collective bargaining

1. B.V.V.S
SAJJALASHREE INSTITUTE OF NURSING
SCIENCES, BAGALKOT
NURSING MANAGEMENT
PRESENTION ON COLLECTIVE
BARAGAINING
. PRESENTED BY;
 Mr. Naveen Jyothi
M.Sc Nursing

3. Out line
 Introduction
 Meaning
 Definition
 Objectives
 Characteristics
 Process
 Types
 Levels
 Importance
 Advantages
 Disadvantages
 conclusion

4. Introduction
The term of collective bargaining is up two words collective -
which means group action through representation and
bargaining means negotiating.
Collective bargaining is the process in which working people
through their unions, negotiate contract with their employers
to determine their terms of employment,benefits,hours, leave,
way to balance work and family, and more.

5. Meaning
Collective bargaining is the process between
employers and employees to reach an
agreement regarding the rights and duties of
people at work. Such as employees pay,
working hours, training, health and safety and
rights to participate in work place.

6. Definition
According to Tudwign Teller
‘Collective bargaining is an agreement
between a single employer or an association of
employers on the one hand and labour union
on the other, which regulates the terms and
conditions of employment’.

7. Objectives
To provide an opportunity to the workers, to voice there
problems on issues related to employment.
To facilitate reaching a solution that is acceptable to all the
parties involves.
To resolve all the conflicts and disputes in a mutually
agreeable manner.
To prevent any conflicts in the future through mutually
signed contracts.

8. To develop a conductive atmosphere to foster good
organisation relations.
To provide stable and peaceful organisation(Hospital)
relations.
To enhance the productivity of the organisation by
preventing strikes lock-out etc.

9. Characteristics:
It is a group process where in one group representing the
employers and the other representing the employees sit
together to negotiate term of employment.
Negotiations form an important aspect of the process of
collective bargaining that is there is considerable scope for
discussion compromise are mutual give and take in
collective bargaining.

10. Cont….
Collective bargaining is a process in the sense that it
consist of a number of steps it begins with the presentation
of charter of demands and ends with reaching agreement.
It a bipartite process this means there are always two
parties involved in the process of collective bargaining the
negotiations generally takes place between the employee
and the management it is a form of participation.

11. Cont…
Collective bargaining tends to Improve the relations
between workers and the union on the one hand and the
employer on the other.
Collective bargaining is a complementary process that is
party needs some thing that the other party has labour can
increase productivity and management can pay better for
there effort.

12. Collective bargaining is the continues process. It enables
industrial democracy to be effective it uses cooperation for
setting deputes rather than conflict and confrontation .
Collective bargaining takes into account day to day
changes policies, potentialities, capacities and interest.

13. PROCESS OF COLLECTIVE BARGAINING

15. Process of collective bargaining
Prepare: 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. In this space both the
employers representative and the union examine there own
situation in order to develop the issues that they believe
will be most important.

16. Discuss: Here the parties decide the ground rules that will
guide the negotiation. A process began is half done and
this is no less true in case of collective bargaining. An
environment of mutual trust and understanding is also
created so that the collective bargaining agreement could
be reached.
Propose: In this phase involves the initial opening
statements and the possible options that exit to resolve
them in a word this space could be described as
brainstorming. The exchange of messages takes place and
opinion of both the parties is sought.

17. Bargain: Negotiation are easy if a problem solving attitude
adopted.
Settlement: Once the parties are through with the
bargaining process. A consensual agreement is reached
upon where in both parties agree to a common decision
regarding the problem or the issue.

19. Types of
bargaining
Distributive
bargaining
Co-operative
bargaining
Productivity
bargaining
Composite
bargaining

20. DISTRIBUTIVE BARGAINING
Distributive bargaining is the most common type of
bargaining and involves zero- sum negotiation , in other
words, one side wins and other loses, both parties try to
maximise their respective gains.
They try to settle income issues such as a wages, benefits,
bonus, etc

21. CO-OPERATIVE BARGAINING
Co-operative bargaining is similar to problem solving
sessions in which both sides are trying to reach a mutually
beneficial alternative that is a win – win situation .both
the employer and the union try to resolve the conflict to
the benefit of both parties.

22. PRODUCTIVITY BARGAINING
A form of collective bargaining leading to a productivity
agreement in which management offers a pay raise in
exchange for alteration to employee working practices
design to increase productivity.

23. COMPOSITE BARGAINING
 In this method, labour bargains for wages as usual but
goes a step further demanding equity in matters
relating to work norms . Employment levels, meaning
standards and environment hazards,etc

24. LEVELS OF COLLECTIVE BARGAINING
Levels of
bargaining
National
level
Industrial
level
Enterprise
level

25. NATIONAL LEVEL
Economy - wide ( national ) bargaining is a bipartite or
tripartite form of negotiation between union
confederations control employer association and
government agencies.

26. INDUSTRIAL LEVEL
Sectoral bargaining which aims at the standardization of
the terms of employment in one industry includes a range
of bargaining patterns. Bargaining may be either broadly
or narrowly defining in terms of the industrial activities
covered and may be either split up according to territorial
subunits are conducted nationally.

27. ENTERPRISE LEVEL
Enterprise level bargaining where in any given
organization bargaining may takes place at either
plant level or at divisional level .
It usually occurs at national level bargaining.

28. IMPORTANCE OF COLLECTIVE BARGAINING
Collective bargaining includes not only negotiations
between the employers and unions but also includes the
process of resolving labor management conflicts.
It is essentially recognized way to creating a system of
industrial philosophy.
It acts as a method of introducing civil rights in the
industry , that is the management should be conducted
by rules which define and restrict the traditional
exercised by the management .

29. IMPORTANCE OF EMPLOYEES
It increase the strength of the workers there by
increasing their bargaining capacity as a group .
Collective bargaining increases the moral and
productivity of employees.
Effective collective bargaining machinery
strengthens the trades unions movement.

30. Cont…
The workers feel motivated as they can approach the
management on various matters and bargain for higher
benefits.
Collective bargaining develops a sense of self respect and
responsibility among the employees.

31. IMPORTANCE OF EMPLOYERS
It becomes arise for the management to resolve issues at
the bargaining level rather than taking up complaints of
individual workers.
Collective bargaining tends to promote a sense of job
security among employees and there by tends to reduce
the cost of labor turn over to management .
Collective bargaining plays a vital role in setting and
preventing industrial disputes.

32. ADVANTAGES OF COLLECTIVE
BARGAINING
Equalization of power.
Give economic security.
Equitable distribution of work.
Professionalism promoted .
Nurses control practice.

33. DISADVANTAGES OF COLLECTIVE
BARGAINING
Strikes may not be prevented.
Leadership may be difficult to obtain.
Unprofessional behavior.
Adversary relationship.

34. CONCLUSION
Collective bargaining can be suggested to be one of the
most influential approaches to improvement of labor rights
and employment conditions .
The focus should be creates win-win situation.