Professional organization

for m.sc nursing 1st yr in advance nursing practice

1. PROFESSIONAL ORGANIZATIONS & UNIONS –SELF DEFENSE, INDIVIDUAL & COLLECTIVE BARGAINING

2. PROFESSIONAL ORGANIZATIONS- Introduction- Professional organization provides a mean through which your own professional development can be channelised with authority because of their representative character. Definitions- According to R Louise, MC Manur in 1952, “ an occupation based on specialized intellectual study and training, the purpose of which is to supply skilled service with ethical component to others for a definite fee or salary.”

3. Objectives- To ensure the public’s right to quality healthcare services. To support and assist professional members. Role/Purpose Of Professional Organization- To set and enforce standards of nursing practice. To monitor and enforce standards for nursing education. To monitor and enforce standards for nursing practice and To set the requirements for registration of nursing professionals.

4. Major Nursing Professional Associations And Regulatory Bodies- Regulatory Bodies Professional Associations Other Associations International Council Of Nurses (ICN) Trained Nurses Association Of India (TNAI) Common Wealth Nurses Federation Indian Nursing Council (INC) Student Nurses Association The Christian Nurses League State Registration Councils Health Visitors League The Catholic Nurses Guild Of India Midwives and Auxillary Nurse Midwives Association The Indian Red Cross Society Nursing Research Society Of India State Nursing Associations

5. INTERNATIONAL COUNCIL FOR NURSES (ICN )- It was formed in 1899. It’s an international association for all nurses in the world. Great emphasis has been on non-discrimination. OBJECTIVES - Promote the development of strong national nurses associations. Assist national nurses association to improve the standards of nursing and the competence of nurses. Assist national nurses associations to improve the status of nurses within their countries . Serve as the authoritative voice for nurses and nursing internationally.

6. ACTIVITIES- Makes policy statements on health and social issues. Offers a great variety of seminars Maintaining and improving the status of Nursing around the world MEMBERSHIP- All nurses can become members of the ICN but not as individuals. The individual nurse becomes a member if his/her national nurses association is a member of ICN. Nurses in India become members of ICN when they become members of the TNAI.

7. THE INDIAN NURSING COUNCIL (INC )- The Indian Nursing Council, which was authorized by the Indian Nursing Council Act of 1947, was established in 1949. PURPOSE- Providing uniform standards in Nursing education and reciprocity in Nursing Registration throughout the country. RESPONSIBILITIES- Prescribes curricula for nursing education in all the states. Refuses or Recognizes Programmes of Nursing Education according to standards required. Support high standards in Nursing. Providing registration for foreign nurses. Maintenance of the Indian Nurses Register. This register contains the names of all nurses, midwives, auxiliary nurse midwives who are enrolled on all state registers.

8. INDIAN NURSING COUNCIL ACT, 1947 : THE INC ACT, 1947 PROVIDES FOR CONSTITUTION AND COMPOSITION OF THE COUNCIL CONSISTING OF THE FOLLOWING: One nurse enrolled in state register elected by each state council. One member elected from among themselves by head of the institutions in which health visitors are trained. One member elected by medical council of India. One member elected by the central council of Indian medical association. One member elected by TNAI. One midwife or ANM enrolled in a state register, elected by each of the state councils in four groups of the states : Kerala, MP , UP and Haryana. AP , Bihar, Maharashtra and Rajasthan. Karnataka , Punjab and West Bengal. Assam, Gujarat , Tamil Nadu and Orissa.

9. The director journal of health services. The chief Principal matron, medical directorate, army headquarters. The chief nursing superintendent, office of the director journal of health services. The director of maternity and child welfare, Indian red cross society. The chief medical officer of each state. Four members nominated by the central government, of whom two shall be the nurses, midwives or health visitors and one shall be an experienced educationalist. Three members elected by parliament.

