Collective bargaining - Nursing Management

Nursing Management

1. BARGAINING Bargaining or haggling is a type of negotiation in which the buyer and seller of a good or service debate the price and exact nature of a transaction. If the bargaining produces agreement on terms, the transaction takes place.

2. COLLECTIVE BARGAINING Collective bargaining involves discussions and negotiations between two groups as to the terms and conditions of employment. It is called ‘ collective ’ because both the employer and the employee act as a group rather than as individuals. It is known as ‘ bargaining ’ because the method of reaching an agreement involves proposals and counter proposals, offers and counter offers and other negotiations.

3. Meaning Collective bargaining is a process of negotiating between management and workers represented by their representatives for determining mutually agreed terms and conditions of work which protect the interest of both workers and the management.

4. Definition Michael J. Jucious has defined collective bargaining as “a process by which employers, on the one hand, and representatives of employees, on the other, attempt to arrive at agreements covering the conditions under which employees will contribute and be compensated for their services”.

5. Objectives To foster and maintain cordial and harmonious relations between the employer/management and the employees. To protect the interests of both the employer and the employees. To promote industrial democracy.

6. Importance Develops better understanding between the employer and the employees It benefits the both-employer and employees It is adjustable to the changing conditions It facilitates the speedy implementation of decisions arrived at collective negotiation

7. Characteristics Collective process Continuous process Flexible and mobile Dynamic Bipartite process Complementary process Discipline in industry

8. 1. Conjunctive or distributive The employee and the employer try to maximize their respective gains. It is based on the principle, “ my gain is your loss, and your gain is my loss ” i.e. one party wins over the other.

9. 2. Cooperative or integrative Both the employee and the employer sit together and try to resolve the problems of their common interest and reach to an amicable solution.

10. 3. Productivity bargaining This type of bargaining is done by the management, where the workers are given the incentives or the bonus for the increased productivity. The workers get encouraged and work very hard to reach beyond the standard level of productivity to gain the additional benefits.

11. 4. Composite bargaining along with the demand for increased wages the workers also express their concern over the working conditions, recruitment and training policies, environmental issues, pricing policies, etc. with the intention to safeguard their interest and protect the dilution of their powers.

12. Collective bargaining - Process Preparation – Choosing a negotiation team and representatives of both the union and employer. Both parties should be skilled in negotiation and labor laws, and both examine available information to determine whether they have a strong standing for negotiation. Discussion – Both parties meet to set ground rules for the collective bargaining negotiation process. Proposal – Both representatives make opening statements, outlining options and possible solutions to the issue at hand.

13. Bargaining the parties discuss potential compromises, bargaining to create an agreement that is acceptable to both parties. This becomes a “draft” agreement, which is not legally binding, but a stepping stone to coming to a final collective bargaining agreement. Final Agreement – Once an agreement is made between the parties, it must be put in writing, signed by the parties, and put into effect.