COLLECTIVE BARGAINING

PRESENTED
BY
MARIA

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 MEANING
 It is technique that has been adopted by
unions & management to reconcile their
conflicting interests.
 It is called collective the employees, as a
group, select representative to meet & discuss
differences with employer.
 The negotiations for collective bargaining
requires to joint session of the representatives
of labour & management.
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 INTRODUCTION

 The phrase collective bargaining consists of two

words ‘collective’ which implies –group action
through its representative & ‘bargaining’ which
suggests negotiations. The phrase therefore
implies collective negotiations’ of a contract
between management’s representatives on one
side & those of the workers on the other.

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 OBJECTIVES

 To provide an opportunity to the workers to

voice
 To reaching a solution that is acceptable
 To maintain cordial relation
 To promote democracy
 To prevent unilateral action to employees
 To preventing strike & enhancing the
productivity
 To resolve & prevent all conflicts & disputes in
a mutually agreeable manner
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 DEFINITION

 According to Dale Yode “collective

bargaining is the term used to describe a
situation in which the essential conditions of
employment are determined by bargaining
process undertaken by representatives of a
group of worker on the one hand & of one
or more employer on the other.”
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 HISTORY OF COLLECTIVE
BARGAINING
 The term of “collective bargaining “ was first
used in 1891 by Beatrics Webb, a founder of
field if industrial relation in Britain. It refer to a
sort of collective of negotiation & agreement that
has existed.
 UNIION -An organization of workers joined to
protect their common interests and improve their
working conditions.

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 HISTORY OF COLLECTIVE
BARGAINING

 Union may refer to:

Trade union, an organization of
workers that have banded together,
often for the purpose of getting better
working conditions or pay.

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 FUNCTION OF TRADE UNION

 Trade unions perform a number of

functions in order to achieve the
objectives. These functions can be broadly
classified into three categories:

(i)  Militant functions,

(ii) Fraternal functions

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 FUNCTION OF TRADE UNION

 MilitantFunctions
One set of activities performed by trade unions
leads to the betterment of the position of their
members in relation to their employment. The
aim of such activities is to ensure adequate
wages secure better conditions of work and
employment get better treatment from
employers, etc.
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 FUNCTION OF TRADE UNION

 Militant Functions

 When the unions fail to accomplish these

aims by the method of collective
bargaining and negotiations, they adopt an
approach and put up a fight with the
management in the form of go-slow
tactics, strike, boycott, gherao, etc. Hence,
these functions of the trade unions are
known as militant or fighting functions
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 FUNCTION OF TRADE UNION

The militant functions of trade unions

can be summed up as:
 To achieve higher wages and better
working conditions
 To raise the status of workers as a part of
industry
 To protect labors against victimization
and injustice
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 Fraternal Functions

 They take up welfare measures for improving the

morale of workers and generate self confidence
among them. They also arrange for legal
assistance to its members, if necessary. Besides,
these, they undertake many welfare measures for
their members, e.g., school for the education of
children, library, reading-rooms, in-door and out-
door games, and other recreational facilities.

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 Fraternal Functions

 Some trade unions even undertake

publication of some magazine or journal.
These activities, which may be called
fraternal functions, depend on the
availability of funds, which the unions
raise by subscription from members and
donations from outsiders, and also on
their competent and enlightened
leadership
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 Fraternal Functions

 Thus, the fraternal functions of trade unions can be

summed up as:
To take up welfare measures for improving the morale
of workers
To generate self confidence among workers
To encourage sincerity and discipline among workers
To provide opportunities for promotion and growth
To protect women workers against discrimination

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 Characteristics of collective bargaining

The management and the worker’s

representative’s sit at the negotiating table, where
they deliberately persuade, try to reach an
agreement, which they record in the form of a
labour management contract.

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Characteristics of collective bargaining

 This legislative phase when the two

parties set up a type of companywide set
of laws and regulations, for the right and
the responsibilities of the company, the
union and the employees.

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 Characteristics of collective bargaining
.
Negotiations form an important aspect of the
process of collective bargaining i.e., there is
considerable scope for discussion, compromise or
mutual give and take in collective bargaining.

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 Characteristics of collective bargaining
 Collective bargaining is a formalized process by
which employers and independent trade unions
negotiate terms and conditions of employment and
the ways in which certain employment-related
issues are to be regulated at national,
organizational and workplace levels.

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Characteristics of collective bargaining

 It is a group process, wherein one group,

representing the employers, and the other,
representing the employees, sit together to
negotiate terms of employment.

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PRINCIPLES OF COLLECTIVE
BARGAINING

For the
management

For the
trade union

For the trade

union &
management

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 PRINCIPLE FOR THE MANAGEMENT
 The management must develop and
consistently follow a realistic labour policy,
which should be accepted and carried out by all
its representatives
 The management must grant recognition to it
without any reservations and accept it as a
constructive force in the organization.