10. AMENDMENTS IN INC ACT,1947 : Act was amended in November 1957 to provide for the following things: FOREIGN QUALIFICATIONS : Indian citizens: Any Indian citizen being registered with any registering body, by the approval of INC , be enrolled in any state register. Citizens of other countries: Any citizen of any other country, by the approval of President council, be employed temporarily as nurse, midwife, ANM, teacher or administrator in any hospital or institution in any state for period of 5 years. And if want to continue, extension of recognition is needed from INC.

11. Indian Nurses Register: It contains names of all the nurses, midwives, ANM and health visitors who are enrolled in any state register. It will be a public document under Indian Evidence Act,1872 . Organizational Structure Of INC :- President Vice President Secretary Assisted Secretary Office Staff

12. COMMITTEES: EXECUTIVE COMMITTEE: Executive committee to deliberate on the issues related to maintenance of standards of nursing programs. NURSING EDUCATION COMMITTEE: It deliberate on the issued concerned mainly with nursing education and policy matters concerning the nursing education. EQUIVALENCE COMMITTEE: It deliberate on the issues of recognition of foreign qualifications which is essential for the purpose of registration under section 11(2) (a) or (b) of the INC act 1947, as amended. FINANCE COMMITTEE: This is another important committee of the council which decides upon the matters pertaining to finance of the council in terms of Budget, Expenditure, implementation of Central Govt. orders with respect to service condition, etc.

13. FUNCTIONS : To establish and monitor a uniform standard of nursing education. To recognize the qualifications for the purpose of registration and employment everywhere. To give approval for registration of Indian and foreign nurses possessing foreign qualification. To prescribe the syllabus and regulations for nursing programme. Power to withdraw the recognition in case the institution fails to maintain its standard. To advise the state nursing councils, examining board, state and central government in various important items in nursing education.

14. GUIDELINES FOR THE ESTABLISHMENT OF NEW NURSING SCHOOLS / COLLEGES: Any organization under the central, state government, local body or a private trust should obtain the no objection certificate from the state government. The INC on the receipt of the proposal from the institution to start nursing programme, will undertake the first inspection to assess the suitability. After the approval from INC, the institution shall obtain the approval from state nursing council and examination board. The INC conducts the inspection every year till the first batch completes the programme.

15. TYPES OF INSPECTION: FIRST INSPECTION : The first inspection is conducted on the receipt of proposal. RE – INSPECTIONS : Re-inspections are conducted for those institutions, which are found unsuitable by INC. PERIODIC INSPECTION : INC conducts the periodical inspections once the institution is found suitable by INC.

16. RESOLUTIONS: Maximum period for the students to complete revised ANM/GNM programme is 3 and 6 years respectively. Maximum age for teaching faculty is 70 years. Admission to married candidates for all the nursing programme is allowed. Relaxation of norms to establish M.Sc.(N) Programme. Relaxation of student patient ratio for clinical practice. Relaxation of teaching faculty qualification to start a B.Sc. (N) programme. To maintain the quality of post-graduate, INC resolved not to have a M.Sc. (N) Programme through distance education. Institutions should have their own building within two years of establishment. Maximum no. of 60 seats can be sanctioned to the institutions having less than 500 bedded hospital and 100 to those having 500 bedded hospital.

17. STATE NURSING COUNCILS- Registration in state Nursing council is very necessary for every nurse. It is necessary to be registered in order to function officially as a professional nurse. Registration councils are functioning in all the states of India and they are affiliated to I.N.C. A register of names of professional nurses is maintained by each state nurses Registration Council. These names are also put into the Indian Nurses Register maintained by the Indian Nursing Council. Nurses, midwives, auxiliary nurse midwives and health visitors are registered. All degree holding nurses also have to get the registration in state council.

18. The present functions of the State Nurses Registration Council: Recognize Officially and inspect schools of nursing in their states. Conduct examinations. Prescribe rules of conduct, take disciplinary actions, etc. Maintain registers of Graduate nurses, nurses holding degrees in nursing, midwives revised auxiliary nurse midwives or multi-purpose workers and health visitors. Composition of SNRC- The State Nursing Councils are administratively headed by the Registrar who usually is a nurse. There is deputy registrar who also is a nurse. There is a staff consisting of Accountant and other staff as clerks and peons to help him in his day to day work and functions.

