for m.sc nursing 1st yr in advance nursing practice

1. PROFESSIONAL ORGANIZATIONS &
UNIONS –SELF DEFENSE, INDIVIDUAL &
COLLECTIVE BARGAINING

2. PROFESSIONAL ORGANIZATIONS-
 Introduction-
Professional organization provides a mean through
which your own professional development can be channelised with
authority because of their representative character.
 Definitions-
According to R Louise, MC Manur in 1952, “ an
occupation based on specialized intellectual study and training, the
purpose of which is to supply skilled service with ethical
component to others for a definite fee or salary.”

3.  Objectives-
• To ensure the public’s right to quality healthcare services.
• To support and assist professional members.
 Role/Purpose Of Professional Organization-
• To set and enforce standards of nursing practice.
• To monitor and enforce standards for nursing education.
• To monitor and enforce standards for nursing practice and
• To set the requirements for registration of nursing professionals.

4.  Major Nursing Professional Associations And Regulatory
Bodies-
Regulatory Bodies Professional
Associations
Other Associations
International Council
Of Nurses (ICN)
Trained Nurses
Association Of India
(TNAI)
Common Wealth
Nurses Federation
Indian Nursing Council
(INC)
Student Nurses
Association
The Christian Nurses
League
State Registration
Councils
Health Visitors League The Catholic Nurses
Guild Of India
Midwives and Auxillary
Nurse Midwives
Association
The Indian Red Cross
Society
Nursing Research
Society Of India
State Nursing
Associations

5. INTERNATIONAL COUNCIL FOR
NURSES (ICN)-
It was formed in 1899. It’s an international association
for all nurses in the world. Great emphasis has been on
non-discrimination.
OBJECTIVES-
 Promote the development of strong national nurses
associations.
 Assist national nurses association to improve the
standards of nursing and the competence of nurses.
 Assist national nurses associations to improve the
status of nurses within their countries.
 Serve as the authoritative voice for nurses and nursing
internationally.

6. ACTIVITIES-
 Makes policy statements on health and social issues.
 Offers a great variety of seminars
 Maintaining and improving the status of Nursing
around the world
MEMBERSHIP-
 All nurses can become members of the ICN but not as
individuals. The individual nurse becomes a member
if his/her national nurses association is a member of
ICN. Nurses in India become members of ICN when
they become members of the TNAI.

7. THE INDIAN NURSING COUNCIL (INC)-
 The Indian Nursing Council, which was authorized by the
Indian Nursing Council Act of 1947, was established in 1949.
PURPOSE-
 Providing uniform standards in Nursing education and
reciprocity in Nursing Registration throughout the country.
RESPONSIBILITIES-
 Prescribes curricula for nursing education in all the states.
 Refuses or Recognizes Programmes of Nursing Education
according to standards required.
 Support high standards in Nursing.
 Providing registration for foreign nurses.
 Maintenance of the Indian Nurses Register. This register
contains the names of all nurses, midwives, auxiliary nurse
midwives who are enrolled on all state registers.

8. INDIAN NURSING COUNCILACT, 1947 :
THE INC ACT, 1947 PROVIDES FOR CONSTITUTION AND
COMPOSITION OF THE COUNCIL CONSISTING OF THE
FOLLOWING:
 One nurse enrolled in state register elected by each state council.
 One member elected from among themselves by head of the
institutions in which health visitors are trained.
 One member elected by medical council of India.
 One member elected by the central council of Indian medical
association.
 One member elected by TNAI.
 One midwife or ANM enrolled in a state register, elected by each of
the state councils in four groups of the states :
 Kerala, MP, UP and Haryana.
 AP, Bihar, Maharashtra and Rajasthan.
 Karnataka, Punjab and West Bengal.
 Assam, Gujarat, Tamil Nadu and Orissa.

9.  The director journal of health services.
 The chief Principal matron, medical directorate, army
headquarters.
 The chief nursing superintendent, office of the
director journal of health services.
 The director of maternity and child welfare, Indian
red cross society.
 The chief medical officer of each state.
 Four members nominated by the central government,
of whom two shall be the nurses, midwives or health
visitors and one shall be an experienced
educationalist.
 Three members elected by parliament.

