3. INTRODUCTION
The term of “Collective Bargaining” was first
used in 1891 by Beatrics Webb, a founder of
field of industrial relation in Britain.
Introduced very late in India, as trade union
were formed only in 1962.
4. DEFINITION:-
Collective Bargaining is the
agreement between a single
employer or an association of
the employers on the one hand
and labor union on the other.
5. Collective Bargaining is the
process in which the
representatives of a labor
organization and the
representatives of the business
organization meet and attempt
to negotiates a contracts or
agreement.
Edwin Flipp
DEFINITION:-
6. 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.
7. OBJECTIVES:-
To preventing strike and enhance
the productivity.
To Resolving and prevent all conflicts
and disputes in a mutually agreeable
manner.
To develop a conducting atmosphere
To provide stable and peaceful
organization .
10. DISTRIBUTIVE BARGAINING:-
Conjunctive bargaining is the most common
type of bargaining
involves zero-sum negotiations, in other
words, one side wins and the other loses.
bargaining over the distribution of surplus.
Economic issues like wages, salaries and bonus
are discussed.
One party’s gain is another party’s loss.
More competitive.
11. INTEGRATIVE OR CORPORATIVE
BARGAINING:-
Integrative bargaining is similar to problem
solving sessions in which both sides are trying
to reach a mutually beneficial alternative, i.e.
a win-win situation
Both parties may gain or neither party losses.
Both the parties are trying to make more of
something.
12. PRODUCTIVITY BARGAINING:-
A form of collective bargaining leading to
a productivity agreement in which
management offers a pay raise in
exchange for alterations to employee
working practices designed to increase
productivity.
15. PREPARATORY PHASE:-
In this phase, following activities are carried
out :-
Selection of negotiation team:-
This phase involves composition of a negotiation
team.
It consist of the representatives of the both
parties.
They should have adequate knowledge and skills
for the negotiation.
Identification of problem.
Enough supporting data is kept ready
16. DISCUSSION
PHASE:-
Decide and appropriate time and set a
proper climate for negotiation.
Maintenance of mutual trust and
understanding.
Involve in active listening, asking
questions, observation and
summarizing decision.
17. PROPOSAL PHASE:-
o This phase could be described as
brainstorming‘. The exchange of
messages takes place and opinion of
both the parties.
Initial opening of statement.
Possible alternative/opinion to resolve
the issue by both parties.
19. SETTLEMENT PHASE:-
Settlement phase start with:-
This stage is described as consisting of
effective joint implementation of the
agreement through shared visions,
strategic planning and negotiated
change.
Agreement on common decision.
20. FORMALIZING AGREEMENT:-
Drafting of agreement:-
After good faith bargaining, a formal
document must
prepare.
It should be simple, clear and concise.
Signing the agreement:-
Both parties sign the agreement and
abide by its terms and conditions.
23. PRINCIPLES FOR THE MANAGEMENT:-
The management should create the
condition in which the employees can
approach themselves without involving
the trade union.
The management should only deal
with the one trade in the
organization.
They must form and follow a realistic
labor policy.
24. PRINCIPLES FOR THE MANAGEMENT:-
They should treat the trade union fairly.
They should regularly check the rules
and regulations.
The management should not wait for the
trade union to bring employees problems.
25. PRINCIPLES FOR THE TRADE UNIONS:-
The trade union should eliminate
racketeering and other undemocratic
practices within their own organization.
Trade union leaders should resort to strike
only when all other methods of the
settlement of a dispute have failed.
26. Trade union leaders should not imagine
that their only function is better working
conditions for their members.
Trade union leaders should assist in the
removal of such restrictive rules and
regulations that are likely to increase costs
and reduce the amount that can be paid
out as wages.
PRINCIPLES FOR THE TRADE UNIONS:-
27. UNION AND MANAGEMENT:-
o Education as well as a bargaining
process.
o An opportunity to present to the
managements.
o There should be a honest, able and
responsible leadership.
o There must be mutual confidence and
good faith.
31. WHY NURSES JOIN UNIONS:-
The Court was considering the petition filed by the Kerala
State United Nurses Association. The State government
had in 2018, issued an order prescribing Rs. 20,000/- per
month as the minimum wage for nurses in hospitals
having 50 beds. The maximum limit that was imposed by
the said order was Rs. 30,000/-.
https://www.livelaw.in/news-updates/kerala-high-
court-directs-state-government-revise-minimum-
wages-nurses-private-sector-219764
32.
33. WHY NURSES JOIN UNIONS:-
To increase the power of the
individual
To increase output into
organizational decision making
To eliminate discrimination and
favoritism
To be socially accepted
To be one with the employees
To improve patient outcomes and
quality.
34. WHY NURSES DO NOT JOIN UNIONS:-
They need to demonstrate individualism
and promote social status
They believe that professionals should
not unionize.
They identify with the managements
viewpoints.
They fear employer reprisal.
They fear a loss of income if there is a
strike or walkout.
36. Negotiation may be competitive or
collaborative, but collaborative
negotiation generally have more positive
outcome. A major goal is to make the
other party feel satisfied with the
outcome. The focus should be creates a
win-win situation.
37.
38. BIBLIOGRAPHY:
BT BASAVTTHAPPA. Nursing Administration.
Second Edition . Jaypee Brother. Pg. no 784- 86
D.T.B.G. Management of Nursing Edition and
services. First Edition 2010. EMMESS Medical
Publisher. Pg no. 339-43.
Vati Jogindra, Principles of practice of nursing
management and administertion. 1st Edition.
Jaypee brothers medical publishers(P) LTD. Pg no.
427-432
