Collective bargaining

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.

1. COLLECTIVE BARGAINING Mr. Vivek D. Jamnik First Year M.Sc. Nursing GCON, Jalgoan

2. HISTORY OF COLLECTIVE BARGAING:- The term of “Collective Bargaining” was first used in 1891 by Beatrics Webb, a founder of field if industrial relation in Britain. It refers to a sort of collective of negotiation and agreement that has existed. The concept of collective bargaining was introduced very late in India, as trade union were formed only in 1962.

3. DEFINITION:- Collective Bargaining is the agreement between the a single employer or an association of the employers on the one hand and labor union on the other Collective Bargaining is the processes in which the representative of a labor organization and the representative of the business organization meet and attempt to negotiates a contracts or agreement. Edwin Flippo

4. OBJECTIVES:- To provide an opportunity to the workers to voice. To reaching a solution that is acceptable. To maintain cordial relation. To promote democracy. To prevent unilateral action to employees. To preventing strike and enhance the productivity. To Resolving and prevent all conflicts and disputes in a mutually agreeable manner. To develop a conducting atmosphere . To provide stable and peaceful organization (hospital).

5. CHARACTERSTICS OF COLLECTIVE BARGAINING:-

6. TYPES OF COLLECTIVE BARGAINING:-

7. Distributive or collective bargaining:- Conjunctive bargaining is the most common type of bargaining & involves zero-sum negotiations, in other words, one side wins and the other loses. This involves bargaining over the distribution of surplus. in this, economic issues like salaries , wages and bonuses. Economic issues like wages, salaries and bonus are discussed. One party’s gain is another party’s loss. More competitive. e.g. Unions negotiate for maximum wages.

8. INTEGRATIVE OR CORPORATIVE BARGAINING:- Integrative bargaining is similar to problem solving sessions in which both sides are trying to reach a mutually beneficial alternative, i.e. a win-win situation Both parties may gain or neither party losses. Both the parties are trying to make more of something.

9. PRODUCTIVITY BARGAINING :- A form of collective bargaining leading to a productivity agreement in which management offers a pay raise in exchange for alterations to employee working practices designed to increase productivity .

10. COMPOSITE BARGAINING Wages with equity.

11. PROCESS OF COLLECTIVE BARGAINING:-

12. PREPARATORY PHASE:- In this phase, following activities are carried out :- Selection of negotiation team :- This phase involves composition of a negotiation team. It consist of the representatives of the both parties. They should have adequate knowledge and skills for the negotiation. Identification of problem. Enough supporting data is kept ready

13. DISCUSSION PHASE:- Decide and appropriate time and set a proper climate for negotiation. Maintenance of mutual trust and understanding. Involve in active listening, asking questions, observation and summarizing decision.

14. PROPOSAL PHASE:- This phase could be described as brainstorming‘. The exchange of messages takes place and opinion of both the parties. Initial opening of statement. Possible alternative/opinion to resolve the issue by both parties.

15. BARGAINING PHASE:- Both the parties will involve in the following activities:- Problem solving Proposal

16. SETTLEMENT PHASE:- Settlement phase start with:- This stage is described as consisting of effective joint implementation of the agreement through shared visions, strategic planning and negotiated change . Agreement on common decision.

17. FORMALIZING AGREEMENT:- Drafting of agreement:- After good faith bargaining, a formal document must prepare. It should be simple, clear and concise. Signing the agreement:- Both parties sign the agreement and abide by its terms and conditions.