10. AMENDMENTS IN INC ACT,1947 :
Act was amended in November 1957 to provide for the
following things:
 FOREIGN QUALIFICATIONS:
 Indian citizens: Any Indian citizen being registered
with any registering body, by the approval of INC, be
enrolled in any state register.
 Citizens of other countries: Any citizen of any other
country, by the approval of President council, be
employed temporarily as nurse, midwife, ANM,
teacher or administrator in any hospital or institution
in any state for period of 5 years. And if want to
continue, extension of recognition is needed from
INC.

11.  Indian Nurses Register:
o It contains names of all the nurses, midwives, ANM and health
visitors who are enrolled in any state register. It will be a public
document under Indian Evidence Act,1872.
Organizational Structure Of INC :-
President
Vice President
Secretary
Assisted Secretary
Office Staff

12. COMMITTEES:
 EXECUTIVE COMMITTEE: Executive committee to
deliberate on the issues related to maintenance of standards of
nursing programs.
 NURSING EDUCATION COMMITTEE: It deliberate on the
issued concerned mainly with nursing education and policy
matters concerning the nursing education.
 EQUIVALENCE COMMITTEE: It deliberate on the issues of
recognition of foreign qualifications which is essential for the
purpose of registration under section 11(2) (a) or (b) of the INC
act 1947, as amended.
 FINANCE COMMITTEE: This is another important
committee of the council which decides upon the matters
pertaining to finance of the council in terms of Budget,
Expenditure, implementation of Central Govt. orders with
respect to service condition, etc.

13. FUNCTIONS :
 To establish and monitor a uniform standard of nursing
education.
 To recognize the qualifications for the purpose of registration
and employment everywhere.
 To give approval for registration of Indian and foreign nurses
possessing foreign qualification.
 To prescribe the syllabus and regulations for nursing
programme.
 Power to withdraw the recognition in case the institution fails
to maintain its standard.
 To advise the state nursing councils, examining board, state
and central government in various important items in nursing
education.

14. GUIDELINES FOR THE ESTABLISHMENT OF
NEW NURSING SCHOOLS / COLLEGES:
 Any organization under the central, state government,
local body or a private trust should obtain the no
objection certificate from the state government.
 The INC on the receipt of the proposal from the
institution to start nursing programme, will undertake
the first inspection to assess the suitability.
 After the approval from INC, the institution shall
obtain the approval from state nursing council and
examination board.
 The INC conducts the inspection every year till the
first batch completes the programme.

15. TYPES OF INSPECTION:
 FIRST INSPECTION : The first inspection is
conducted on the receipt of proposal.
 RE – INSPECTIONS : Re-inspections are conducted
for those institutions, which are found unsuitable by
INC.
 PERIODIC INSPECTION : INC conducts the
periodical inspections once the institution is found
suitable by INC.

16. RESOLUTIONS:
 Maximum period for the students to complete revised ANM/GNM
programme is 3 and 6 years respectively.
 Maximum age for teaching faculty is 70 years.
 Admission to married candidates for all the nursing programme is
allowed.
 Relaxation of norms to establish M.Sc.(N) Programme.
 Relaxation of student patient ratio for clinical practice.
 Relaxation of teaching faculty qualification to start a B.Sc. (N)
programme.
 To maintain the quality of post-graduate, INC resolved not to have
a M.Sc. (N) Programme through distance education.
 Institutions should have their own building within two years of
establishment.
 Maximum no. of 60 seats can be sanctioned to the institutions
having less than 500 bedded hospital and 100 to those having 500
bedded hospital.

17. STATE NURSING COUNCILS-
 Registration in state Nursing council is very
necessary for every nurse. It is necessary to be
registered in order to function officially as a
professional nurse. Registration councils are
functioning in all the states of India and they are
affiliated to I.N.C.
 A register of names of professional nurses is
maintained by each state nurses Registration Council.
These names are also put into the Indian Nurses
Register maintained by the Indian Nursing Council.
Nurses, midwives, auxiliary nurse midwives and
health visitors are registered. All degree holding
nurses also have to get the registration in state council.

18. The present functions of the State Nurses
Registration Council:
 Recognize Officially and inspect schools of nursing in
their states.
 Conduct examinations.
 Prescribe rules of conduct, take disciplinary actions, etc.
 Maintain registers of Graduate nurses, nurses holding
degrees in nursing, midwives revised auxiliary nurse
midwives or multi-purpose workers and health visitors.
Composition of SNRC-
 The State Nursing Councils are administratively headed by the
Registrar who usually is a nurse.
 There is deputy registrar who also is a nurse.
 There is a staff consisting of Accountant and other staff as
clerks and peons to help him in his day to day work and
functions.

