it explains about the collective bargaining

1. COLLECTIVE
BARGAINING
&
ERRORS OF
DELEGATION

2. INTRODUCTIO
N

3. DEFINITION
 According to encyclopedia of social science
“Collective bargaining is a process of discussion
& negotiation between two parties”
More specifically it is the procedure by
which an employer or a group of employers
agree upon the condition of work .

4. According to tudwig teller
“collective bargaining is an agreement between a
single employer or an association of employers
on the one hand & a labor union on the other,
which regulates the terms & conditions of
employment ”.

5. Objectives of collective bargaining
 To harmonize labor relations & promote
industrial peace by creating equality of
bargaining power between the labor & the
management.
 This collective bargaining is that arrangement
where by the wages & conditions of the
employment are settled through a bargain .

6. Pre-requisites of collective bargaining
 Existence of a truly representative strong trade
union.
 Existence of a progressive management.
 Absence of any external pressure either on the
employer or on the worker to come to the kind
of agreement desired by the authority exerting
the pressure.

7. CONT..
 Existence of a measure of parties of strength or
bargaining power between the trade union &
management.
 Delegation of authority to an officer involved in
negotiation.
 Acceptance of a fact finding approach by the
management as well as the union.
 The collective bargaining uses all legislative, judicial &
executive process in assessing problem in relation to
the employment.

8. Characteristics of collective
bargaining
 It is group action as opposed to individual action & is
initiated through the representative of workers.
 It is flexible & mobile & not fixed or static. It has
fluidity & ample scope for compromise for mutual
give & take before the final settlement is arrived at.
 It is a two party process. It is mutual give and take
rather than a take it or leaves it method of arriving at
the settlement of a dispute. Both parties are involved
in it.

9. CONT..
 It is continuous process which provides a mechanism
for continuing & organized relationship between
management & trade unions associations.
 It is dynamic & not static because it is a relatively new
concept & is growing expanding & changing.
 It is as industrial democracy at work. The government
of labor with the consent, governed the worker.

10. PRINCIPLES OF COLLECTIVE
BARGAINING
Principles for the management
 The management must develop and consistently
follow a realistic labor policy which should be
accepted & carried out by its representatives.
 The management must grant recognition to the
trade union association without any reservation
& accept it as a constructive force in the
organization

11. CONT..
 The management should not assure that the
employee goodwill will always exit. It should
periodically examine the rules & regulations to
determine the attitudes & degree of comfort
of its employee & gain their goodwill &
cooperation.
 The management should extend fair treatment
to the trade union in order to make it a
responsible & conservative body.

12. CONT..
 The management should not wait for the trade
union to bring employee. Employee can
approach the management themselves without
involving the trade union or association.
 The management should deal only with the
one trade union or association in the
organization.
 While weighing economic consequence of
collective bargaining the management should
place greater emphasis on social consideration.

13. PRINCIPLES FOR TRADE
UNION
 The trade union should eliminate racketeering
& other undemocratic practice within their
own organization.
 Trade union leaders should appreciate the
economic implication of collective bargaining
for their demands are generally met from the
income & resources of the organizations in
which their members are employed.

14. CONT..
 Trade union leaders should not imagine that
their only function is to secure higher wages,
shorter hours of work & better working
conditions for their members. They & their
members have an obligation to assist the
management in the elimination of waste & in
improving the quality & quantity of production

15. CONT..
 Trade union leaders should assist in the
removal of such restrictive rules & regulations
that are likely to increase cost & prices, &
reduces the amount that can be paid as wages.
 Trade union leaders should resort on strike
only when all other methods of the settlement
of a dispute have failed.

16. PRINCIPLES FOR THE BOTH
UNION AND MANAGEMENT
 Collective bargaining should be made an education as
well as bargaining process.
 It should offer to trade union leaders an opportunity
to present the management the wants, desire,
grievances & attitude of its employee & make it
possible for the management to explain to union
leaders & through them, to its employees the
economic problem which it is confronted with.

17. CONT..
 The management & trade union must look
collective bargaining as a mean of
finding the best possible solutions. There must be
an honest attempt at solving problem.
 Both parties to a dispute should have enough
bargaining power to enforce the terms of
agreement that they may arrive it

18. CONT..
 There should be an honest, able & responsible
leadership, for only this kind of leadership will make
collective bargaining effective & meaningful.
 There must be mutual confidence & good faith, & a
desire to make collective bargaining effective in
practice
 The two parties should meticulously observe &
abide by all the national & state laws which are
applicable to collective bargaining.

19. COMMON DELEGATION
ERRORS
 Under delegation.
 Over delegation.
 Improperly delegating.

20. BARRIERS OF DELEGATION
 The belief that “ I can do it better myself.”
 Lack of confidence & trust in workers.
 Low self confidence, insecurity.
 Vague job description.
 In adequate training.
 Lack of adequate recruitment & selection.
 Time involved in explaining the task.
 Reluctance to take the risks involved and depending
on others.
 Fear of loss of power.

21. CONCLUSION
 Collective bargaining consist of two words
collective means group action.
 Bargaining which suggest negotiation. So it
helps the management & trade union do a good
job of ensuring that the price of labor is
properly adjusted to other prices.

22. THANK YOU