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COLLECTIVE BARGAINING
Present By : Bhumika Vaishnav Rucha Patel Unnati Desai
INTRODUCTION
Collective Bargaining is a process of joint decision-making and basically represent democratic way of life in industry. It establish a culture of bipartism and joint consultation in industry and a flexible method of adjustment to economic and
Definition :
HARRINON -
OBJECTIVES
The main objectives of collective bargaining are: To settle disputes/conflicts relating to wages & working conditions. To protect the interests of workers through collective action. To resolve the differences between the workers & management through voluntary negotiation and arrive at a consensus. To avoid third party intervention in matters relating to employment.
CHARACTERISTICS / FEATUERS
Collective : It is collective in two ways. Equal Bargaining strength Flexible
Voluntary
Continuous : CB is a continuous process. Dynamic
Power relationship : Workers want to gain the maximum from management & management wants to extract the maximum from workers. Representation Bipartite process : no third party intervention. Rule making
NEGOTIATION OF AGREEMENT
During negotiations , the representatives should be attentive so
IMPLEMENTATION OF CONTRACT
The Agreement can be made on a temporary basis. In such case, before its expiry both parties consult each other and can terminate or renew the agreement depending upon the circumstances.
bonus, etc.
Unions negotiate for maximum wages . Management wants to yield as little as possible while getting things done
through workers.
ii. Co-operative / Integrative Bargaining : This type of bargaining often takes the form of joint problemsolving, in which management & union come together and try to
initially.
If workers are able to exceed the standard productivity norms they will get substantial benefits.
the employees.
Effective collective bargaining machinery strengthens the trade unions movement. The workers feel motivated as they can approach the
It results in establishment of a harmonious industrial climate which supports which helps the pace of a nations efforts towards economic and social development since the obstacles to such a development can be reduced considerably. The discrimination and exploitation of workers is constantly being checked.
Absence of unfair labour practices A problem solving approach rather than a fire-fighting approach
Developing Better Understanding between Employees and Management : Because of development of better understanding between Employees and Management , CB may be used to adopt a more flexible approach towards employment conditions in
dynamic environment.
Speedy Implementation of Decisions : CB provides opportunity for speedy implementation of decisions regarding terms of employment as both the parties are involved in decision making process.
ii.
Non-recognition : There is a lack of definite procedure to determine which union is to be recognized to serve as a bargaining agent on behalf of the
workers.
iv.
Defective Laws :
government agrees.
thus, faith in bargaining process is reduced.
negotiations.
ii. not many strong unions in India. Problems from Government. The Government has not been making any strong efforts for the development of collective bargaining.
Almost all unions are associating themselves with some political party or other.
v.
Management Attitude : In India, management have a negative attitude towards unions. They do not appreciate their workers joining unions.
CONCLUSION
Collective Bargaining is, therefore, not only an instrument of settling wages and benefits but of ordering workplace relation as well. It is a dynamic concept, and the various types of collective bargaining have been successfully used by both labour and management to respond effectively to the changing demands
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