19.  The President and Vice-President is elected by members from
amongst themselves.
 The elections procedures for all the categories are laid down
by statutory provisions in By Laws of the Councils.
 Some of the members on the council are still nominated by the
Government whereas majority are elected by following the
electoral procedures

20. TRAINED NURSES ASSOCIATION OF
INDIA (TNAI)-
 The Trained nurses association of India is a national
professional association of Nurses. The present name
and organization were established in 1922.
AIMS-
 Upgrading.
 Development and standardization of nursing
education.
 Improvement of living and working condition for
nurses in India.
 Registration for qualified nurses.

21. ACTIVITIES-
 TNAI gives scholarships for nurses who wish to go on for
advanced study either here or abroad.
 It helped to remove discrimination against male nurses.
 Initiated much needed study and improvement of economic
conditions for nurses.
 The TNAI opposes strikes unless all other means of negotiating
have failed to bring about satisfactory working conditions.
MEMBERSHIP-
 Obtained by application and submission of a copy of your state
registration certificate. It is possible to apply for a life
membership. The official organ of the TNAI is The Nursing
Journal of India which is published monthly. The cost of this is
included in the annual subscription for membership in the
association.
 It helps you to be informed of current events in nursing and offers
opportunities to publish articles and voice opinions.

22. ORGANISATION OF TNAI:
It consists of :
1. President
2. Vice President (3)
3. Honorary Treasurer
4. Secretary General
5. Assistant Secretaries
6. Branch/joint Secretaries
BENEFITS OF TNAI MEMBERSHIP:
 Holding national level conferences
 Low cost publications for members and students
 Continuing education Programmes for updating knowledge
 Socio-economic welfare Programmes

23.  Research studies are conducted regularly for benefit of
members
 Scholarship for TNAI members and student nurses.
 Annual grant to state branches to hold activities.
 One fourth railway concession for TNAI members.
 The guest room facilities at the headquarters and also in some
states.
 Nurses day celebration at Rashtrapati Bhavan every year.
PUBLICATIONS:
 Handbook of TNAI…..published in 1913.
 Nursing Journal of India……published monthly. It is the
official organ of the TNAI.
A copy of this journal shall be sent free to
all the full members and Associate members.

24. THE STUDENT NURSES ASSOCIATION
(SNA)-
 The Student Nurses Association organized in 1920, is associated
with and under jurisdiction of the TNAI. In addition to providing
a means of personal and professional development for the
nursing student. The assistant secretary of the TNAI serves as
advisor for the SNA.
PURPOSES AND FUNCTIONS-
 Help student Nurses learn how the professional organization
serves to uphold the dignity and ideals of the nursing profession.
 Promote a close rapport with other student Nurses.
 Furnish student Nurses advice in their courses of study leading
up to professional qualifications.
 Encourages leadership ability and help students to gain a wide
knowledge of the nursing profession in all of its different
branches.

25.  Encourage both professional and recreational meetings, Games
and Sports.
 Encourage students nurses develop a co-operative spirit with
other student nurses which will help them in future professional
relationships.
ACTIVITIES-
 Fund raising for the TNAI.
 Fund raising done for fine arts and sports competitions and
conferences.
 Special prizes given for outstanding achievement in specific areas
of nursing education.
 Unit activities include maintaining the diary of unit activities,
giving quarterly reports, preparing articles for publication and
distributing application forms for membership in the TNAI.

26. MEMBERSHIP-
 Fees are minimal and easily met by the nursing student.
Nursing students who participate in the Student nurses
association have a valuable opportunity to begin to
develop leadership skills, competitive skills and an
interest for the profession as a whole.

27. SNA GENERAL BODY AT NATIONAL LEVEL:
Members are:
 Members of SNA general committee.
 3 representatives from each unit i.e., SNA VP, SNA Secretary & SNA advisor.
 All SNA delegates attending the conference.
AT STATE LEVEL:
Members are:
 State SNA Executive members
 SNA Unit representatives ( VP, Secretary, SNAAdvisor )
SNA UNITS:
 Members elected by its own in GBM.
Members are:
 SNA Unit advisor ( should be a TNAI member )
o Vice president
o Secretary
o Treasurer
o Programme chair person
 GBM held at regular intervals
 Agenda for GBM will be acc. To needs of the unit members & aims &
objectives of SNA.

