Collective bargaining is a process of negotiations between employers and employee representatives, usually unions, to determine working conditions and terms of employment. It aims to reach binding agreements on wages, hours, benefits, grievance procedures, and other aspects of work. The document discusses the history and objectives of collective bargaining, how it works, advantages and disadvantages, and its role in the nursing profession specifically. It provides definitions of key terms, the differences between professional associations and unions, and factors that influence successful negotiations.
NURSING MANAGEMENT AND EDUCATION
PLACING PEOPLE TO SUITABLE JOB IS A MUST FOR ACHIEVEMENT OF ORGANIZATIONAL OBJECTIVES. FOR THIS PURPOSE, SUITABLE METHODS ARE TO BE EMPLOYED TO DETERMINE EFFICIENCY, KNOWLEDGE, SKILLS AND ATTITUDE OF PERSONNEL SO AS TO DEPLOY THEM IN AREAS WHERE THEY CAN MAKE BEST USE OF THEIR SKILLS.
NURSING MANAGEMENT AND EDUCATION
PLACING PEOPLE TO SUITABLE JOB IS A MUST FOR ACHIEVEMENT OF ORGANIZATIONAL OBJECTIVES. FOR THIS PURPOSE, SUITABLE METHODS ARE TO BE EMPLOYED TO DETERMINE EFFICIENCY, KNOWLEDGE, SKILLS AND ATTITUDE OF PERSONNEL SO AS TO DEPLOY THEM IN AREAS WHERE THEY CAN MAKE BEST USE OF THEIR SKILLS.
Public Relation in context of Nursing and Collective BargainingAlka Singh
Subject : Management of Nursing Services and Education. Topic: Public Relation in Context of Nursing and Collective Bargaining, Elements, Tools and Various Forms of Public Relation, Nurses Role in Public Relation. History of Collective Bargaining in India, Theory Behind collective bargaining, importance of collective bargaining, Advantages and disadvantages of collective bargaining, Nurse managers role in collective bargaining, Functions and types of collective bargaining, Collective bargaining and National commission on labor, Problems in Growth of collective bargaining in India.
Negotiation may be competitive or collaborative, but collaborative negotiation generally have more positive outcome. A major goal is to make the other part feel satisfied with the outcome. The focus should be creates a win-win situation.
The relationship between leadership and management continue to prompt some debate, although the literature demonstrates the need for both (Trent, 2003).
leadership is viewed by some as one of managements many functions; others maintain that leadership requires more complex skills than management and that management is only one role of leadership; still others delineate between the two.
Public Relation in context of Nursing and Collective BargainingAlka Singh
Subject : Management of Nursing Services and Education. Topic: Public Relation in Context of Nursing and Collective Bargaining, Elements, Tools and Various Forms of Public Relation, Nurses Role in Public Relation. History of Collective Bargaining in India, Theory Behind collective bargaining, importance of collective bargaining, Advantages and disadvantages of collective bargaining, Nurse managers role in collective bargaining, Functions and types of collective bargaining, Collective bargaining and National commission on labor, Problems in Growth of collective bargaining in India.
Negotiation may be competitive or collaborative, but collaborative negotiation generally have more positive outcome. A major goal is to make the other part feel satisfied with the outcome. The focus should be creates a win-win situation.
The relationship between leadership and management continue to prompt some debate, although the literature demonstrates the need for both (Trent, 2003).
leadership is viewed by some as one of managements many functions; others maintain that leadership requires more complex skills than management and that management is only one role of leadership; still others delineate between the two.
The concept of collective bargaining was introduced very late in India as trade unions were found only in 20th century. The concept of collective bargaining attained significance only after 1962. The phrase collective bargaining is said to be coined by Sydney and Beatrice Webb and Great Britain. It is made up from two words collective which means “group” and bargaining which means “proposals and counter proposals”. So it is a process in which the representatives of a labour organization & the representatives of business organization meet and attempt to negotiate a contract or agreement, which specifies the nature of employee-employer union relationship.
