2. Definition
Collective Bargaining Issues
Objectives Of Collective Bargaining
Characteristics Of Collective Bargaining
Types Of Bargaining
Collective Bargaining Members
Collective Bargaining Process
Advantages And Disadvantages
Why Negotiations Fail
3. DEFINITION:-
Collective bargaining is a process between
employers and employees to reach an agreement
regarding the rights and duties of people at work.
Collective bargaining is an agreement between a
single employer or an association of employers on the
one hand and a labour union on the other, which
regulates the terms and conditions of employment.
5. Collective bargaining issues such as
employees pay
working hours
training
health and safety
rights to participate in workplace or affairs.
6. OBJECTIVES OF COLLECTIVE BARGAINING
1. To provide an opportunity to the workers, to
voice their problems on issues related to
employment.
2. To facilitate reaching a solution that is
acceptable to all the parties involves.
3. To resolve all conflicts and disputes in a
mutually agreeable manner.
4. To prevent any conflict/disputes in the future
through mutually signed contracts.
7. 5. To develop a conductive atmosphere to
foster good organizations relations.
6. To provide stable and peaceful
organization (hospital) relations.
7. To enhance the productivity of the
organization by preventing strikes lock – out
ect.
8. CHARACTERSTICS OF COLLECTIVE BARGAINING
Collective: Collective bargaining is a two way group process
where the employers representative and employees
representatives sit together to negotiate terms of employment.
Strength: Both the parties in collective bargaining are strong
and equal.
Voluntary: Both parties come to the negotiation table
voluntarily in order to go in particular negotiation. It is based
on discussion, mutual trust and understanding.
Formal: It is a formal process in which certain employment
related issues are to be regulated at National, organization and
workplace levels.
Flexible: It is a flexible and continuous process and not fixed or
static.
9. Improvement: It is a method to improve the employer-employees
relation in organization and resolve management and employees
conflicts.
Representation: Collective bargaining is between the
representatives of employees and management. The management
does not directly deal with employees. It carries negotiations with
the representatives/executives of unions and association.
Dynamic: Collective bargaining is dynamic, that go on changing
over a period and grows and expand the way of agreement, the
way of implementation and way of discussion.
Continuous: Collective bargaining is continuous and begins with
agreement, the implementation of agreement and further
negotiations.
Bipartite Process: Because the employee and employers
representatives negotiate directly face to face across the table.
10. TYPES OF BARGAINING
CONJUNCTIVE OR 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.
11. COOPERATIVE /INTEGRATIVE
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.
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. Collective bargaining process comprises of
five core steps:
1.Prepare: This phase involves composition of a negotiation
team. The negotiation team should consist of representatives of
both the parties with adequate knowledge and skills for
negotiation.
2. Discuss: the parties decide the ground rules that will guide
the negotiations.
16. 3. Propose:, this phase could be described as brainstorming‘.
The exchange of messages takes place and opinion of both the
parties is sought.
4. Bargain:. This stage comprises the time when what ifs and
supposals‘ are set forth and the drafting of agreements take
place.
5. Settlement:. This stage is described as consisting of effective
joint implementation of the agreement through shared visions,
strategic planning and negotiated change.
17. ADVANTAGES
Contract to guide standards.
Participation in decision making
process.
All union members and management
must confirm to terms of contract
without exception
Process exists to question manager’s
authority if member feels something
was done unjustly
18. • Nurses gain control of practice.
• Improve professional relationships.
• Protect patients from inadequate and
unsafe care.
• Ensure that nurses have fair pay, good
benefits and safe working conditions.
• Provide power.
19. DISADVANTAGES
Reduced individuality
Other union members may outvote
one’s decisions.
Disputes are not handled with
individual and management only
;less room for professional judgment.
Must pay union dues even if one
does not support unionization