28. THE NURSES LEAGUE OF THE
CLINICAL MEDICALASSOCIATION-
 The Nurses league of the clinical medical association of India
was founded in 1930. It became affiliated to the TNAI in 1936
and promotes membership in this organisation.
OBJECTIVE-
 Promote cooperation and encouragement among Christian
Nurses.
 Promote efficiency in nursing education and service.
 Secure the highest standards possible in Christian nursing
education through the Christian schools of nursing.
 Considering the special work and problems of Christian nurses
wherever employed.

29. ACTIVITIES-
 Activities include national and area conferences and retreats for
its members. Development of leadership abilities is encouraged
by participation in these meetings.
 Each meeting also allows for sharing of problems common to the
Christian nurse.
 Provides expert professional advice.
 Provides scholarships for advanced study.
 Provides financial assistance for professional meetings and
seminars.
MEMBERSHIP-
 Membership fees are required and a life membership is available.
Nursing students may become associate members of the league.
Membership in the Nurses league may be a requirement for
certain nursing positions under control of Christian employing
authorities.

30.  Midwives and Auxillary Nurses- Midwives
Association:
The name of the associate organization of TNAI shall be the
Midwives and Auxillary Nurse-Midwives Association.
Objectives:
 To uphold, in every way, the dignity and honor of midwives
and Auxillary nurse midwives.
 To promote, among all midwives and auxiliary nurse,
midwives, espirit de corp.
 To enable members to take council together on matters
affecting their profession.
 To raise the standards of education and practice of health
visitor.

31. President:
The President of TNAI shall be the President of
Midwives And Auxiliary Nurse Midwives Association.
Membership:
Midwives and Auxiliary Nurse Midwives holding a
certificate from an midwifery/ auxillary nurse midwifery training
school recognized by Indian Nursing Council, or in case of foreign
qualifications recognized by the government of the country
concerned, shall be eligible for membership.
Management:
The governing body of the association shall be the
council of the TNAI. There shall be a committee to deal with the
business of the association, consisting of:
 Honorary secretary of the midwives and auxiliary nurse
midwives association- Convener

32.  Representatives of the midwives and auxiliary nurse midwives
association on state branch committee.
 Secretary –General of the TNAI-Ex-Officio
 Honorary- Treasurer of TNAI- Ex- Officio
Meetings:
A meeting of the committee and of the members of the
general association shall be held at the time of the general
meetings of TNAI and at such other time as desired.
Election:
Election of the honorary secretory shall be held at the
meeting of midwives and auxillary nurse midwives association at
the time of general meeting of TNAI.

33.  Nursing Research Society Of India:
The Nursing Research Society of India was established in May,
1986, to promote research with in and around nursing
environment. It is registered under the societies ACT XXI of 1960
with registrar of societies, Delhi Administration.
Aims and Objectives:
 Supports the development of nursing research activities in the
universities and nursing health care institutions.
 Provides a platform to nurse scientists to exchange views on
nursing research.
 Promotes and sponsors scientific meets, seminars and
conferences to advance nursing research.
 Creates public interest in the contribution of nursing in
promotive, preventive and restorative activities.
 Establishes a Nursing Research Journal of India and brings out
other documents pertaining to innovations in Nursing.

34. Milestones:
1986-1987: The society got registered under the society Act XXI of
1860 with registrar of societies, Delhi Administration.
1988: First National Conference. At AIIMS, Delhi supported by
ministry of Health and Family Welfare, WHO,USAID and
UNICEF held on September 16-17th.
1989: Second National Conference on the theme, “Nurses and
MCH services” held at SKIMS Srinagar, J and K from 13-14 Oct
1989.
1990: 1st National Workshop on Research Methodology at Lisie
Hospital, Cochin, Kerala, from Sept 10-14’90.
1991: 3rd National Conference on “Women and Drugs: Challenge
to a Nurse”, At College Of Nursing, Ahmedabad, from 28
september-30 October.
1992: 2nd National workshop on the theme, "Dynamic standard
setting system”, from 24-25 Aug 1992 at College Of Nursing
Calcutta.

