 of 7 . 3 4 4 5 7 Sr.

These two conflicting interests can be adjusted temporarily through the principle of "give and take"1. There are demands by the workmen and if those demands are resisted by the employer.Study of Collective Bargaining in Trade Unionism Introduction: http://www. In India the first collective bargaining agreement was conducted in 1920 at the instance of Mahatma Gandhi to regulate labour management relation between a group of employers and their workers in the textile industry in Ahmadabad3. Collective bargaining is one of the methods wherein the employer and the employees can settle their disputes. With the development of the trade unions in the country and the collective bargaining becoming the rule it was equally found by the employers that instead of dealing with individual workmen it is convenient and necessary to deal with the representatives of the workmen not only for the making or modification contracts but also in the matter of taking disciplinary action against the workmen and regarding other disputes. a system of peaceful and routine bargaining would eliminate industrial strife and violence." and finally. collective bargaining stood for "industrial democracy. The phrase "collective bargaining" was coined by British labor reformers Sidney and Beatrice Webb of Great Britain which was the ³home of collective bargaining´ in the 1890¶s2. collective bargaining promised to make capitalism work. In any industrial establishment the friction between employer and the workmen is inevitable. One argues for more investment and profits while the other argues for better standard of living. The idea of collective bargaining emerged as a result of industrial conflict and growth of trade union movement and was first given currency in the United States by Samuel Crompers.com/doc/26670160/Collective-Bargaining-in-India-Project The conflict between the management and the employee is inherent in an industrial society. First and foremost. collective bargaining has come to stay having regard to modern conditions of the society where capital and labour have organized themselves into groups for the purpose of fighting and settling their disputes. The principle of give and take has been infused in the principle of collective bargaining. Second. Page 3 of 7 .scribd. industrial dispute arises resulting in industrial tension and disturbing the peace and harmony in the industry. Advocates of collective bargaining in the early decades of the twentieth century thought it essential for three reasons. Before the adoption of the collective bargaining the labour was at a great disadvantage in obtaining reasonable terms for contract of service from its employer. Collective Bargaining is one of the methods wherein the employer and the employees can settle their disputes. So. This method of settling disputes was adopted with the emergence and stabilization of the trade union Government.

Study of Collective Bargaining in Trade Unionism Problems of Collective Bargaining: http://www. This also helps in boosting the employee morale and enhancing their commitment to the organization.kursija-217195-collective-bargainingappraisals-compensation-competency-employee-relations-hr-hrm-human-reso-education-pptpowerpoint/ y Due to the dominance of outsiders in trade unionism in the country.As a result trade union movement has leaned towards political orientation rather than collective bargaining.which are weak and unstable and do not represent majority of the employees.they continue to be dominated by politicians.termination and benefir programs.com/Presentation/amit. Deal with other matters of mutual interest such as hiring practuce. Collective Bargaining allows both workers and managers to discuss specific terma that can. Page 4 of 7 .com/business-management/human-resources/1923283-collectivebargaining-objectives Worker¶s participation: The basic objective of collective bargaining is to provide an opportunity to the workers to participate in the organizational decision-making.working conditions and hours.layoffs. As workers know the ground realties of the enterprise.promotions.shvoong. y y y y Objectives of collective bargaining: http://www.authorstream. Determine wages. they may provide easy and useful suggestions to enhance quality of employment conditions. Determine the rules that govern their relationship. There is a lack of definite procedure to determine which union is to be recognised to serve as a bargaining agent on behalf of workers.there is multiplicity of unions. c.who use the unions and their members to meet their political ends. There has been very close association between the trade union and political parties. Since most of the trade unions are having political affiliations. b.Moreover there are inter-union rivalries.depending on national law: a.which further hinder the process of collective bargaining between labour and the management.

