This document discusses the importance and factors of effective collective bargaining in India. It notes that collective bargaining results in better understanding between parties, provides a democratic means to regulate employment terms, and helps motivate employees. Factors that can hinder effective collective bargaining include a lack of support from management, weak unions, surplus labor, and restrictions on strikes/lockouts. Success depends on economic, psychological, and political environment factors as well as the attitudes of employers, workers, and government policies. Key aspects for successful collective bargaining are a favorable political climate, freedom of association, union recognition, willingness to compromise, and fair labor practices.

1. PROF SUCHITRAA RATI
WELCOME

2. IMPORATANCE OF COLLECTIVE BARGAINING
• It results in better understanding between both
parties
• It is democratic and pragmatic method of
regulating the terms and conditions of the
employment
• Which provides flexible means of adjusting wages
structure and physical facility provided by
employee

3. •Helps in implementation of decisions
because of direct involvement of both
parties
• It is result of give and take
• Also helps in motivating the employees that
leads to more production and achieving the
laid down goals

4. FACTORS FOR INEFFECTIVE COLLECTIVE
BARGAINING IN INDIA
• Absence of enlightened management[not
interested in trade union]
• Weakness if trade unions due to
multiplicity[poor financial condition ,lack
of leadership]
• Surplus manpower
• Restricted rights of workers and employer
to strike or lockout

5. •Lack of mutual trust
•Different political affiliation of unions and
consequent political rivoiy
•Unfavorable political and economical
climate

6. FACOTRS FOR SUCCESS OF COLLECTIVE
BARGAINING
• Economical and enviornment factor
• Psychological factor
• Nature and characteristic of product in
market
• Nature of labor market
• Capital requirement and cost conditions

7. • Types of industrial relationship
 Employer attitude
 Worker attitude
 Govt policy

8. ESSENTIALS FOR SUCESSFUL CB
• A favorable political environment helps
• Freedom of association is helpful
• Recognition of union is must
• Willingness to give and take
• Fair labor practice
• Problem solving attitude of management
• Availability of data and facts and figures
concern with pay should be on basis of
negotiation

10. ACTIVITY/FORMS/TACTS OF CB
It includes 4 types of activity or bargaining
•DISTRIBUTIVE BARGAINING---involves bargain
persistently over the distribution of surplus[on
economic issues like wages, salaries ,bonus which
will be discussed periodic intervals]
•INTERGRATIVE BARGAINING—here both
parties gain something [training of employer for
more productive work and programme]more
cooperative

11. •ATTITUDINAL BARGAINING—this bargaining
involves shaping and reshaping some attitudes like
hostility between labor and management[when there
is backlog or bitterness-it will help in monitoring
smooth and coordinal relationship between two
parties

13. •INTRA-ORGANIZATIONAL BARGAINING—it
is an achievement of general agreement with
employee and employer. generally aims at
resolving internal conflict [women nay face
that their interest not being looked properly]

15. TRADE UNIONS
Nurse as an employee in any health care
institution or hospital has rights to become a
member of any union or association for many
reasons i,e collective bargaining [protecting their
interest, conditions and improvement]
Employees essentially join a union or
association to increase their power to get certain
responses from management.

16. Instead of quitting a job or giving up their
seniority or for security they form union. so
the trade unions are formed to protect
,maintain and improve economic social and
vocational interest of their members to
strengthen their bargaining power.

17. REASONS FOR UNIONIZATION
•Management action have caused to reach
limitation
•Poor working condition and job inequities in
wage increments ,promotion and benefit
distress
•Poor quality of immediate supervision
•Arbitory treatment from management
•Poor communication between employer and
employee