35. 1993: 4th National and 1st International Conference on the theme,
"Nursing Research for the Enhancement of Maternal and Child
Health,” organized jointly by NRSI and NAN (Nursing Association
of Nepal) from 2-4 Nov 1993, at Kathmandu, Nepal.
1995: 5th National Conference on the theme,” Mental Health in
Life Processes” , from November 2-4, 1995 at NIMHANS
Bangalore.
1996: 4th National Workshop on “ Manpower Assessment through
Activity Analysis”, from 9-13 Sep. South Africa.
1999: 6th National Conference of NRSI at College Of Nursing,
CMC, Ludhiana, Punjab.
2000: 5th NRSI West Zone Workshop 24-26 Nov 2000 on “Nursing
Research in New Millennium”, Nov 2000, at Choithram College Of
Nursing Indore.
2001: 7th National NRSI Conference on “Reduction of Maternal
Mortality: Midwives Make a Difference”, 31st August- 2nd
Sept.2001 at Choithram College of Nursing Indore.

36. 2002: National Workshop on the theme,” Evidence based Nursing
Midwifery Practice” at College of Nursing , KLES, Belgaum
Karnataka.
2003: 8th NRSI Conference on the theme,” Reflections on Nursing
Practice” at college of Nursing, Bharti Vidya Peeth Deemed
University, Pune, from 12-14 November 2003.
2004: National Workshop on “Policy, Politics and Nursing-
Research perspectives” from 8-10th November 2004 at
Government College of Nursing, Kozhikode, Kerala 2004:
Election of NRSI office bearers held.
2006: 9th NRSI conference held Ancillary Medical Center, AMT
Institute, Jammu. 6-8Feb 2006. The theme “challenges faced by
Nurses and Midwives in prevention and control of HIV/AIDS”.
Organizing secretary was Mrs. Shakuntala Sharma.
2007: Launching of Journal of NRSI at College Of Nursing, Bharti
Vidya Peeth Deemed University, Pune on 23-02-2007. Editor:

37. Mrs. Tapti Bhattacharjee.
2007: 11th National Conference of NRSI held at B M Birla Heart-
Institute, Kolkata on 15th and 16th Nov. 2007. Theme:
“Empowering Nursing Leadership” Org. Secretary. Ashima
Chkaravorthy and Ashima Bhattacharya.”
2008: 12th National Conference of NRSI at College Of Nursing
Manipal University, Manipal, Karnataka on 16-18th, 2008. Theme:
Bridging the gap between nursing knowledge and practice
organizing secretary: Dr. Ratna Prakash.
2009: 13th National Conference of NRSI at CMC Vellore, 12-13th
Nov. 2009. Theme : Standards in Nursing education: Implication
for practice. Organizing Secretary: Mrs. Selve Chacko, and Mrs.
Bharati Jacob. II nation wide study under the aeg is of NRSI on “
Audit on nursing education by nursing staff, teachers and
students.”

38. 2010: 14th National Conference of NRSI at Rajiv Gandhi
University, Bangalore. Theme: “ Nursing practice issues and
innovation: ensuring healthy communities. Organizing
secretaries : Dr. Esther S Daniel, Clement I, and Mrs. Shani
John.
2011: 15th National Conference of NRSI at Baba Farid
University of Health Sciences, Faridkot from 17th-19th Nov 2011.
Theme: Nursing Research Issues and EFP-Ensure Quality Client
Care. Organizing Secretary: Prof HCL Rawat, Vice-Principal,
UCON Faridkot.
2012: National Conference of NRSI at Jamia Hamdard Deemed
University, New Delhi, Oct 16-19, 2012 organized by Mrs.
Urmila Bhardwaj.
2013: 17th National Conference of NRSI at Monika Tapowals
Nursing Institute at Gujarat.

39.  THE COMMON WEALTH NURSES
FEDERATION:
 The Common wealth Nurses Federation was formally organized
in 1973 and operates in Six regions of the world which are East,
Africa, Atlantic, Australia, Pacific, South Asia and Europe.
 The TNAI is also affiliated with the Common wealth Nurses
Federation .It is made up of nurses associations from common
wealth countries.
AIMS:
 Promote sharing, better communications and closer
relationships between its member associations.
 Provides expert professional advice.
 Scholarships for advanced study.
 Financial assistance for professional meetings and seminars.