Collective Bargaining/ Unionization
Learning Objectives
Identify major legislation that has impacted the ability of nurses to unionize
Identify factors that influence whether nurses join unions
Describe the relationships between national economic prosperity, the existence of nursing shortages and surpluses, and the unionization rates of nurses
Identify the largest unions representing health-care employees and nurses in particular
Identify the steps necessary to start a union
Debate philosophically the potential conflicts inherent in having a professional organization also serve as a collective bargaining agent
Reflect on whether going on strike can be viewed as an ethically appropriate action for professional nurses
Explore labor laws regarding overtime and working conditions present in the state in which he or she lives or will seek employment
Explain how equal employment legislation has affected employment and hiring practices
Describe current legislation that seeks to eliminate gender-based differences
Identify how the Civil Rights Act, the Americans with Disabilities Act, and the Age Discrimination and Employment Act have attempted to reduce discrimination in the workplace
Identify the purpose of the Occupational Safety and Health Act (OSHA)
Identify strategies for eliminating sexual harassment in the workplace
Underlined is done!!
Collective bargaining video
https://youtu.be/5ulJqK3KxEE
Terminology associated with unions and collective bargaining
Agency shop: Also called an open shop. Employees are not required to join the union.
Arbitration: Terminal step in the grievance procedure where a third party reviews the grievance, completes fact finding, and reaches a decision. Always indicates the involvement of a third party. Arbitration may be voluntary on the part of management and labor or imposed by the government in a compulsory arbitration.
Collective bargaining: Relations between employers, acting through their management representatives, and organized labor
Grievance: Perception on the part of a union member that management has failed in some way to meet the terms of the labor agreement
Lockout: Closing a place of business by management in the course of a labor dispute for the purpose of forcing employees to accept management terms
National Labor Relations Board (NLRB): Labor board formed to implement the Wagner Act. Its two major functions are
(a) determine who should be the official bargaining unit when a new unit is formed and who should be in the unit
(b) adjudicate unfair labor charges.
Union shop: Also called a closed shop. All employees are required to join the union and pay dues.
What Is Collective Bargaining?
A process in which working people, through their unions, negotiate contracts with their employers to determine their terms of employment
Chapter 22, examines the leadership roles and management functions necessary to create a climate in which unionization and employment legislation are ...
A procedure by which an employer and a group of employees agree upon the conditions of works. Collective bargaining is an essential aspect of labour relations in many countries, as it allows workers to have a voice in determining their working conditions and ensures that employers consider the needs and concerns of their workforce. It can lead to more equitable and stable labour relations, as well as better outcomes for both employers and employees when successfully executed.
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R3 Stem Cells and Kidney Repair A New Horizon in Nephrology.pptxR3 Stem Cell
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Stewardship is the act of taking good care of something.
Antimicrobial stewardship is a coordinated program that promotes the appropriate use of antimicrobials (including antibiotics), improves patient outcomes, reduces microbial resistance, and decreases the spread of infections caused by multidrug-resistant organisms.
WHO launched the Global Antimicrobial Resistance and Use Surveillance System (GLASS) in 2015 to fill knowledge gaps and inform strategies at all levels.
ACCORDING TO apic.org,
Antimicrobial stewardship is a coordinated program that promotes the appropriate use of antimicrobials (including antibiotics), improves patient outcomes, reduces microbial resistance, and decreases the spread of infections caused by multidrug-resistant organisms.
ACCORDING TO pewtrusts.org,
Antibiotic stewardship refers to efforts in doctors’ offices, hospitals, long term care facilities, and other health care settings to ensure that antibiotics are used only when necessary and appropriate
According to WHO,
Antimicrobial stewardship is a systematic approach to educate and support health care professionals to follow evidence-based guidelines for prescribing and administering antimicrobials
In 1996, John McGowan and Dale Gerding first applied the term antimicrobial stewardship, where they suggested a causal association between antimicrobial agent use and resistance. They also focused on the urgency of large-scale controlled trials of antimicrobial-use regulation employing sophisticated epidemiologic methods, molecular typing, and precise resistance mechanism analysis.
Antimicrobial Stewardship(AMS) refers to the optimal selection, dosing, and duration of antimicrobial treatment resulting in the best clinical outcome with minimal side effects to the patients and minimal impact on subsequent resistance.
