The document discusses collective bargaining in the context of nursing services and education, highlighting its objectives, processes, and principles. It emphasizes the importance of maintaining good relationships between management and workers, resolving wage-related conflicts, and establishing a voluntary negotiation framework. Additionally, it addresses the advantages and disadvantages of collective bargaining in nursing, outlining reasons why nurses may choose to join or avoid unions.

1. SMT. DAKUBEN SAREMALJI SANCHETI NURSING INSTITUTE, SUMERPUR
Management of Nursing
Services & Education
Collective Bargaining
Unit – 8 “Professional Advancement”
2020

2. Management of Nursing Services & Education 2020
Kuldeep Vyas M.Sc. CHN
Page 2
Collective Bargaining
INTRODUCTION
Collective bargaining is referred to as the relationship between trade
unions who are respresentatives of workers and the management-
repnsentativen of employers. Branding is called collective because only the
chosen representative of both labour unions and management act as
bargaining agents.
Collective bargaining is a process by which employers on the one hand
and employee represensitives on the other attempt to arrive at an agreement
concerning the conditions under which employees will contribute and be
compensated for their services.
OBJECTIVES OF COLLECTIVE BARGAINING
1. To maintain cordial relations between the management and workers.
2. To resolve the conflicts and problems relating to wages and working
conditions of the workers.
3. To implement the values and interests of the workers by collective
action in order to benefit the employers
4. To ensure the participation of trade unions in industry
5. To find the solution on the distinction of those involved between the
workers and management through voluntary negotiations and by
arriving at a conclusion
6. To avoid the need for government intervention as it is a voluntary
process.
CONSTITUENTS OF COLLECTIVE BARGAINING
1. Indication of agreement with definite need has good scope of
importance benefiting the workers
2. About the rights of the workers trade union and accountability of the
management
3. About the total salary, bonus, production rules, regulation, retirement
benefits and other terms and conditions of services as stipulated.
4. Provision for benefits for grievance redressal procedure.
5. To provide the apt method and machinery for the settlement of possible
disputes and conflicts.
6. About the detailing bill or the work contract details or the terminal
clauses.

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Kuldeep Vyas M.Sc. CHN
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PROCESS OF COLLECTIVE BARGAINING
Essential Features of Collective Barganing:
1. Group and Collective action.
2. Strength.
3. Continuous Process.
4. Flexible.
5. Voluntary.
6. Dynamic.
7. Power Relationships.
8. Bipartite Process.
9. Two-part Process.
Steps in Collective Process:
1. Identification of the Problem.
2. Preparation for negotiation.
3. Negotiation Procedure.
4. Implementation of Contract.
CLASSIFICATION OF COLLECTIVE BARGAINING
According to the views of Richard E Walton and Robert B. McKersie, a
collective bargaining process generally consists of four types of activities:
1. Integrative bargaining.
2. Attitudinal structuring.
3. Distributive bargaining.
4. Intraorganizational bargaining.
PRINCIPLES TO BE FOLLOWED BY THE MANAGEMENT IN COLLECTIVE
BARGAINING
1. The management must frame and adapt a realistic labour policy that can
be applicable prectically, and which should be accepted and carried out
by its representatives.
2. The management should always deal only with one association or trade
union in the organization
3. The management must have the mutual agreement to reform the trade
union or association without any reservation and take it as a beneficial

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Kuldeep Vyas M.Sc. CHN
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step in the organisation
4. The management should that the trade union without any partiality in
order to make it a responsible part of the organization
5. The management should regularly frame & evaluate the rules &
regulayion to determine the attitude and degree of comfort of its
employees and in turn, gain their goodwill and cooperation
6. The management should place vital importance on social consideration
while weighing the economic consequences of collective bargaining
IMPORTANCE OF COLLECTIVE BARGAINING
1. It is a democratic method where every employee has the freedom to
exercise his/her rights and the same i implemented by collective
bargaining about the condition of employment. It is always a voluntary
process without any third-party intervention
2. It ends in good relationship and understanding between workers and
management The employer gains a better insight into the problems and
aspirations of workers and the workers become better aware of the
economic and technical problem of the Industry
3. it provides adaptable means for adjustment of wages and employment
conditions to economic and technological changes in the industry, as a
result of which the chances of conflict are reduced
4. It assists in establishing a code that defines the rights and obligations of
each party, there will always be basic standards fixed and management
cannot take immediately the arbitrary actions to exploit workers. It
creates a sort of “Industrial injustice”.
5. it provides a solution and alterative to the problem of industrial
sickness in industry and old-age pension and other fringe benefits
6. It facilitates better application of decisions due to the direct
involvement of both the parties
7. It is the significant aspect of labour management relations and extends
the democratic principle from the political to the industrial field
8. Evaluates and distribute equitably the benefits derived from industry
among all the participants, including employees, unions, suppliers,
management, customers in public

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Kuldeep Vyas M.Sc. CHN
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COLLECTIVE BARGAINING IN NURSING
Advantages & Disadvantages of Collective Bargaining:
Importance of Collective Bargaining in Nursing:
Collective bargaining agreements are designed to address the
unique circumstances of each facility that fall within the scope of
nursing, It should provide:
1. Safe nursing staffing
2. Safe patient handling
3. Adverse event prevention
4. A process that is time and cost-effective for all parties while
protecting patient and nurses.
Why Nurses Join Unions
1. To increase the power of the individual
2. To increase output into organizational decision making
3. To eliminate discrimination and favoritism
4. To be socially accepted
5. To be one with the employees
6. To improve patient outcomes and quality of care

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Kuldeep Vyas M.Sc. CHN
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Why Nurses Do Not Join Unions:
1. They need to demonstrate individualism and promote social
status.
2. They believe that professional should not unionize
3. They identify with the management’s viewpoint.
4. They fear employer reprisal
5. They fear a loss of income if there is a strike or walkout.