18. ENFORCING AGREEMENT:- To have the agreement effective and meaningful, it should be enforced or implemented immediately

19. PRINCIPLES OF COLLECTIVE BARGAING :-

20. PRINCIPLES FOR THE MANAGEMENT:- The management should be waiting for the trade union to bring employees grievances to its notice but should rather create the condition in which the employees can approach themselves without involving the trade union. The management should only deal with the one trade in the organization. They must form and follow a realistic labor policy They should treat the trade union fairly They should regularly check the rules and regulations to determine the attitude and comfort of its employees Must agree to reform the trade union without any reservations The management should not wait for the trade union to bring employees problems

21. PRINCIPLES FOR THE TRADE UNIONS:- The trade union should eliminate racketeering and other undemocratic practices within their own organization Trade union leaders should resort to strike only when all other methods of the settlement of a dispute have failed Trade union leaders should not imagine that their only function is to secure higher wages, shorter hours of work and better working conditions for their members. Trade union leaders should assist in the removal of such restrictive rules and regulations that are likely to increase costs and prices and reduce the amount that can be paid out as wages

22. PRINCIPAL OF UNION AND MANAGEMENT:- Collective bargaining should be made an education well as a bargaining process. It should offer to trade union leaders an opportunity to present to the managements. There should be an honest, able and responsible leadership for only this kind of leadership which make collective bargaining effective and meaningful. There must be mutual confidence and good faith and a desire to make collective bargaining effective in practice.

23. ADVANCTAGE OF COLLECTIVE BARGAINING: - 1) PROVIDE SECURITY TO WORKERS:- Since collective bargaining contracts are legally binding agreement the employee can be sure of their work condition. As longs as all terms are followed the management cannot be go back or changed of the condition. 2) PROHIBITS THE STRIKES:- This is the security is provided by the management. Collective bargaining agreement prevents any employees from striking or not working try to get different benefits. Strikes can cause huge problems within company. so this is a big draw for management for collective bargaining. 3) GIVE EMPLOYEE A VOICE :- All the employee that the agreement will affects are allowed to have a say in the condition. All voice are heard, which promotes a much better moral in workplace. This also ensures that they want and need of the majority are met. 4 ) REDUCED BIAS AND FAVORITISMS:- All too often you heard stories of someone getting additional benefits simply because with their boss or other irrelevant things. This is greatly reduced and possibly eliminated with the use of collective bargaining

24. DISADVANTAGE OF COLLECTIVE BARGAINING:- 1 ) NOT ALL PEOPLE WILL AGREE :- Collective bargaining cater to need of the many and disagree the few. The terms in the agreement could negatively affects employee who have special circumstances or simply do not agree. 2) A LOSS OF AUTHORITY :- When the employee knows the exactly how much power management has, and has say in things that they can and cannot do, their role as the authority figure is greatly diminished 3) REDUCED MANAGEMENT HAND IN BUSSINESS :- Constructive development is hindered when the collective bargaining is used. If the policy or the terms of the agreements truly need to be received or removed, it is nearly possible to do.

25. COLLECTIVE BARGAINING IN NURSING:- IMPORTANCE OF COLLECTIVE BARGAINING IN NURSING:-

26. WHY NURSES JOIN UNIONS:- To increase the power of the individual To increase output into organizational decision making To eliminate discrimination and favoritism To be socially accepted To be one with the employees To improve patient outcomes and quality.

27. WHY NURSES DO NOT JOIN UNIONS:- They need to demonstrate individualism and promote social status They believe that professionals should not unionize They identify with the managements viewpoints They fear employer reprisal They fear a loss of income if there is a strike or walkout

28. POINTS TO KEPT IN MIND BEFORE COLLECTIVE BARGAINING:- S et clear objectives for every bargaining item. Do not hurry. When in doubt, discuss with your associates. Be well prepared. Don't concern yourself. Be alert to the real intentions of the other party. Be a good listener. Pay close attention towards the wording. Remember that collective bargaining is a compromise process. Try to understand people. Consider the impact of present negotiations on those in future years.

29. SUMMARISAZATION

30. CONCLUSION:- 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.

31. BIBLIOGRAPHY: BT BASAVTTHAPPA. Nursing Administration. Second Edition . Jaypee Brother. Pg. no 784- 86   D.T.B.G. Management of Nursing Edition and services. First Edition 2010. EMMESS Medical Publisher. Pg no. 339-43.   Vati Jogindra , Principles of practice of nursing management and administertion . 1st Edition. Jaypee brothers medical publishers(P) LTD. Pg no. 427-432