According to the 2019 report, in the US, more than 2.8 million antibiotic-resistant infections occur each year, and more than 35000 people die. In addition to this, it also mentioned that 223,900 cases of Clostridoides difficile occurred in 2017, of which 12800 people died. The report did not include viruses or parasites
VISION
Being proactive
Supporting optimal animal and human health
Exploring ways to reduce overall use of antimicrobials
Using the drugs that prevent and treat disease by killing microscopic organisms in a responsible way
GOAL
to prevent the generation and spread of antimicrobial resistance (AMR). Doing so will preserve the effectiveness of these drugs in animals and humans for years to come.
being to preserve human and animal health and the effectiveness of antimicrobial medications.
to implement a multidisciplinary approach in assembling a stewardship team to include an infectious disease physician, a clinical pharmacist with infectious diseases training, infection preventionist, and a close collaboration with the staff in the clinical microbiology laboratory
to prevent antimicrobial overuse, misuse and abuse.
to minimize the developme
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The speakers included:
Professor Orazio Schillaci, Minister of Health, Italy
Dr Hans Groth, Chairman of the Board, World Demographic & Ageing Forum
Professor Ilona Kickbusch, Founder and Chair, Global Health Centre, Geneva Graduate Institute and co-chair, World Health Summit Council
Dr Natasha Azzopardi Muscat, Director, Country Health Policies and Systems Division, World Health Organisation EURO
Dr Marta Lomazzi, Executive Manager, World Federation of Public Health Associations
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One of the most developed cities of India, the city of Chennai is the capital of Tamilnadu and many people from different parts of India come here to earn their bread and butter. Being a metropolitan, the city is filled with towering building and beaches but the sad part as with almost every Indian city
CRISPR-Cas9, a revolutionary gene-editing tool, holds immense potential to reshape medicine, agriculture, and our understanding of life. But like any powerful tool, it comes with ethical considerations.
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Research: Studying gene function to unlock new knowledge.
The Peril: Ethical concerns demand attention:
Off-target Effects: Unintended DNA edits can have unforeseen consequences.
Eugenics: Misusing CRISPR for designer babies raises social and ethical questions.
Equity: High costs could limit access to this potentially life-saving technology.
The Path Forward: Responsible development is crucial:
International Collaboration: Clear guidelines are needed for research and human trials.
Public Education: Open discussions ensure informed decisions about CRISPR.
Prioritize Safety and Ethics: Safety and ethical principles must be paramount.
CRISPR offers a powerful tool for a better future, but responsible development and addressing ethical concerns are essential. By prioritizing safety, fostering open dialogue, and ensuring equitable access, we can harness CRISPR's power for the benefit of all. (2998 characters)
CHAPTER 1 SEMESTER V PREVENTIVE-PEDIATRICS.pdfSachin Sharma
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Defecation
Normal defecation begins with movement in the left colon, moving stool toward the anus. When stool reaches the rectum, the distention causes relaxation of the internal sphincter and an awareness of the need to defecate. At the time of defecation, the external sphincter relaxes, and abdominal muscles contract, increasing intrarectal pressure and forcing the stool out
The Valsalva maneuver exerts pressure to expel faeces through a voluntary contraction of the abdominal muscles while maintaining forced expiration against a closed airway. Patients with cardiovascular disease, glaucoma, increased intracranial pressure, or a new surgical wound are at greater risk for cardiac dysrhythmias and elevated blood pressure with the Valsalva maneuver and need to avoid straining to pass the stool.
Normal defecation is painless, resulting in passage of soft, formed stool
CONSTIPATION
Constipation is a symptom, not a disease. Improper diet, reduced fluid intake, lack of exercise, and certain medications can cause constipation. For example, patients receiving opiates for pain after surgery often require a stool softener or laxative to prevent constipation. The signs of constipation include infrequent bowel movements (less than every 3 days), difficulty passing stools, excessive straining, inability to defecate at will, and hard feaces
IMPACTION
Fecal impaction results from unrelieved constipation. It is a collection of hardened feces wedged in the rectum that a person cannot expel. In cases of severe impaction the mass extends up into the sigmoid colon.
DIARRHEA
Diarrhea is an increase in the number of stools and the passage of liquid, unformed feces. It is associated with disorders affecting digestion, absorption, and secretion in the GI tract. Intestinal contents pass through the small and large intestine too quickly to allow for the usual absorption of fluid and nutrients. Irritation within the colon results in increased mucus secretion. As a result, feces become watery, and the patient is unable to control the urge to defecate. Normally an anal bag is safe and effective in long-term treatment of patients with fecal incontinence at home, in hospice, or in the hospital. Fecal incontinence is expensive and a potentially dangerous condition in terms of contamination and risk of skin ulceration
HEMORRHOIDS
Hemorrhoids are dilated, engorged veins in the lining of the rectum. They are either external or internal.