40.  THE CHRISTIAN MEDICALASSOCIATION
OF INDIA:
 The CMAI began in 1905 as a fellowship of Christian
missionary doctors to provide spiritual sharing and support. It
gradually developed into a larger organisation which included
other Christian health professionals and health institutions
FUNCTIONS:
 To provide professional training through formal and informal
education, publication of textbooks and other materials and
scholarships.
 To encourage community health work through training,
advisory services and technical support.
 To assist and support churches and health institutions with
study and training.

41.  To disperse health related information which will
help with health education and lean towards a
more healthy and just society.
MEMBERSHIP :
 Membership is open to doctors, registered nurses
and ANM/Health workers, all health
professionals. Students in health professional
courses may also become members

42.  AMERICAN NURSES ASSOCIATION (1911):
PURPOSE: To improve the quality of nursing care.
ACTIVITIES:
• Establish standards for nursing care.
• Develop educational standards.
• Promote nursing research.
• Establish a professional code of ethics.
• Oversee a credentialing system.
• Influences legislation affecting health care.
• Protect the economic and general welfare of RN.
• Assist with professional development of nurse.
MEMBERSHIP:
 Federation of state nurses associations
 Individual RN can participate in ANA joining their respective state
nurses association.
PUBLICATIONS:
 American journal of nursing.
 American nurses.

43.  RED CROSS SOCIETY:
 It follows the directions of the Geneva conventions in an effort
to protect victims of armed conflict. Its headquarters is in
Geneva, Switzerland.
 They delegate visit and inspect prisoner of war camps. They
arrange for delivery of mail and food packages to the
prisoners. They also offer emergency relief by providing food
and medical supplies. A very valuable service is that of a
central tracing agency which helps to locate prisoners of war
and missing persons long after a conflict is over.
 At times of armed conflict or natural disaster within country
these help to give comprehensive care to the affected.

44. UNIONS
MEANING:
A union or labor organization is any organization in which
employees participate for the purpose of dealing with their
employer about grievances, labour disagreements,wages,hours of
work, and conditions of employment.
OBJECTIVES OF UNIONS:
 Wages
 Promotions
 Layoffs
 Discipline
 Grievances procedures
 Fringe benefits

45. UNIONS IN INDIA:
At present three unions of nurses are working at the
central level.
1. All India Government Nurses Federation (AIGNF)
2. Trained Nurses’ Union (TNU) and
3. Trained Nurses Association of India (TNAI)
Besides, there are two state level unions, namely,
A. Orissa Nursing Employee’s Association (ONEA),
B. Trained Nurses Association of India, Orissa branch.
C. United nurse association (UNA)

46. UNITED NURSES ASSOCIATION (UNA):
 It is a professional association of registered nurses in
the state of Kerala in India.
 It was founded on November 2011 by a small group of
nurses in Kerala with Jasminsha as the founding
president.
 The UNA was mostly noted for bringing up the issue
of exploitation of nurses as underpaid laborers in the
thriving private hospital industry in the state.
 Since 2012 lasts, UNA working as a trade union with
the help of no political parties and not receiving any
benefits from them.

47. INDIVIDUALAND
COLLECTIVE BARGAINING
The term collective bargaining is made up of two words,
‘collective’ – which means a ‘group action’ through representation
and ‘bargaining’, means ‘negotiating’, which involves proposals
and counter-proposals, offers and counter-offers.
Definitions:
 Encyclopedia of social sciences, “Collective bargaining is a
process of discussion and negotiation between two parties, one
or both of whom is a group of persons acting in concert. The
resulting bargain is an understanding as to the terms and
conditions which a continuing service is to be performed. More
specifically, collective bargaining is a procedure, by which
employer and a group of employees agree upon the conditions of
work”.

48.  Richardson says, “Collective bargaining takes place
when a number of work people enter into negotiation
as a bargaining unit with an employer or a group of
employers with the object of reaching agreement on
conditions of the employment of the work people”.
 The I.L.O. workers manual defines collective
bargaining as, “negotiation about working conditions
and terms of employment between an employer, a
group of employers or one or more employer’s
organizations, on the one hand, and one or more
representative workers organization on the other with
a view of reaching an agreement.

