COLLECTIVE BARGAINING

HISTORY OF COLLECTIVE BARGAING:-

 The term of “Collective Bargaining”
was first used in 1891 by Beatrics Webb,
a founder of field if industrial relation in
Britain. It refers to a sort of collective
of negotiation and agreement that
has existed.
 The concept of collective bargaining

was introduced very late in India, as

trade union were formed only in
1962.
 DEFINITION:-
 Collective Bargaining is the agreement
between the a single employer or an
association of the employers on the one hand
and labor union on the other

 Collective Bargaining is the processes in which

the representative of a labor organization and
the representative of the business
organization meet and attempt to negotiates a
contracts or agreement.
 Edwin

Flippo
 OBJECTIVES:-

1. To provide an opportunity to the

workers to voice.
2. To reaching a solution that is
acceptable.
3. To maintain cordial relation.
4. To promote democracy. To prevent
unilateral action to employees.
5. To preventing strike and
enhance the productivity.
6. To Resolving and prevent all
conflicts and disputes in a
mutually agreeable manner.
7. To develop a conducting atmosphere .
8. To provide stable and peaceful
CHARACTERSTICS OF COLLECTIVE
BARGAINING:-

1) Collective

8) Bipartite
2) Strength
Process

7) Continuous CHARACTERSTICS 3) Voluntary

6)Representati 4) Flexible
on

5)Improveme
nt
TYPES OF COLLECTIVE
BARGAINING:-

DISTRIBUTIVE

INTEGRATIVE
TYPES OF
COLLECTIVE
BARGAINING:-
P
R
O
D
U COMPOSITE
C
DISTRIBUTIVE OR COLLECTIVE
BARGAINING:-
 Conjunctive bargaining is the most common
type of bargaining & involves zero-sum
negotiations, in other words, one side wins
and the other loses.
 This involves bargaining over the distribution of

surplus. in this, economic issues like salaries ,

wages and bonuses.
 Economic issues like wages, salaries and bonus

are
discussed.
 One party’s gain is another party’s loss.

 More competitive.

 e.g. Unions negotiate for maximum wages.

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.
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.
COMPOSITE BARGAINING

⚫ Wages with
equity.
PROCESS OF COLLECTIVE BARGAINING:-

Preparatory Discussion Proposal

phase phase phase

Settlement Formalizing
Bargaining
phase agreement Enforcing
agreement
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

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.
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.

BARGAINING PHASE:-

 Both the parties will involve in the

following activities:-
 Problem solving

 Proposal
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.
 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.

ENFORCING AGREEMENT:-
 To have the agreement effective and
meaningful, it should be enforced or
implemented immediately
PRINCIPLES OF COLLECTIVE
BARGAING :-

For The
MANAGE
MENT

For the
TRADE
UNION

For Trade
Union and
Manageme
nt
PRINCIPLES FOR THE MANAGEMENT:-

 The management should be waiting for the trade union

to bring employees grievances to its notice but should
rather 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
 They should treat the trade union fairly
 They should regularly check the rules and
regulations to determine the attitude and
comfort of its employees
 Must agree to reform the trade union without
any reservations
 The management should not wait for the trade
union to bring
employees problems
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
 Trade union leaders should not imagine that their

only function is to secure higher wages, shorter

hours of work and 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 prices and reduce the
amount that can be paid out as wages
PRINCIPAL OF UNION AND MANAGEMENT:-

 Collective bargaining should be

made an education well as a
bargaining process.
 It should offer to trade union leaders

an opportunity to present to the

managements.
 There should be an honest, able and

responsible leadership for only this kind of

leadership which make collective
bargaining effective and meaningful.
 There must be mutual confidence and

good faith and a desire to make collective

 ADVANCTAGE OF COLLECTIVE
BARGAINING:-
 1) PROVIDE SECURITY TO WORKERS:- Since collective bargaining
contracts are legally binding agreement the employee can be sure of
their work condition. As longs as all terms are followed the
management cannot be go back or changed of the condition.
 2) PROHIBITS THE STRIKES:- This is the security is provided by the
management. Collective bargaining agreement prevents any
employees from striking or not working try to get different benefits.
Strikes can cause huge problems within company. so this is a big
draw for management for collective bargaining.
 3) GIVE EMPLOYEE A VOICE:- All the employee that the agreement
will affects are allowed to have a say in the condition. All voice are
heard, which promotes a much better moral in workplace. This also
ensures that they want and need of the majority are met.
 4) REDUCED BIAS AND FAVORITISMS:- All too often you heard
stories of someone getting additional benefits simply because with
their boss or other irrelevant things. This is greatly reduced and
possibly eliminated with the use of collective bargaining
DISADVANTAGE OF COLLECTIVE
BARGAINING:-
 1) NOT ALL PEOPLE WILL AGREE:- Collective
bargaining cater to need of the many and
disagree the few. The terms in the agreement
could negatively affects employee who have
special circumstances or simply do not agree.
 2) A LOSS OF AUTHORITY:- When the employee
knows the exactly how much power management
has, and has say in things that they can and
cannot do, their role as the authority figure is
greatly diminished
 3) REDUCED MANAGEMENT HAND IN BUSSINESS:-
Constructive development is hindered when the
collective bargaining is used. If the policy or the
terms of the agreements truly need to be received
or removed, it is nearly possible to do.
COLLECTIVE BARGAINING IN NURSING:-
• IMPORTANCE OF COLLECTIVE BARGAINING IN NURSING:-
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.

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
POINTS TO KEPT IN MIND BEFORE COLLECTIVE
BARGAINING:-

• Set clear objectives for every bargaining item.

• Do not hurry.
• When in doubt, discuss with your associates.
• Be well prepared.
• Don't concern yourself.
• Be alert to the real intentions of the other party.
• Be a good listener.
• Pay close attention towards the wording.
• Remember that collective bargaining is a compromise
process.
• Try to understand people.
• Consider the impact of present negotiations on those in
future years.
SUMMARISAZATION
 CONCLUSION:-
 Negotiation may be competitive or

collaborative, but collaborative negotiation

generally have more positive outcome. A major
goal is to make the other part feel satisfied
with the outcome. The focus should be creates
a win-win situation.
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