Download Process of Collective Bargaining

Meaning & Definition
Collective bargaining is concerned with the
relations between tarde unions & management.
Bargaining is collective because chosen
representatives of labour & management acts as
bargaining agents.
‘Collective Bargaining refers to a proces by which
employers on the one hand and representatives of
the employees on the other attempt to arrive at
agreements covering the conditions under which
employees will contribute and be compensated for
their services’-Michael J.Jucius
Features of Collective
Bargaining
•Group & Collective Action
•Strength
•Continous Process
•Flexible
•Voluntary
•Dynamic
•Power Relationship
•Bipartite Process
Objectives
► To
maintain cordial relations between
management & the workers
► To settle disputes/conflicts relating to
working conditions & wages
► To protect interest of workers through
collective action.
► To ensure participation of Trade Unions
► To resolve the differences between workers
and management.
Principles of Collective
Bargaining
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Principles for Trade Unions-: a) They should have open mind on
various issues.b)There should not be any room for confusion &
misunderstanding.c) Trade Unions should fully support management.
D)Strike calls should be the last resort.
Principles for Management-: a) Mgt.should give proper recoginition
to trade unions. b)Rules governing labour should be periodically
examined. c) all the clauses of agreements should be accepted in true
spirit.
Principles for both Union & Management-: a)Both the parties
should have faith on each other. b) Both the parties shoul have positive
view of whole process rather thinking it as formality. C)Both the parties
should adhere to all laws applicable to Collective Bargaining.
Levels of Collective Bargaining
► At
Plant Level
► At Industry Level
► At National Level
Types of Collective
Bargaining
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Distributive Bargaining-: In this One party’s gain
is another party’s loss. e.g.wages
•Integrative Bargaining-: In this both the parties
may gain or atleast neither party loses.e.g.better
training progrmmes.
Attitudinal Structuring-: When there is backlog of
bitterness between both the parties then attitudinal
structuring is required to make smooth industrial
relations.
Intra-Organisational Bargaining-: There can be
conflicting groups in both mgt.& unions also so there
is need to achieve conseus in these groups.
Process of Collective
Bargaining
► Identification
of problem
► Preparation for Negotiation
► Negotiation Procedure
► Implementation of Contract
Functions of Collective
Bargaining
► Long
run Social change-: It is a technique of
long run social change where inferior class aims to
acquire a large measure of economic & political
control over crucial decision in the areas of its
most immediate interest.
► Peace Treaty-: Conflicts are smoothned by the
compromises.
a) Compromise with Combative(Struggling)
Aspects
b) Compromises without Combative aspects.
► Industrial
Jurisprudence- it is a
method of introducing civil rights into
industry that is,of requiring that
management be conducted by rules
rather than arbitrary decisions.
Essentials of Successful
collective Bargaining
► Favourable
Political Climate
► Strong & Stable Unions
► Recoginition
► Willingness to give & take
► Negotiator’s Authority
► Fair practices
► Positive Attitude rather than a fighting approach
Collective Bargaining in India
It was introduced in India in 1952 and
is gradually gaining importance in
following years.Most agreements of
disputes like Bata Shoe company
Agreement 1955 and 1962 were at plant
level.At Industry level the best example
is of Textile Industry Bombay and
Ahmedabad.The Delhi Agreement of
1951 is best example of agreement at
National Level.
Factors Inhibiting Collective
Bargaining
► Employer’s
Reluctance
► Multiple Unions
► Non-Recoginition
► Weak Unions
► Political Interference
► Inadequate Interventions.
Role of Collective Bargaining in
Human Resource
► From
Management Point of View
► From Workers Point of View
► From Trade Union Point of view
► From Govt.Point of View