49. Salient Features :
 It is a collective process in which representatives of employers
and employees participate mutually.
 It is a flexible and dynamic process wherein no party adopt a
rigid attitude.
 It is a bipartite process whereas the representatives of workers
and management get an opportunity for clear and face to face
negotiation.
 It is a continuous process which can establish regular and
stable relationship between worker’s organization and
management.
 Understanding of view points, taking correct decisions etc.
 It is a practical way to establish an industrial democracy.
 It is a good method of promoting industrial jurisprudence.

50.  It is good form of interdisciplinary system (i.e. a function
embodying economic psychological, administrative, ethical and
other aspects).
 It is a process that includes efforts from preliminary
preparations to the presentation of conflicting view points,
collection of necessary facts,
Functions:
Prof. Butler has viewed the functions as:
1. a process of social change
2. a peace treaty between two parties
3. a system of industrial jurisprudence

51. 1. Collective bargaining as a process of social
change:
Collective bargaining enhances the status of the
working class in the society. Wage earners have
enhanced their social and economic position in
relation to other groups.
 Employers have also retained high power and dignity
through collective bargaining.
2. Collective bargaining as a peace treaty :
Collective bargaining serves as a peace treat between
the employers and employees. However the
settlement between the two parties is a compromise.

52. 3. Collective bargaining as an industrial
jurisprudence:
 Collective bargaining creates a system of “Industrial
Jurisprudence”. It is a method of introducing civil rights
into industry. It establishes rules which define and
restrict the traditional authority exercised by employers
over their employees placing part of the authority under
joint control of union and management.
In addition to the above, its functions include:
• Increasing the economic strength to employers and
employees.
• Improving working conditions and fair wages.
• Maintaining peace in industry
• Prompt and fair red ressel of grievances.
• Promoting stability and prosperity of the industry.

53. Principles of Collective Bargaining :
For both union and management
 Collective bargaining process should give due consideration to
hear the problems on both sides. This will develop mutual
understanding of a problem which is more important for
arriving at the solutions.
 Both the management and union should analyze the
alternatives to arrive at the best solution.
 There must be mutual respect on both the parties. The
management should respect the unions and the unions should
recognize the importance of management.
 Both the union and management must have good faith and
confidence in discussion and arriving at a solution.

54.  Collective bargaining required effective leadership on both
sides, on the union side and management side to moderate
discussions and create confidence.
 In collective bargaining both the union and management
should observe the laws and regulations in practice in arriving
at a solution.
 In all negotiations, the labour should be given due
consideration – in wage fixation, in working conditions,
bonus etc.
For management
• Management should think of realistic principles and policies
for labour regulations.
• The recognitions of a trade union to represent the problems is
more essential. If there are more than one union, the
management can recognize on which is having the support of
majority of workers.

55.  Management should follow a policy of goodwill, and cooperation
in collective bargaining rather than an indifferent attitude towards
the union.
 Managements need not wait for trade union to represent their
grievances for settlement. Management can voluntarily take
measures to settle the grievances.
 Managements should give due consideration to social and
economic conditions of workers in collective bargaining.
For unions
 Unions should avoid undemocratic practices.
 Unions have to recognize their duties to the management also
before emphasizing their demands.
 Unions have to consider the benefits to all workers rather than a
section of workers.
 Strike lock-outs should be resorted to, only as a last measure. As
far as possible they have to be avoided by compromise and
discussion.

56. Forms of Collective Bargaining :
The forms of collective bargaining differ from country to country
and time to time in India. Collective bargaining takes the
following forms:
A. Settlements under industrial disputes act: According to
this, negotiations are carried out by officers according to the
Industrial Disputes Act.
B. Settlements by parties: In this case settlements are arrived
at by parties themselves without the interference of a third
party.
C. Consent awards: Here the agreements are negotiated by the
parties on a voluntary basis when disputes are subjudiced.
Later these are submitted to the labour courts.
D. Direct negotiation: In this agreements are arrived at by both
the parties after direct negation. The enforcement of these
agreements depends upon the goodwill and cooperation of
the parties.

57. On the basis of the level :
Plant level bargaining:
 It is the micro level bargaining. It takes place in the
particular unit between the management and the trade
unions of that unit.
Industry level bargaining:
 Several unions of the same industry form and
association and negotiate with the employers.
National level bargaining:
 In this, the representatives of trade unions and
employers at the national level will negotiate.