FLATULENCE
As gas accumulates in the lumen of the intestines, the bowel wall stretches and distends (flatulence). It is a common cause of abdominal fullness, pain, and cramping. Normally intestinal gas escapes through the mouth (belching) or the anus (passing of flatus)
FECAL INCONTINENCE
Fecal incontinence is the inability to control passage of feces and gas from the anus. Incontinence harms a patient’s body image
PREPARATION AND GIVING OF LAXATIVESACCORDING TO POTTER AND PERRY,
An enema is the instillation of a solution into the rectum and sig
2. What do you mean by Collective
Bargaining?
Collective bargaining is a process of negotiations between
employers and a group of employees aimed at reaching
agreements to regulate working conditions. The interests of the
employees are commonly presented by representatives of a trade
union to which the employees belong.
The collective agreements reached by these negotiations usually
set out wage scales, working hours, training, health and safety,
overtime, grievance mechanisms, and rights to participate in
workplace or company affairs.
3. What is Collective
Bargaining?
‘Collective Bargaining refers to a process by which employers on the one
hand and representatives of the employees on the other attempt to
arrive at agreements covering the conditions under which employees will
contribute and be compensated for their services’
-Michael J. Jucius
Collective bargaining is an agreement between a single employer or an
association of employers on the one hand & labour union on the other ,
which regulates the terms and conditions of employment.
-Tudwig Teller
Collective bargaining is the process by which a labor union and employer
negotiate over the terms of the employment relationship.
4. When CB Started?
The term "collective bargaining" was first used in 1891
by Beatrice Webb, a founder of the field of industrial
relations in Britain.
It refers to the sort of collective negotiations and
agreements that had existed since the rise of trade
unions during the 18th century.
In the United States, the National Labor Relations
Act of 1935 implemented.
It was introduced in India in 1952 and is gradually
gaining importance in following years.
6. OBJECTIVES
To provide an opportunity to the workers, to voice their
problems on issues related to employment.
To arrive at an agreement on wages & other conditions of
employment.
To protect the interests of nurse employees through
collective action.
To negotiate voluntarily, yielding some concessions &
sacrifices by both parties.
To bargain from a position of strength without exploiting
the weakness.
To resolve the differences between nurse employees &
management through negotiation.
7. Contd…
To resolve & prevent all conflicts and disputes in a mutually
agreeable manner through mutually signed contracts.
To ensure participation of Trade Unions.
To facilitate reaching a solution that is acceptable to all the
parties involved.
To develop a conductive atmosphere to foster good
organizations relations.
To provide stable and peaceful organization (hospital)
relations.
To enhance the productivity of the organization by
preventing strikes lock – out etc.
To have a peaceful co-existence for the mutual benefits &
progress
8.
9. CHARACTERISTICS OF CB
Collective
Strength
Voluntary
Formal
Flexible
Improvement
Representation
Dynamic
Continuous
Bipartite process
11. COLLECTIVE BARGAINING
MEMBERS
Registered nurses
Physicians
Other professionals
Technical employees
Non -professionals
12. COLLECTIVE BARGAINING
AGENTS
Service employees international union.
National Nurses Union
Professional or State nurse’s associations
National union of hospital and health care employees
of the retail, wholesale and department store union
13. Essentials of successful
Collective Bargaining
Favourable Political Climate
Strong & Stable Unions
Recognition
Willingness to give & take
Negotiator’s Authority
Fair practices
Positive Attitude rather than a fighting approach
14. Obstacles of CB in Nursing
Registered nurses who participate in organizing drives
could be summarily fired
Employer’s Reluctance (Hospital could refuse to
recognize and bargain with nursing organizations)
Multiple Unions
Non-Recognition
Weak Unions
Political Interference
Inadequate Interventions
15. ADVANTAGES
Contract to guide standards.
Participation in decision making process.
All union members and management must
confirm to terms of contract without exception
Process exists to question manager’s authority
if member feels something was done unjustly.
16. DISADVANTAGES
Reduced individuality
Other union members may outvote one’s
decisions.
Disputes are not handled with individual and
management only; less room for professional
judgment.
Must pay union dues even if one does not
support unionization
17. HEALTH CARE LABOUR LAWS
• Health care law is the federal, state, and local law, rules, regulations & other
jurisprudence affecting the health care industry.