Compulsory Recognition of Trade Unions: There must be an acceptable and recognized bargaining agent. Conclusions and Suggestions: http://www.Study of Collective Bargaining in Trade Unionism To resolve industrial disputes: Actually Collective bargaining itself does not prevent industrial disputes but it provides a platform for discuss the management-worker difference and reach to an agreement which protects the best interest of both the parties.scribd. and the management . A Page 5 of 7 . A weak union not enjoying the support of majority of workers is not likely to be effective. derives satisfaction merely by countering the extent to which it is able to minimize the additional burdens while meeting the union¶s demands. 1. The following steps should be taken for the success of collective bargaining. as the passive partner. there is always a danger that non-union members may sabotage it. Strong Trade Union: A strong and stable representative trade union is essential for effective collective bargaining.com/doc/26670160/Collective-Bargaining-in-India-Project A lot has been said about the development of collective bargaining in India. has been used at present only as a one-way exercise in which the union. That means that there must be recognised union or unions to negotiate the terms and conditions of the agreement with the management. as equal partners. Recognition of trade union has to be determined through verification of fee membership method. It develops mutual trust and faith between both the parties which results in improved management-worker relation. But in fact. Improved protectively: Collective bargaining avoids the situation of lock-out and hadtaals and disputes and mutually discussed and resolved. It prevents from the loss of fruitlessness time which spent in lock-out and hadtaals. as the aggressive partner. Moreover. makes the demands. There are not many examples even now where union as well as the management. workers should have freedom to unionize so that they can exercise their right of unionization and form a trade union for the purpose of electing their representatives for collective bargaining. The management will not negotiate with such a union. To improve management-worker relation: Collective bargaining is a process of give and take. The union having more membership should be recognised as the effective bargaining agent. collective bargaining which is a two way affair. because mutual agreements are not likely to be honoured by a large section of the labour-force. 2. For having such a trade union. have approached the process of collective bargaining with the objective and spirit that collective bargaining must bring concrete benefit to both the parties.

An agreement is merely a framework for every day working relationships. amicable and voluntary settlement of labour disputes. Selection of proper representatives. 4. Management must accept the union as the official representative. 6. b. The union must not feel that management is working and seeking the opportunity to undermine and eliminate the labour organization. Efficient Bargaining Mechanism: No ad-hoc arrangements are satisfactory for the reason that bargaining is a continuing process. Emphasis on Problem-solving Attitude: There should be an emphasis upon problemsolving approach with a de-emphasis upon excessive legalism. stable and the most representative union should be recognised by the employers for the purpose because any agreement with that union will be acceptable to majority of workers and it will help in establishing sound industrial relations in the organization. Recognition of natural temperament of each other. The new labour policy must reflect the new approach and new objectives. As of now this is not the case in India. State has to play a progressive role in removing the pitfalls which stand in the way of mutual. 7. Mutual Accommodation: There has to be a greater emphasis on mutual accommodation rather than conflict or uncompromising attitude. The take or leave philosophy is followed in America where there is contractual labour. Litigation leads to loss of Page 6 of 7 . Conflicting attitude does not lead to amicable labour relations. c. it may foster union militancy as the union reacts by engaging in pressure tactics. The union must accept the management as the primary planners and controllers of the company¶s operations.Study of Collective Bargaining in Trade Unionism strong. the main bargain is carried on daily and for this there is a need to have permanent machinery. The approach must be of mutual give and take rather than take or leave. Mutual Trust and Confidence: Trade unions and management must accept each other as responsible parties in the collective bargaining process. 3. it has three aspects: a. There should be mutual trust and confidence. In fact in any relationship trust is the most important factor. The company management must not feel that the union is seeking to control every facet of the company¶s operations. Availability of full information. 5. As for machinery being efficient. So if the union and the management have to look for a long-term relationship they have to respect each other¶s rights. Enactment of Legislation: The State should enact suitable legislation providing for compulsory recognition of trade union by employers.

Review Literature: Web References y Introduction ± o http://www.scribd. Therefore.com/doc/26670160/Collective-Bargaining-in-India-Project Page 7 of 7 . Therefore the emphasis is to look for mutually acceptable solutions rather than creating problems for each other. The provision for political fund by trade unions has to be done away with-since it invariably encourages the politicians to prey upon the union.Study of Collective Bargaining in Trade Unionism time and energy and it does not benefit anyone.kursija-217195-collectivebargaining-appraisals-compensation-competency-employee-relations-hr-hrmhuman-reso-education-ppt-powerpoint/ y Objectives of Collective Bargaining o http://www.shvoong.authorstream.Lastly. The political environment should support collective bargaining. it is important to have sound political climate. 9.com/business-management/human-resources/1923283collective-bargaining-objectives y Conclusions and Suggestions o http://www. Political Climate: For effective collective bargaining in a country.scribd. positive attitude of the political parties is a must for the promotion of collective bargaining.com/doc/26670160/Collective-Bargaining-in-India-Project y Problems in Collective Bargaining ± o http://www. The Government must be convinced that the method of arriving at the agreements through mutual voluntary negotiations is the best for regulating certain conditions of employment. the overall political environment should be congenial.com/Presentation/amit. 8.

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