58. Process of Collective Bargaining:
The process of collective bargaining consists of two stages:
 the negotiation state
 the contract administration.
 Negotiation Stage:
 At the negotiation stage certain proposals are put forward for
mutual agreement after careful consideration. The negotiation
stage consists of three steps.
1. Preparation for negotiation
2. Negotiation procedure
3. Follow up action

59. Preparation for negotiation :
 First the union will submit their fresh contract to the
management before the expiry of existing contract (usually 30
to 60 days before the expiry).
 Both the management and unions will take considerable time
to the preparation and negotiation.
 They collect the required data relating to large number of
issues such as wage, salary, seniority, overtime allowance, the
cost of living, the policies of trade unions and management,
nature of agreement in other companies etc.
 The company will collect such information its internal sources
– such as balance sheet, contract agreements, market research
reports, Govt. reports etc. The trade union also collects such
data from their own central organisation, research staff from
various Department etc.

60. The personal department prepares a personal,
which includes:
 Specific proposals of the company including the
objectives of negotiation.
 Estimating the cost of implementing the proposals.
 Classifying the demands as demands acceptable
before negotiation, demands acceptable after
negotiation, demands which cannot be accepted.
 Such proposals are based on company’s commitment
to shareholders, consumers, workers and public.

61. Negotiation technique or procedure:
 In this step, a negotiation committee is to be formed by both the
parties.
 From the management side the representative include the chief
executives. The unions is represented by the leaders and centrals
leaders. The committee consists of three to six members.
 The demands are classified as demands which need bargaining
and demands which may be rejected.
 During negotiations, normally the easier demands are taken up
first. Both parties should have a “bargaining cushion”, and make
counter proposals.
 For example, a demand for wage increase by the union, may be
accompanied by a counter proposal for increase in production by
the management.
 Such negotiations go on till the “point of no return” is being
reached. A rigid or irrevocable stance should always be avoided.

62. Follow-up action: •
 At this stage, the agreement is printed and circulated
among all the employees. The supervisors will be
enlightened about the agreements for their effective
implementation.

63. Contract Administration:
 Agreement will be useful if they are executed
properly. As observed by Profs. Illiamson and
Harries, “if anything is more important to industrial
relations than the contract itself, it is the
administration of the contract”.

64. General principles for administering the contract
effectively
 Cooperation between both the parties is essential.
Both the parties should have a tolerant attitude
towards each other and have a spirit of
accommodation and goodwill.
 Proper procedure should be adopted for the redressal
of grievances by providing opportunity to exchange
views.
 When a conference over the redressal of grievance
reaches an impasse, the grievance should be referred
to arbitration.
 Both the parties should honour the commitment.

65. Pre-requisite for Successful Collective Bargaining
Negotiating team
 Negotiating team should represent all groups including
production, finance and industrial relations experts. The team
should be headed by an appropriate person with adequate
authority to take decisions.
Recognition of unions
 The management should recognize the trade union and
analyze the facts in their representation of grievances. Mutual
understanding encourages mutual agreement.
Open mind
 Both the management and union should have open minds to
listen and appreciate each others point of view with flexibility
and adjustment.

66. ‘Home Work’ on demands
 The union and management have to collect relevant data
relating wages, conditions of work, welfare schemes, cost of
benefits.
Routine problems
 The management and unions have to identify the grievances
on routine basis and take appropriate action then and there.
Internal union democracy
 Trade unions should encourage internal union democracy by
consulting the rank and file members.
Importance to output
 Trade unions should also give importance to output, quality of
the products, company’s image etc., in addition to their wages,
bonus, working conditions etc.

67. Nurses participation in Collective Bargaining:
 Collective bargaining for nurses usually occurs in
states where there is significant trade union activity.
 At present, there are few nurses involved in
Collective Bargaining. All nurses need to involve and
understand the benefits of unions.
 Unions stimulate better hospital management by
fostering formal, central and consistent personnel
policies with better lines of communication.
 Unions lead to improvement in the work place so that
recruitment and retentions become easier.

68. CONCLUSION
Thus collective bargaining is a process of decision making in
joint and represents a democratic way of life. In collective
bargaining, management and employees come together willing
to negotiate and give up some part of their request in an effort to
compromise. Management usually has the authority to hire, fire
and discipline employees.