Collectiv bargaining


Published on

Published in: Career, Business
  • Be the first to comment

No Downloads
Total views
On SlideShare
From Embeds
Number of Embeds
Embeds 0
No embeds

No notes for slide

Collectiv bargaining

  1. 1. Presented By Sumi SasiKumar S2,MBA GKMCCMT COLLECTIVE BARGAINING
  2. 2. ???.. <ul><li>Collective bargaining takes place when representatives of a labour union meet management representatives to determine employees’ wages and benefits and to solve other issues… </li></ul>
  3. 3. Definition of Collective bargaining <ul><li>“ Collective bargaining is a process in which the representatives of business organization meet and attempt to negotiate a contract or agreement which specifies the nature of the Employee-Employer union relationship” </li></ul><ul><li>-Edwin B.Flippo </li></ul>
  4. 4. Characteristics of collective bargaining <ul><li>It’s a group action as opposed to individual action. </li></ul><ul><li>It is flexible & mobile and not fixed. </li></ul><ul><li>It is a two-party process. </li></ul><ul><li>It is a continuous process. </li></ul><ul><li>it is dynamic and not static. </li></ul>
  5. 5. ……… <ul><li>It is a democratic function. </li></ul><ul><li>Collective bargaining is not a competitive process but a complementary process. </li></ul><ul><li>“ Its an art, an advanced form of human relations.” </li></ul>
  6. 6. Importance of collective bargaining <ul><li>It helps to increase economic strength of both parties. </li></ul><ul><li>It helps to establish uniform conditions of employment. </li></ul><ul><li>Secure a prompt and fair redressal of grievances. </li></ul><ul><li>Avoid strikes, & coercive activities. </li></ul>
  7. 7. ………… . <ul><li>Lay down fair rates of wages& norms. </li></ul><ul><li>Achieve an efficient operation of the plant. </li></ul><ul><li>It ensure old age pension benefits and other fringe benefits.. </li></ul>
  8. 8. Bargaining Topics
  9. 9. Collective bargaining Process <ul><li>Negotiation </li></ul><ul><li>Contract Administration </li></ul><ul><li>Identification of problem </li></ul><ul><li>Preparing for negotiations </li></ul><ul><li>Negotiations of agreement </li></ul><ul><li>The union see that the contract had been understood and take steps to implement it. </li></ul>
  10. 10. Conditions for the success of collective bargaining <ul><li>Strong consultation between the trade union and the management is possible only when the bargaining power of two parties is relatively equal. </li></ul><ul><li>Both the parties must accept the principle of ‘free consultation’ & ‘free enterprise’. </li></ul><ul><li>Must have mutual confidence, good faith& desire to make collective bargaining a success </li></ul>
  11. 11. …… . <ul><li>The willing acceptance by the management to recognize representative union for this purpose. </li></ul><ul><li>Should not await the union raise problems but should make every reasonable effort to prevent them. </li></ul><ul><li>The process of bargaining should be free from unfair practices. </li></ul>
  12. 12. Limited success of Collective bargaining in India <ul><li>Problems with Unions </li></ul><ul><li>Problems with government </li></ul><ul><li>Legal problems </li></ul><ul><li>Political Interference </li></ul><ul><li>Attitude management </li></ul>
  13. 13. Recommendations of the NCL <ul><li>Government intervention in industrial relations, particularly in the settlement of industrial disputes should be reduced gradually to the minimum possible extent. Compulsory adjudication of disputes should be used only as a last resort. </li></ul>
  14. 14. Recommendations.. <ul><li>Trade unions should be strengthened both organizationally and financially by amending the Trade Union ACT of 1926: </li></ul><ul><li>Make registration of unions compulsory. </li></ul><ul><li>Enhance the union membership fee. </li></ul><ul><li>Reduce the presence of outsiders in the union executive & among the office bearers </li></ul>
  15. 15. Recommendations.. <ul><li>Legal provision may be made either by amending an existing enactment for: </li></ul><ul><li>Compulsory recognition of trade unions and certification of unions as bargaining agents. </li></ul><ul><li>Prohibition and penalisation of unfair labour trade practices. </li></ul><ul><li>Bargaining in good faith by both employers and unions </li></ul>
  16. 16. Approaches to collective bargaining <ul><li>As a PROCESS OF SOCIAL CHANGE. </li></ul><ul><li>As a PEACE TREATY between the conflicting parties. </li></ul><ul><li>As a system of INDUSTRIAL JURISPRUDENCE. </li></ul>
  17. 17. Views of Collective bargaining <ul><li>From the MANAEMENT point of View: </li></ul><ul><li>To earn higher profits at lower costs </li></ul><ul><li>Maximum utilization of workers. </li></ul><ul><li>From LABOUR point of View: </li></ul><ul><li>Strengthening the Trade union movement because Trade unions are the bargaining agents of the workers. </li></ul>
  18. 18. VIEWS…. <ul><li>From the GOVERNMENT point of views: </li></ul><ul><li>Industrial peace is maintained through collective bargaining process.. </li></ul>
  19. 19. TYPES OF BARGAINING <ul><li>DISTRIBUTIVE BARGAINING </li></ul><ul><li>INTEGRATIVE BARAINING </li></ul><ul><li>It deals with issues or an issue in which two or more parties have conflicting or advisory interests </li></ul><ul><li>“ WIN-LOSS” </li></ul><ul><li>It is a process where both the parties can win, each contributing something for the benefits of other party. </li></ul><ul><li>“ WIN-WIN” </li></ul>
  20. 20. CONCLUSION
  21. 21. THANK YOU…..