DUE ASAP THANKS(NO special format or pages jsut replis or feedbacks to each post..thanks) POST 1: After reading this weeks chapter, collective bargaining is essentially a negotiation and comprised of four parts, identifying the issues, researching, strategizing and setting ground rules. (Seaquist, 2015)  In my opinion of the one step that would be most important would be the identifying the issues. You need a clear cut idea of what the issues are and where you plan to go with all of this "Since the end product of collective bargaining is the actual agreement, it is essential to first identify what collective bargaining should accomplish. This is referred to as identifying the issues.".  Without clarity you could be arguing for nothing and that is where you will wind up and no resolution to anything. Identify what is wanted and /or wrong and then as they say do the research to know where you are going with this. As I stated before, without this step, things would become primarily useless as there is no guidance as to what the main issues are. Such as in this article it describes Mandatory Bargaining Issues as "An employer doesn't have to bargain over every conceivable employment issues. However, employers must bargain with the union over issues that are central to the employment relationship, such as wages, hours, and layoff procedures. Employers must give the union advance notice of any proposed workplace changes that involve these issues, if the union requests it. An employer who refuses to bargain or takes unilateral action in one of these mandatory bargaining areas commits an unfair labor practice."(Guerin, L.2015). POST 2: The process of collective bargaining relies on the effective preparation to make sure everything is in place to facilitate a successful bargaining process. The key steps in the collective bargaining process are preparation, discussion, bargaining, and settlement. Each step plays signification role in determining the outcome of the bargaining process. Preparing for collective bargaining is crucial to the successful outcome of the process. It involves selecting the members of the negotiation team. The team should comprise people who possess extensive knowledge and adequate negotiation skills.  The representatives of the union and the company take time to evaluate their goals at this stage. They should all ascertain if there is any valid reason for negotiation.  It is imperative for members of the negotiation team to understand the current state of compensation, working conditions, and promotion strategies. It is the knowledge that is crucial to the success of the bargaining process. The most step in the collective bargaining process is the first step, which is preparation. Negotiation is characterized by discussions and proposals to enable both parties to reach a common point. Effective preparation gives the negotiation team an edge because they understand the goals of the negotiation. It prepares both physically and p.

1. DUE ASAP THANKS(NO special format or pages jsut replis or
feedbacks to each post..thanks)
POST 1:
After reading this weeks chapter, collective bargaining is
essentially a negotiation and comprised of four parts,
identifying the issues, researching, strategizing and setting
ground rules. (Seaquist, 2015) In my opinion of the one step
that would be most important would be the identifying the
issues. You need a clear cut idea of what the issues are and
where you plan to go with all of this "Since the end product of
collective bargaining is the actual agreement, it is essential to
first identify what collective bargaining should accomplish.
This is referred to as identifying the issues.". Without clarity
you could be arguing for nothing and that is where you will
wind up and no resolution to anything. Identify what is wanted
and /or wrong and then as they say do the research to know
where you are going with this. As I stated before, without this
step, things would become primarily useless as there is no
guidance as to what the main issues are. Such as in this article it
describes Mandatory Bargaining Issues as "An employer doesn't
have to bargain over every conceivable employment issues.
However, employers must bargain with the union over issues
that are central to the employment relationship, such as wages,
hours, and layoff procedures. Employers must give the union
advance notice of any proposed workplace changes that involve
these issues, if the union requests it. An employer who refuses
to bargain or takes unilateral action in one of these mandatory
bargaining areas commits an unfair labor practice."(Guerin,
L.2015).
POST 2:
The process of collective bargaining relies on the effective
preparation to make sure everything is in place to facilitate a
successful bargaining process. The key steps in the collective
bargaining process are preparation, discussion, bargaining, and

2. settlement. Each step plays signification role in determining the
outcome of the bargaining process.
Preparing for collective bargaining is crucial to the successful
outcome of the process. It involves selecting the members of the
negotiation team. The team should comprise people who possess
extensive knowledge and adequate negotiation skills. The
representatives of the union and the company take time to
evaluate their goals at this stage. They should all ascertain if
there is any valid reason for negotiation. It is imperative for
members of the negotiation team to understand the current state
of compensation, working conditions, and promotion strategies.
It is the knowledge that is crucial to the success of the
bargaining process.
The most step in the collective bargaining process is the first
step, which is preparation. Negotiation is characterized by
discussions and proposals to enable both parties to reach a
common point. Effective preparation gives the negotiation team
an edge because they understand the goals of the negotiation. It
prepares both physically and psychologically to handle the
entire bargaining process. The union representatives or the
company representatives all depend on efficient planning to be
ready for negotiation. Poor preparation can make it very
difficult for the representatives to produce competent proposals.
It can lengthen the negotiation process or lead to no solution.
POST 3:
What are the major differences between negotiation, mediation,
arbitration, litigation?
Each are a form of dispute resolution weather formal or
informal. Despite its relationship to collective
bargaining,dispute resolution is not unique to labor unions or
management (Seaquist, 2015).
Name Advantages Disadvantages Justification
Negotiation It allows parties to settle matters without
paperwork It does not always work If an employee has a
problem with a coworker and reports it to a supervisor who
inturns talks to the employee to resolve the problem without

3. paperwork.
Mediation Is relatively inexpensive It has no formal discovery
process During resolving a dispute if one can't get access to
information one must rely on "good faith" of other participants,
which may not be enough.
Arbitration Effectively resolves disputes A lack of
transparency May be employed if an employee accuses another
of sexual offenses the proceedings are held in private and both
parties can agree to keep proceedings and terms private.
Litigation A judge renders a decision based on evidence May
lead to the destruction of a relationship If I as a supervisor had
a problem with my employer a judge may consider my evidence
and theirs to render a binding decision to end the dispute.
POST 4:
The most common method of resolving disputes is through
informal negotiations which do not involve a preset structure,
but rather an informal discussion of differences and conclusions
on how to resolve them (Seaquist, 2015). However, many times
issues cannot be resolved informally, for a number of reasons,
and a formal dispute resolution must be used.
Mediation involves a neutral third party, called the mediator,
who is brought in to hear disputes and help both parties reach a
resolution. The mediator does not resolve the disputes
themselves, but they are there to help the parties “arrive at a
mutually satisfying conclusion” (Seaquist, 2015). Ultimately,
the parties themselves reach a final decision regarding dispute
resolution and the mediator simply facilitates the process.
Arbitration also involves a third party, called an arbitrator, but
unlike in mediation the arbitrator makes the final decision.
“Arbitration is more structured than mediation and involves
many steps. It is similar to a trial and concludes with the
arbitrator writing a decision that is considered binding on both
parties. Close to 96% of all collective bargaining agreements
mandate arbitration as the final step in a grievance process”

4. (Seaquist, 2015, sec. 8.4). It is important to note the arbitration
is limited to situations in which both parties agree to use it and
once both parties agree to arbitration they are legally bound to
follow it through.
Litigation is a last resort when all other dispute resolution
methods have failed. “Court cases illustrate that problems not
resolved through a grievance procedure may escalate and end up
in court, where the matter is turned over to an outside third
party—the judge and/or the jury—who will decide the matter.
The result may cost millions of dollars, far outweighing the
initial outlay to hire counsel” (Seaquist, 2015, sec. 8.1).