19. The President and Vice-President is elected by members from amongst themselves. The elections procedures for all the categories are laid down by statutory provisions in By Laws of the Councils. Some of the members on the council are still nominated by the Government whereas majority are elected by following the electoral procedures

20. TRAINED NURSES ASSOCIATION OF INDIA (TNAI )- The Trained nurses association of India is a national professional association of Nurses. The present name and organization were established in 1922. AIMS- Upgrading. Development and standardization of nursing education. Improvement of living and working condition for nurses in India. Registration for qualified nurses.

21. ACTIVITIES- TNAI gives scholarships for nurses who wish to go on for advanced study either here or abroad. It helped to remove discrimination against male nurses. Initiated much needed study and improvement of economic conditions for nurses. The TNAI opposes strikes unless all other means of negotiating have failed to bring about satisfactory working conditions. MEMBERSHIP- Obtained by application and submission of a copy of your state registration certificate. It is possible to apply for a life membership. The official organ of the TNAI is The Nursing Journal of India which is published monthly. The cost of this is included in the annual subscription for membership in the association. It helps you to be informed of current events in nursing and offers opportunities to publish articles and voice opinions.

22. ORGANISATION OF TNAI: It consists of : President Vice President ( 3) Honorary Treasurer Secretary General Assistant Secretaries Branch/joint Secretaries BENEFITS OF TNAI MEMBERSHIP: Holding national level conferences Low cost publications for members and students Continuing education Programmes for updating knowledge Socio-economic welfare Programmes

23. Research studies are conducted regularly for benefit of members Scholarship for TNAI members and student nurses . Annual grant to state branches to hold activities. One fourth railway concession for TNAI members. The guest room facilities at the headquarters and also in some states . Nurses day celebration at Rashtrapati Bhavan every year . PUBLICATIONS: Handbook of TNAI…..published in 1913. Nursing Journal of India……published monthly. It is the official organ of the TNAI. A copy of this journal shall be sent free to all the full members and Associate members.

24. THE STUDENT NURSES ASSOCIATION (SNA )- The Student Nurses Association organized in 1920, is associated with and under jurisdiction of the TNAI. In addition to providing a means of personal and professional development for the nursing student. The assistant secretary of the TNAI serves as advisor for the SNA. PURPOSES AND FUNCTIONS- Help student Nurses learn how the professional organization serves to uphold the dignity and ideals of the nursing profession. Promote a close rapport with other student Nurses. Furnish student Nurses advice in their courses of study leading up to professional qualifications. Encourages leadership ability and help students to gain a wide knowledge of the nursing profession in all of its different branches.

25. Encourage both professional and recreational meetings, Games and Sports. Encourage students nurses develop a co-operative spirit with other student nurses which will help them in future professional relationships. ACTIVITIES- Fund raising for the TNAI. Fund raising done for fine arts and sports competitions and conferences. Special prizes given for outstanding achievement in specific areas of nursing education. Unit activities include maintaining the diary of unit activities, giving quarterly reports, preparing articles for publication and distributing application forms for membership in the TNAI.

26. MEMBERSHIP- Fees are minimal and easily met by the nursing student. Nursing students who participate in the Student nurses association have a valuable opportunity to begin to develop leadership skills, competitive skills and an interest for the profession as a whole.

27. SNA GENERAL BODY AT NATIONAL LEVEL : Members are: Members of SNA general committee. 3 representatives from each unit i.e., SNA VP, SNA Secretary & SNA advisor. All SNA delegates attending the conference. AT STATE LEVEL: Members are: State SNA Executive members SNA Unit representatives ( VP, Secretary, SNA Advisor ) SNA UNITS: Members elected by its own in GBM. Members are: SNA Unit advisor ( should be a TNAI member ) Vice president Secretary Treasurer Programme chair person GBM held at regular intervals Agenda for GBM will be acc. To needs of the unit members & aims & objectives of SNA.