• The Indian health care improvement act (IHCIA), 1976
• The following are the labour laws that are adhered in India:
Workmen compensation (Amendment,2000) Act, 1923
Contract Labour (Regulations & Abolition) Act, 1970
Factories Act,1948
Minimum wages Act, 1948
Additional Emoluments Act, 1974
Persons with Disability Act, 1995
Trade Unions Amendment Act, 2001
National Rural Employment Guarantee Act, 2005
18. Aspects of labour law
Strikes & lock outs.
Protection of service conditions.
Removal from service, regulation of contract labour.
Health & maternity benefits.
Retirement benefits.
Women labour & law.
19. PROFESSIONAL ASSOCIATIONS
& UNIONS
An association is regarded as the organization that brings
members of the same profession together for the exchange of
information & experience & for the advancement of their
profession.
Features o f Association
Associations have the members of the same profession.
The members do not use militant methods to press upon their
demands.
They form associations to meet periodically & discuss their
problems & share experiences.
They remain in touch with administrative officials, political
leaders, etc.
21. TRADE UNION
Trade union is a continuing, long term association of
employees, formed & maintained for the specific purpose
advancing & protecting the interests of members in their
working relationships with the employers.
It is continuous association of wage earners for the purpose
maintaining & improving the condition of their working lives.
Features of Unions
It is association of employees.
It is relatively permanent.
It is formed for securing certain economic & social benefits to
members.
Its focus is on joint, co-ordinated action & collective bargaining.
22. Purposes of Unions
• To be the instrument for solving economic, social,
political & psychological problems of the employees.
• To secure the better wages, better working conditions.
• To enhance self respect & dignity.
• To fulfil of social needs, stability of employment &
other problems during service.
23. The TNAI cannot be legally appointed as a negotiating body either at a local,
state or national level.
To move into the trend of union activities which seems to be necessary to
better conditions for Nurses, TNAI suggest the following policies:
To form grievances committees & State Government Nurses Service
Associations
A State level committee, must have a TNAI representative
Prevent Nurses from joining other unions
For the improvement of Nursing services to the community, the TNAI
members may support a strike action.
24. Conditions under which a strike
by Nurses may be approved TNAI
1. Where grievances exist, they should be thoroughly investigated by the
Government Nurses Association and reported to the local or State TNAI
Executive.
2. The State Branch Executive, TNAI, should also know all facts regarding the
situation and be satisfied that justice requires some action.
3. All possible approaches through legal efforts should be made to the
authorities for correction of the situation.
4. If no action is taken by the authorities despite all efforts, the situation should
be put before the members of the Government Nurses Association for vote
regarding strike.
25. CONTD…
5. At least two months warning should be given before the date set for the strike.
6. It must be clearly understood that the TNAI and its members will not support
any strike controlled or voted by any union, or organisation which includes
employees other than Nurses.
7. It must be planned, voted, and carried out with the above stipulations in a
dignified manner and with the assurance that the public understands and will
support the Nurses demands and that the Nurses will make every effort to
prevent harm to patients which might be caused by the strike.
26. THE NURSE MANAGERS
ROLE IN CB
Know the law, and make sure rights of the nurses as well as management are
clearly understood.
Find out the reasons the nurses want collective action.
Discuss and deal with the nurses and the problems directly and effectively.
Act clearly within the law at all times. If a manager acts unlawfully, report the
employer’s actions to the national labor relations board.
Keep all nurses informed through regular meetings held close to the hospital
or institution.
Resolving grievances.
A collective bargaining agent cannot make the decision to strike. The decision
to strike can be made only by a majority of union members.
27. RECENT IMPACT OF
COLLECTIVE BARGAINING
• Beyond their impact on wages and staffing, however,
unions also play a critical role in providing nurses a
meaningful voice on the job.
• Play important role in solving the nursing shortage.
• Positive influence on the work environment and on the
patient outcomes.
• Increasing numbers of nurses win the right to represent
themselves through collective bargaining.
28. Traditional and Non-traditional Collective
Bargaining: Strategies to Improve the
Patient Care Environment.
ANA Periodicals, Volume 9 (1) – 2004
[Karen W. Budd, Linda S. Warino, Mary Ellen Patton]
• The thesis presented in this article is that traditional and non-traditional
CB strategies empower nurses to find a voice and gain
control over nursing practice.
• This article describes the current shortage; discusses how CB can
be used to help nurses find a voice to effect change; reviews the
ANAs history of collective action activities; explains differences
between traditional and non-traditional CB strategies; and presents
a case study in which both strategies were used to improve the
present patient care environment.
