1Q) Characteristics of Collective Bargaining: Negotiations
1Q) Characteristics of Collective Bargaining: Negotiations
1Q) Characteristics of Collective Bargaining: Negotiations
of
as
of
or
of
It is a bipartite process. This means there are always two parties involved
in the process of collective bargaining. The negotiations generally take
place between the employees and the management. It is a form of
participation.
Collective
Bargaining
is
continuous
process.
It
enables
industrial
Distributive bargaining:
It involves haggling over the distribution of surplus. Under it, the economic
issues like wages, salaries and bonus are discussed. In distributive
bargaining, one partys gain is another partys loss. This is most commonly
explained in terms of a pie. Disputants can work together to make the pie
bigger, so there is enough for both of them to have as much as they want, or
they can focus on cutting the pie up, trying to get as much as they can for
themselves. In general, distributive bargaining tends to be more competitive.
This type of bargaining is also known as conjunctive bargaining.
Integrative bargaining:
This involves negotiation of an issue on which both the parties may gain, or
at least neither party loses. For example, representatives of employer and
employee sides may bargain over the better training program or a better job
evaluation method. Here, both the parties are trying to make more of
something. In general, it tends to be more cooperative than distributive
bargaining. This type of bargaining is also known as cooperative bargaining.
Attitudinal restructuring
This involves shaping and reshaping some attitudes like trust or distrust,
friendliness or hostility between labor and management. When there is a
backlog of bitterness between both the parties, attitudinal restructuring is
required to maintain smooth and harmonious industrial relations. It develops a
bargaining environment and creates trust and cooperation among the
parties.
Intra-organizational bargaining
views with each other and if necessary to place the same before the
arbitrator. This is the need for collective bargaining and there cannot be
collective bargaining without involving the workers. The Union only helps the
workers in resolving their disputes with management but ultimately it would
be for the workers to take decision and suggest remedies. It seems to us
therefore, that the arbitration agreement must be published before the
arbitrator considers the merits of the dispute. Non-compliance of this
requirement would be fatal to the arbitral award.
5Q) Factors effecting on collective bargaining
A factor which makes collective bargaining interactions relatively
unique entails the many issues that have to be addressed. Many types of
compensation have to be discussed, including hourly wages, piecework
rates, fringe benefits such as pensions and health care, and similar issues.
What hours will the employees have to work, when will breaks and meal
periods be scheduled? Almost any working condition of interest to employees
might also have to be discussed. The expansive number of issues requires
drawn-out negotiations that may go on for weeks or months, as the parties
try to resolve the different topics. On the other hand, many of the bargaining
subjects allows the parties to trade issues in ways that allow them to expand
the overall pie to be divided and maximize the joint return involved.
Corporations should concede issues union leaders value more for topics
management officials prefer. This permits the negotiating parties to seek
win-win results that satisfy the underlying interests of both sides.
There will always be distributive items that both sides value. These
issues generally entail monetary terms. Even in this area, however, if
negotiators are willing to think outside the box and seek innovative solutions,
they may be able to expand the pie and simultaneously enhance their
respective positions. For example, if profits have been decreasing, a
company may offer workers a bonus instead of a pay increase. The
employees get the benefit of the cash payments, but the base pay rates
remain unchanged. Parties dealing with increasing health costs could agree
to larger deductibles and co-payments instead of higher employee
premiums. Employee health care premiums are a difficult subject for union
officials, since all workers see an immediate reduction in their take-home
pay. On the other hand, increased deductibles and co-payments are more
palatable, since workers are only affected by these considerations when they
become ill. They are so relieved to have health coverage that they have less
difficulty accepting the greater deductibles and co-payments.
By
By
By
By
the new working conditions, the new rules and policies. Workers
coming from different backgrounds may become disorganized,
unsatisfied and frustrated. Unions help them in such adjustment.
Trade unions are a part of society and as such, have to take into
consideration the national integration as well. Some important social
responsibilities of trade unions include:
promoting and maintaining national integration by reducing the
number of industrial disputes
incorporating a sense of corporate social responsibility in workers
achieving industrial peace
and
promote
their
personality
development
through
educational programs.
The first period of trade unions in India started from 1875 and lasted
up to First World War. During the period the trade union movement was
essentially humanitarian. Some friendly societies were formed to look
in to the welfare of workers. These unions were sporadic in nature. The
first Indian trade union, Bombay Mill Hands Association was formed in
1890, with an immediate aim of agitation for a revision of first Indian
Factories Act 1881
There are four important central trade union org. namely AITUC, INTUC
Hind Mazdoor Sabha (HMS), United Trade Union Congress (UTUC).
As of today, there are more than 50,000 registered unions and most of
them are affiliated to one are the other central trade unions.