Collective Bargaining
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Transcript Collective Bargaining
Collective
bargaining generally
includes negotiations between the
two parties (employees’
representatives and employer’s
representatives).
Collective bargaining consists of
negotiations between an employer
and a group of employees that
determine the conditions of
employment.
Prepare:
The first thing to be done is to determine
whether there is actually any reason to
negotiate at all.
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.
A correct understanding of the main issues to be
covered and intimate knowledge of operations,
working conditions, production norms and other
relevant conditions is required.
Discuss:
Here, the parties decide the ground
rules that will guide the negotiations.
Propose: This phase involves the initial
opening statements and the possible options
that exist to resolve them.
The exchange of messages takes place and
opinion of both the parties is sought.
Bargain:
negotiations are easy if a problem
solving attitude is adopted. This stage
comprises the time when ‘what ifs’ and
‘supposes’ are set forth and the drafting of
agreements take place.
Settlement: Once the parties are through
with the bargaining process, a consensual
agreement is reached upon wherein both the
parties agree to a common decision
regarding the problem or the issue.
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To settle disputes/conflicts relating to wages
and working conditions
To protect the interests of workers through
collective action
To resolve the difference between workers
and management through voluntary
negotiations and arrive at a consensus
To avoid third party intervention in matters
relating to emloyment
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Collective: workers and management jointly
arrive at an amicable solution through
negotiation
Strength: the bargaining strength of both
parties is equal. It is industrial democracy at
work
Flexible: it is a group action – representative
of workers and management. It believes IN
give and take policy
Voluntary:
both workers and management
come to table voluntarily and
implementation of the agreement reached is
also voluntary
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Power Relationship: workers wants to gain the
maximum from management and management
wants to extract the maximum from workers by
offering as little as possible
Representation: In Collective bargaining the
employer does not deal directly with workers.
He carries out negotiations with representatives
of unions who are authorized to bargain with
employer on work-related matters
Bipartite Process: the employer and employee
negotiate the issues directly, face to face across
the table. There is no third party intervention
Conjunctive / distributive bargaining
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Each parties try to maximize their gain
2. Cooperative Bargaining
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When companies hit by recession
3. Productivity Bargaining
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A standard productivity index is finalized
through negotiation
4. Composite Bargaining
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Bargaining to withstand liberalization,
automation, farming out business to
outsiders and survive
1.