28. THE NURSES LEAGUE OF THE CLINICAL MEDICAL ASSOCIATION- The Nurses league of the clinical medical association of India was founded in 1930. It became affiliated to the TNAI in 1936 and promotes membership in this organisation. OBJECTIVE- Promote cooperation and encouragement among Christian Nurses. Promote efficiency in nursing education and service. Secure the highest standards possible in Christian nursing education through the Christian schools of nursing. Considering the special work and problems of Christian nurses wherever employed.

29. ACTIVITIES - Activities include national and area conferences and retreats for its members. Development of leadership abilities is encouraged by participation in these meetings. Each meeting also allows for sharing of problems common to the Christian nurse. Provides expert professional advice. Provides scholarships for advanced study. Provides financial assistance for professional meetings and seminars. MEMBERSHIP- Membership fees are required and a life membership is available. Nursing students may become associate members of the league. Membership in the Nurses league may be a requirement for certain nursing positions under control of Christian employing authorities.

30. Midwives and Auxillary Nurses- Midwives Association: The name of the associate organization of TNAI shall be the Midwives and Auxillary Nurse-Midwives Association. Objectives: To uphold, in every way, the dignity and honor of midwives and Auxillary nurse midwives. To promote, among all midwives and auxiliary nurse, midwives, espirit de corp. To enable members to take council together on matters affecting their profession. To raise the standards of education and practice of health visitor.

31. President: The President of TNAI shall be the President of Midwives And Auxiliary Nurse Midwives Association. Membership: Midwives and Auxiliary Nurse Midwives holding a certificate from an midwifery/ auxillary nurse midwifery training school recognized by Indian Nursing Council, or in case of foreign qualifications recognized by the government of the country concerned, shall be eligible for membership. Management: The governing body of the association shall be the council of the TNAI. There shall be a committee to deal with the business of the association, consisting of: Honorary secretary of the midwives and auxiliary nurse midwives association- Convener

32. Representatives of the midwives and auxiliary nurse midwives association on state branch committee. Secretary –General of the TNAI-Ex-Officio Honorary- Treasurer of TNAI- Ex- Officio Meetings: A meeting of the committee and of the members of the general association shall be held at the time of the general meetings of TNAI and at such other time as desired. Election: Election of the honorary secretory shall be held at the meeting of midwives and auxillary nurse midwives association at the time of general meeting of TNAI.

33. Nursing Research Society Of India : The Nursing Research Society of India was established in May, 1986, to promote research with in and around nursing environment. It is registered under the societies ACT XXI of 1960 with registrar of societies, Delhi Administration. Aims and Objectives: Supports the development of nursing research activities in the universities and nursing health care institutions. Provides a platform to nurse scientists to exchange views on nursing research. Promotes and sponsors scientific meets, seminars and conferences to advance nursing research. Creates public interest in the contribution of nursing in promotive, preventive and restorative activities. Establishes a Nursing Research Journal of India and brings out other documents pertaining to innovations in Nursing.

34. Milestones: 1986-1987: The society got registered under the society Act XXI of 1860 with registrar of societies, Delhi Administration. 1988: First National Conference. At AIIMS, Delhi supported by ministry of Health and Family Welfare, WHO,USAID and UNICEF held on September 16-17 th . 1989: Second National Conference on the theme, “Nurses and MCH services” held at SKIMS Srinagar, J and K from 13-14 Oct 1989. 1990: 1 st National Workshop on Research Methodology at Lisie Hospital, Cochin, Kerala, from Sept 10-14’90. 1991: 3 rd National Conference on “Women and Drugs: Challenge to a Nurse”, At College Of Nursing, Ahmedabad, from 28 september-30 October. 1992: 2 nd National workshop on the theme, "Dynamic standard setting system”, from 24-25 Aug 1992 at College Of Nursing Calcutta.

