The document outlines collective bargaining in nursing, discussing its definition, aims, characteristics, types, processes, advantages, and challenges. It emphasizes the importance of collective bargaining for improving labor relations, ensuring safe working conditions, and fostering a collaborative environment between managers and nursing staff. Ultimately, it highlights the role of nurse managers in facilitating this process to protect nurses' interests and enhance patient care.

1. Collective Bargaining
Submitted By:
Samiksha Lambat
4th Year B.Bsc Nursing

2. OUTLINE
 1.Introduction of collective bargaining
 2.Definitions
 3.Aims and Objectives
 4.Characteristics
 5.Types
 6.Levels
 7.Process of CB
 8.Advantages
 9.Disadvantages
 10.Importance of CB in Nursing
 11.role of Nurse Manager in CB

3.  The term collective bargaining was first used
1891 by Beatrice web. A founder of the field
of industrial relation in Britain.
 Meaning: Bargaining means negotiation
[discussion to decide something].
 It is a method of reaching collective
agreement after discussion with the workers
with the help of the union authorities so as
to help them in the time of trouble.

4.  1.According to Carrel and Heavrin:
Collective bargaining is defined as an incessant
relationship between the worker and the
management with labor union authorities acting as a
mediator with the intension to arrive at solution as per
the written term of working conditions.
2.According toTudwigTeller:
collective bargaining is an agreement between a
single employer or an association of employers on the
one hand and labor union on the other which
regulates the terms and condition of employment.

5.  1.To provide an opportunity to the workers,
to voice their problems on issue related to
employments.
 2.To provide a healthy and happy work
environment.
 3. To prevent unnecessary strike of work and
loss or profit.
 4. To provide a chance to the worker to
express their opinions on problems faced in
the work area.

6. 1. Dynamic process
2. Democratic
3. Continuous process
4. Two way process
5. Group action
6. Flexibility
7. Representation
8. Formal process
9. Voluntary
1o. Bipartite process
11. Collective strength

7.  A] Distributive Bargaining
In this one party is at loss whereas other is at
profit.
 B] Integrative Bargaining
Both parties are at gain.
 C] Attitudinal structuring
when there are too many conflicts between both
the parties ,restructuring of attitude is required
to maintain smooth organizational relation .
 D] Intra-organizational Bargaining
In this, the worker and the management try to
build up consensual relationship among their
own group.

8. 1] National level
It provide a ground level bargaining on the term of
employment often taken into consideration major
economic goals of the country.
2] sector level
It finds similarity within each sector across
countries and similarity within each country across
sectors.
3] Company level
It includes negotiations at the organizational level.
It emphasizes on the point that bargaining levels
need not be mutually exclusive.

9. 1]Preparatory phase
- Selection of negotiation team
- Identification of problem
- Examination of situation
2] Discussion phase
-Decide appropriate time and climate
-Decision of ground rules
-Maintenance of mutual trust
-Involve active listening, asking questions and
observations.
3] Proposal phase
- Initial opening of statements
- Possible alternatives opinions to resolve the issue

10. 4]Bargaining phase
-problem solving
- Proposal are set forth
5] Settlement phase
- Agreement on common decision
- Negotiated change
6] Formalizing the agreement
-Drafting and signing agreement
7] Enforcing the agreement
-To have the agreement effective and meaning ,it
should be enforced or implemented immediately.

11. 1] Contract to guide standards.
2] Collective bargaining facilitate
better planning.
3] It help to managing conflict.
4] Help in retention of employers
in the industry.
5] It allow smooth functioning of organization.
6] It help in better implementation of decision due
to direct involvement of both the parties.
7] It helps in providing flexible adjustment and
condition of Employment .
8] It helps in placing up the Nation’s effort towards
economic and social development.

12.  Reduced individuality
 If there is no dispute settled then it is difficult
to promote professionalism
 Needs good knowledge and training in the
collective bargaining
 There are chance for development of
adversary relationships between
administration and staff associates
 Must pay union dues even if one does not
support unionization

13. Collective bargaining agreement are
designed to address the unique
circumstances of each facility that fall within
the scope of Nursing.
1.To protect the interest of nurse employee
through collective action.
2.To bargain from a position of strength
without exploiting the weakness.
3.To negotiate voluntarily, yielding some
concession.

14.  It should provide the following ,
1] safe nursing staffing
2] safe patient handling
3] Adverse event prevention
4] maintenance of a safe environment for
patient care.
5] A process that is time and cost effective for
all parties while protecting patient and
nurses.

15. 1.Find out the reasons the nurse want collective
action.
2.Resolving grievances.
3.Discuss and deal with the nurses and the
problems directly and effectively .
4. Act clearly within the law at all times.
5.Know the law and make sure rights of the nurses
as well as management are clearly understood.
6.Keep all nurses informed through regular
meetings held close to the Hospital or Institution.

16. 1] Shabnam Masih
Essentials of Nursing Management
Second edition
2] I clement
Management of Nursing Services and
education
second edition
3] Jogindra Vati
Principles and practice of Nursing Management
and Administration
JP publications
First edition

17. Thank
you

18. Any
Question..?