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PRINCIPLE FOR THE MANAGEMENT

 The management should periodically

examine the rules and regulations by
which its labor force is governed.
 While weighing the economic
consequences of collective bargaining, the
management should place greater
emphasis on social considerations

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 PRINCIPLE FOR TRADE UNION

 Trade union leaders should appreciate the

economic implications of collective bargaining,
for their demands are generally met from the
income and resources of the organization in
which their members are employed.
 Trade unions should resort to strikes only when
all other methods of the settlement of a dispute
have failed

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 PRINCIPLE FOR TRADE UNION

 The Trade union members have an

obligation to assist the management in the
elimination of waste and in improving the
quality and quantity of production, in
addition to their demands.
 Trade union leaders should think of
society's interest also.

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 PRINCIPLE OF UNION &
MANAGEMENT
 There must be mutual confidence and good faith and a desire to make
collective bargaining effective in practice.
 There should be an honest, able and responsible leadership, for only
this kind of leadership will make collective bargaining effective and
meaningful.
 The two parties should meticulously observe and abide by all the
national and state laws which are applicable to collective bargaining.

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 PRINCIPLE OF UNION &
MANAGEMENT
 There must be an honest attempt at solving a problem
rather than at a compromise. Both the parties to a
dispute should command the respect of each other and
should have enough bargaining power to enforce the
terms of the agreement that may be arrived at
 The two parties should meticulously observe and abide
by all the national and state laws which are applicable to
collective bargaining.

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 PREPATORY PHASE
 In this phase following activities are
carried out:-
 Selection of negotiation team
 This phase involves compositions of
negotiation team
 It consist of the representative of the both
parties
 They should have adequate knowledge &
skills for the negotiation
 Identification of problem
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 DISCUSSION PHASE
 Decide & appropriate time & set a proper
climate for negotiation
 Maintains of mutual trust &
understanding
 Involve in active listening asking
question, observation & summarizing
decision.

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 BARGAINING PHASE
 Both the parties will involves in the
following activites
 Problem solving
 Proposal

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 PROPOSAL
 This phase could be described as
brainstorming.
 The exchange of messages take place &
opinion of both parties.
 Initial opening of statement
 Possible alternative/opinion to resolve the
issues by both parties..

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 Agreement /settlement
 Settelment phase start with
 This stage is described as consisting of
effective joint implementation of the
agreement through shared visions,
strategic planning & negotiated chance
 Agreement on common decision

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 Advantages:
 Contract to guide standards
 Participation in decision-making process
 All union members and management must conform
to terms of contract without exception
 Process exists to question manager’s authority if
member feels something was done unjustly

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 Disadvantages

 Reduced individuality
 Other union members may outvote one’s decisions
 All union members and management must conform
to terms of contract without exception
 Disputes are not handled with individual and
management only; less room for personal judgment

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 CONJUNCTIVE OR DISTRIBUTIVE
BARGAINING
 Conjunctive is the most common type of
bargaining & involves zero-sum negotiation, in
other words, one side win & other loses.
 They try to settle economic issues such as wages,
benefits, bonus etc.

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 COOPERATIVE/INTEGRATIVE
BARGAINING
 Integrative bargaining is similar to problem solving
sessions in which both sides are trying to reach a
mutually beneficial alternative that is win –win
situation .
 Both the employer & the union try to resolve the
conflict to the benefit of both parties.

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 PRODUCTIVITY BARGANING
 A form of a collective bargaining leading to a
productivity agreement in which management
offers a pay raise in exchange for alteration to
employee working practice designed to increase
productivity.

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 COMPOSITE BARGAINING
 In this method labour bargaining for
wages as usual but goes a step further
demanding equity in matters relating to
work norms employment levels, manning
standards & environment hazards etc.

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 NURSES MANAGER’S ROLE IN
COLLECTIVE BARGANING
 Nurse should be aware of &
clarify their own values
regarding collective bargaining
& strikes when choosing a
workplace.
 Nurses also need to protect
themselves from conflicts
management practices.

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 NURSES MANAGER’S ROLE IN
COLLECTIVE BARGANING

 Nurse working in a health care origination

with a collective bargaining contract,
which specific condition of employment
such as salaries, workload, fringe benefits
& advancements opportunities as well as
specific procedures for filling grievance
regarding various issues.

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 NURSES MANAGER’S ROLE IN
COLLECTIVE BARGANING
 Collective bargaining contracts establish
nurse practice committees which allow
employees to become involves in health
care decision.

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 NURSES MANAGER’S ROLE IN
COLLECTIVE BARGANING

 Nurse mangers should review past position

taken by both the unions & management
on contract negotiations, grievances &
decision to strike, this information can
help the nurse manger identify & address
key issues before they become possible.

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 NURSES MANAGER’S ROLE IN COLLECTIVE
BARGANING

 In a health care organization these displays minimal

concerns for employee satisfaction, a nurse leader
may become instrumented in lobbying for a
collective bargaining. 48 23/02/2022