35. 1993: 4 th National and 1 st International Conference on the theme, "Nursing Research for the Enhancement of Maternal and Child Health,” organized jointly by NRSI and NAN (Nursing Association of Nepal) from 2-4 Nov 1993, at Kathmandu, Nepal. 1995: 5 th National Conference on the theme,” Mental Health in Life Processes” , from November 2-4, 1995 at NIMHANS Bangalore. 1996: 4 th National Workshop on “ Manpower Assessment through Activity Analysis”, from 9-13 Sep. South Africa. 1999: 6 th National Conference of NRSI at College Of Nursing, CMC, Ludhiana, Punjab. 2000: 5 th NRSI West Zone Workshop 24-26 Nov 2000 on “Nursing Research in New Millennium”, Nov 2000, at Choithram College Of Nursing Indore. 2001: 7 th National NRSI Conference on “Reduction of Maternal Mortality: Midwives Make a Difference”, 31 st August- 2 nd Sept.2001 at Choithram College of Nursing Indore.

36. 2002: National Workshop on the theme,” Evidence based Nursing Midwifery Practice” at College of Nursing , KLES, Belgaum Karnataka. 2003: 8 th NRSI Conference on the theme,” Reflections on Nursing Practice” at college of Nursing, Bharti Vidya Peeth Deemed University, Pune, from 12-14 November 2003. 2004: National Workshop on “Policy, Politics and Nursing-Research perspectives” from 8-10 th November 2004 at Government College of Nursing, Kozhikode, Kerala 2004: Election of NRSI office bearers held. 2006: 9 th NRSI conference held Ancillary Medical Center, AMT Institute, Jammu. 6-8Feb 2006. The theme “challenges faced by Nurses and Midwives in prevention and control of HIV/AIDS”. Organizing secretary was Mrs. Shakuntala Sharma. 2007: Launching of Journal of NRSI at College Of Nursing, Bharti Vidya Peeth Deemed University, Pune on 23-02-2007. Editor:

37. Mrs. Tapti Bhattacharjee. 2007: 11 th National Conference of NRSI held at B M Birla Heart- Institute, Kolkata on 15 th and 16 th Nov. 2007. Theme: “Empowering Nursing Leadership” Org. Secretary. Ashima Chkaravorthy and Ashima Bhattacharya.” 2008: 12 th National Conference of NRSI at College Of Nursing Manipal University, Manipal, Karnataka on 16-18 th , 2008. Theme: Bridging the gap between nursing knowledge and practice organizing secretary: Dr. Ratna Prakash. 2009: 13 th National Conference of NRSI at CMC Vellore, 12-13 th Nov. 2009. Theme : Standards in Nursing education: Implication for practice. Organizing Secretary: Mrs. Selve Chacko, and Mrs. Bharati Jacob. II nation wide study under the aeg is of NRSI on “ Audit on nursing education by nursing staff, teachers and students.”

38. 2010: 14 th National Conference of NRSI at Rajiv Gandhi University, Bangalore. Theme: “ Nursing practice issues and innovation: ensuring healthy communities. Organizing secretaries : Dr. Esther S Daniel, Clement I, and Mrs. Shani John. 2011: 15 th National Conference of NRSI at Baba Farid University of Health Sciences, Faridkot from 17 th -19 th Nov 2011. Theme: Nursing Research Issues and EFP-Ensure Quality Client Care. Organizing Secretary: Prof HCL Rawat, Vice-Principal, UCON Faridkot. 2012: National Conference of NRSI at Jamia Hamdard Deemed University, New Delhi, Oct 16-19, 2012 organized by Mrs. Urmila Bhardwaj. 2013: 17 th National Conference of NRSI at Monika Tapowals Nursing Institute at Gujarat.

39. THE COMMON WEALTH NURSES FEDERATION: The Common wealth Nurses Federation was formally organized in 1973 and operates in Six regions of the world which are East, Africa, Atlantic, Australia, Pacific, South Asia and Europe. The TNAI is also affiliated with the Common wealth Nurses Federation .It is made up of nurses associations from common wealth countries . AIMS: Promote sharing, better communications and closer relationships between its member associations. Provides expert professional advice. Scholarships for advanced study. Financial assistance for professional meetings and seminars.

