Content:- Introduction Types Objective Scope Participants Advantages Disadvantages

1. MSPM’S
DEOGIRI INSTITUTE OF ENGINEERING AND MANAGEMENT
STUDIES,
AURANGABAD.
Department of Mechanical Engineering
Power Point Presentation on
“Collective Bargaining”
Submitted by
Keshav Madhukar Jadhav [31332]
Under the Guidance of
Prof. J.J.Salunke Sir

2. Content
 Introduction
 Types
 Objective
 Scope
 Participants
 Advantages
 Disadvantages

3. Introduction
 Collective bargaining is the process of negotiating the
employment terms between an employer and a group of workers.
 The process takes place between company management and a
labor union.
 Concerns and issues that may come up during collective
bargaining include working conditions, salaries and
compensation, working hours, and benefits.
 The goal of collective bargaining is to come up with a collective
bargaining agreement or contract.
 There are several types of collective bargaining, including
composite concessionary, distributive, integrative, and
productivity bargaining.

4. Types Of Collective Bargaining
Composite Bargaining
 Composite bargaining has nothing to do with
compensation. Instead, it focuses on other issues, such as
working conditions, job security, and other corporate
policies, These may include hiring and firing practices as
well as workplace discipline.
 The goal of composite bargaining is to come up with a
suitable agreement leading to a lasting and harmonious
relationship between employers and their employees.

5. Concessionary Bargaining
 As its name implies, concessionary bargaining focuses on
union leaders making concessions in exchange for job
security.
 This is common during an economic downturn or recession.
 Union leaders may agree to give up certain benefits in order
to guarantee the survival of the employee pool and,
ultimately, of the business.

6. Distributive Bargaining
 This process is characterized as benefitting one party
financially at the expense of the other.
 This can come through increased bonuses, salaries, or any
other financial benefits.
 Distributive bargaining normally favors workers over
employers.

7. Integrative Bargaining
 Each party tries to benefit through integrative bargaining,
which is why it's often referred to as a form of win-win
bargaining.
 Each side tries to consider the other's position and bring
issues to the table that aim to benefit both parties.
 As such, employees and employers both stand to lose and
gain with integrative bargaining.

8. Productivity Bargaining
 This type of bargaining revolves around compensation and
the productivity of employees.
 Labor union leaders often use higher salaries and
compensation as a way to boost employee productivity,
which leads to higher profits and value for the employer.
 In order for this kind of bargaining to work, both parties
need to agree to financial terms in order to increase
productivity.

9. Objective
 To foster a pleasant and cordial relationship between
employer and employees.
 To equally safeguard the interests of both employer and
employees.
 To ensure that the government intervention is maintained at
a minimum level.
 To encourage maintenance of democratic environment at
the workplace.

10. Scope
 Collective bargaining aims to address concerns that affect
employees and the workplace.
 These issues include, but aren't limited to, compensation,
working conditions and environment, benefits, as well as
corporate policies and procedures.
 Collective bargaining also provides ways to settle disputes
that may come up between employers and their employees.

11. Participants
 Collective bargaining normally takes place between
members of corporate management and labor union leaders,
who are elected by workers to represent them and their
interests.
 Collective bargaining is initiated when employee contracts
are up for renewal or when employers make changes to the
workplace or contracts.

12. Advantages
 Employees have a larger voice.
 Improves workplace conditions and protects employees
 Establishes rights and responsibilities of employers and
employees

13. Disadvantages
 Lengthy process
 Comes at a high cost
 Employers may be forced to negotiate and accept
unfavorable terms.

14. Thank You !