40. THE CHRISTIAN MEDICAL ASSOCIATION OF INDIA: The CMAI began in 1905 as a fellowship of Christian missionary doctors to provide spiritual sharing and support. It gradually developed into a larger organisation which included other Christian health professionals and health institutions FUNCTIONS : To provide professional training through formal and informal education, publication of textbooks and other materials and scholarships. To encourage community health work through training, advisory services and technical support . To assist and support churches and health institutions with study and training.

41. To disperse health related information which will help with health education and lean towards a more healthy and just society. MEMBERSHIP : Membership is open to doctors, registered nurses and ANM/Health workers, all health professionals. Students in health professional courses may also become members

42. AMERICAN NURSES ASSOCIATION ( 1911): PURPOSE : To improve the quality of nursing care. ACTIVITIES : Establish standards for nursing care. Develop educational standards. Promote nursing research. Establish a professional code of ethics. Oversee a credentialing system. Influences legislation affecting health care. Protect the economic and general welfare of RN. Assist with professional development of nurse. MEMBERSHIP: Federation of state nurses associations Individual RN can participate in ANA joining their respective state nurses association. PUBLICATIONS: American journal of nursing. American nurses.

43. RED CROSS SOCIETY: It follows the directions of the Geneva conventions in an effort to protect victims of armed conflict. Its headquarters is in Geneva, Switzerland. They delegate visit and inspect prisoner of war camps. They arrange for delivery of mail and food packages to the prisoners. They also offer emergency relief by providing food and medical supplies. A very valuable service is that of a central tracing agency which helps to locate prisoners of war and missing persons long after a conflict is over. At times of armed conflict or natural disaster within country these help to give comprehensive care to the affected.

44. unions MEANING: A union or labor organization is any organization in which employees participate for the purpose of dealing with their employer about grievances, labour disagreements,wages,hours of work, and conditions of employment. OBJECTIVES OF UNIONS: Wages Promotions Layoffs Discipline Grievances procedures Fringe benefits

45. UNIONS IN INDIA: At present three unions of nurses are working at the central level. All India Government Nurses Federation ( AIGNF) Trained Nurses’ Union (TNU) and Trained Nurses Association of India (TNAI) Besides , there are two state level unions, namely, Orissa Nursing Employee’s Association (ONEA ), Trained Nurses Association of India, Orissa branch. United nurse association (UNA)

46. UNITED NURSES ASSOCIATION (UNA ): It is a professional association of registered nurses in the state of Kerala in India. It was founded on November 2011 by a small group of nurses in Kerala with Jasminsha as the founding president. The UNA was mostly noted for bringing up the issue of exploitation of nurses as underpaid laborers in the thriving private hospital industry in the state. Since 2012 lasts, UNA working as a trade union with the help of no political parties and not receiving any benefits from them.

47. INDIVIDUAL AND COLLECTIVE BARGAINING The term collective bargaining is made up of two words, ‘collective’ – which means a ‘group action’ through representation and ‘bargaining’, means ‘negotiating’, which involves proposals and counter-proposals, offers and counter-offers. Definitions: Encyclopedia of social sciences, “Collective bargaining is a process of discussion and negotiation between two parties, one or both of whom is a group of persons acting in concert. The resulting bargain is an understanding as to the terms and conditions which a continuing service is to be performed. More specifically, collective bargaining is a procedure, by which employer and a group of employees agree upon the conditions of work”.

48. Richardson says, “Collective bargaining takes place when a number of work people enter into negotiation as a bargaining unit with an employer or a group of employers with the object of reaching agreement on conditions of the employment of the work people”. The I.L.O. workers manual defines collective bargaining as, “negotiation about working conditions and terms of employment between an employer, a group of employers or one or more employer’s organizations, on the one hand, and one or more representative workers organization on the other with a view of reaching an agreement .

49. Salient Features : It is a collective process in which representatives of employers and employees participate mutually. It is a flexible and dynamic process wherein no party adopt a rigid attitude. It is a bipartite process whereas the representatives of workers and management get an opportunity for clear and face to face negotiation. It is a continuous process which can establish regular and stable relationship between worker’s organization and management. Understanding of view points, taking correct decisions etc. It is a practical way to establish an industrial democracy. It is a good method of promoting industrial jurisprudence .

50. It is good form of interdisciplinary system (i.e. a function embodying economic psychological, administrative, ethical and other aspects). It is a process that includes efforts from preliminary preparations to the presentation of conflicting view points, collection of necessary facts, Functions: Prof. Butler has viewed the functions as: a process of social change a peace treaty between two parties a system of industrial jurisprudence

51. Collective bargaining as a process of social change: Collective bargaining enhances the status of the working class in the society. Wage earners have enhanced their social and economic position in relation to other groups. Employers have also retained high power and dignity through collective bargaining. Collective bargaining as a peace treaty : Collective bargaining serves as a peace treat between the employers and employees. However the settlement between the two parties is a compromise.

52. Collective bargaining as an industrial jurisprudence: Collective bargaining creates a system of “Industrial Jurisprudence”. It is a method of introducing civil rights into industry. It establishes rules which define and restrict the traditional authority exercised by employers over their employees placing part of the authority under joint control of union and management. In addition to the above, its functions include: • Increasing the economic strength to employers and employees . • Improving working conditions and fair wages. • Maintaining peace in industry • Prompt and fair red ressel of grievances. • Promoting stability and prosperity of the industry.

53. Principles of Collective Bargaining : For both union and management Collective bargaining process should give due consideration to hear the problems on both sides. This will develop mutual understanding of a problem which is more important for arriving at the solutions. Both the management and union should analyze the alternatives to arrive at the best solution. There must be mutual respect on both the parties. The management should respect the unions and the unions should recognize the importance of management. Both the union and management must have good faith and confidence in discussion and arriving at a solution.

54. Collective bargaining required effective leadership on both sides, on the union side and management side to moderate discussions and create confidence. In collective bargaining both the union and management should observe the laws and regulations in practice in arriving at a solution. In all negotiations, the labour should be given due consideration – in wage fixation, in working conditions, bonus etc . For management • Management should think of realistic principles and policies for labour regulations. • The recognitions of a trade union to represent the problems is more essential. If there are more than one union, the management can recognize on which is having the support of majority of workers.

55. Management should follow a policy of goodwill, and cooperation in collective bargaining rather than an indifferent attitude towards the union. Managements need not wait for trade union to represent their grievances for settlement. Management can voluntarily take measures to settle the grievances. Managements should give due consideration to social and economic conditions of workers in collective bargaining. For unions Unions should avoid undemocratic practices. Unions have to recognize their duties to the management also before emphasizing their demands. Unions have to consider the benefits to all workers rather than a section of workers. Strike lock-outs should be resorted to, only as a last measure. As far as possible they have to be avoided by compromise and discussion.

56. Forms of Collective Bargaining : The forms of collective bargaining differ from country to country and time to time in India. Collective bargaining takes the following forms: Settlements under industrial disputes act: According to this, negotiations are carried out by officers according to the Industrial Disputes Act. Settlements by parties: In this case settlements are arrived at by parties themselves without the interference of a third party. Consent awards: Here the agreements are negotiated by the parties on a voluntary basis when disputes are subjudiced. Later these are submitted to the labour courts. Direct negotiation: In this agreements are arrived at by both the parties after direct negation. The enforcement of these agreements depends upon the goodwill and cooperation of the parties.

57. On the basis of the level : Plant level bargaining: It is the micro level bargaining. It takes place in the particular unit between the management and the trade unions of that unit. Industry level bargaining: Several unions of the same industry form and association and negotiate with the employers. National level bargaining: In this, the representatives of trade unions and employers at the national level will negotiate.

58. Process of Collective Bargaining: The process of collective bargaining consists of two stages: the negotiation state the contract administration. Negotiation Stage: At the negotiation stage certain proposals are put forward for mutual agreement after careful consideration. The negotiation stage consists of three steps. Preparation for negotiation Negotiation procedure Follow up action

59. Preparation for negotiation : First the union will submit their fresh contract to the management before the expiry of existing contract (usually 30 to 60 days before the expiry). Both the management and unions will take considerable time to the preparation and negotiation. They collect the required data relating to large number of issues such as wage, salary, seniority, overtime allowance, the cost of living, the policies of trade unions and management, nature of agreement in other companies etc. The company will collect such information its internal sources – such as balance sheet, contract agreements, market research reports, Govt. reports etc. The trade union also collects such data from their own central organisation, research staff from various Department etc.

60. The personal department prepares a personal, which includes: Specific proposals of the company including the objectives of negotiation. Estimating the cost of implementing the proposals. Classifying the demands as demands acceptable before negotiation, demands acceptable after negotiation, demands which cannot be accepted. Such proposals are based on company’s commitment to shareholders, consumers, workers and public.

61. Negotiation technique or procedure: In this step, a negotiation committee is to be formed by both the parties. From the management side the representative include the chief executives. The unions is represented by the leaders and centrals leaders. The committee consists of three to six members. The demands are classified as demands which need bargaining and demands which may be rejected. During negotiations, normally the easier demands are taken up first. Both parties should have a “bargaining cushion”, and make counter proposals. For example, a demand for wage increase by the union, may be accompanied by a counter proposal for increase in production by the management. Such negotiations go on till the “point of no return” is being reached. A rigid or irrevocable stance should always be avoided.

62. Follow-up action: • At this stage, the agreement is printed and circulated among all the employees. The supervisors will be enlightened about the agreements for their effective implementation.

63. Contract Administration: Agreement will be useful if they are executed properly. As observed by Profs. Illiamson and Harries, “if anything is more important to industrial relations than the contract itself, it is the administration of the contract”.

64. General principles for administering the contract effectively Cooperation between both the parties is essential. Both the parties should have a tolerant attitude towards each other and have a spirit of accommodation and goodwill. Proper procedure should be adopted for the redressal of grievances by providing opportunity to exchange views. When a conference over the redressal of grievance reaches an impasse, the grievance should be referred to arbitration. Both the parties should honour the commitment.

65. Pre-requisite for Successful Collective Bargaining Negotiating team Negotiating team should represent all groups including production, finance and industrial relations experts. The team should be headed by an appropriate person with adequate authority to take decisions. Recognition of unions The management should recognize the trade union and analyze the facts in their representation of grievances. Mutual understanding encourages mutual agreement. Open mind Both the management and union should have open minds to listen and appreciate each others point of view with flexibility and adjustment.

66. ‘Home Work’ on demands The union and management have to collect relevant data relating wages, conditions of work, welfare schemes, cost of benefits. Routine problems The management and unions have to identify the grievances on routine basis and take appropriate action then and there. Internal union democracy Trade unions should encourage internal union democracy by consulting the rank and file members. Importance to output Trade unions should also give importance to output, quality of the products, company’s image etc., in addition to their wages, bonus, working conditions etc.

67. Nurses participation in Collective Bargaining: Collective bargaining for nurses usually occurs in states where there is significant trade union activity. At present, there are few nurses involved in Collective Bargaining. All nurses need to involve and understand the benefits of unions. Unions stimulate better hospital management by fostering formal, central and consistent personnel policies with better lines of communication. Unions lead to improvement in the work place so that recruitment and retentions become easier.

68. CONCLUSION Thus collective bargaining is a process of decision making in joint and represents a democratic way of life. In collective bargaining, management and employees come together willing to negotiate and give up some part of their request in an effort to compromise. Management usually has the authority to hire, fire and discipline employees.