Date post: | 13-May-2015 |
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Career |
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Presented BySumi SasiKumar
S2,MBAGKMCCMT
COLLECTIVE BARGAINING
???.. Collective bargaining takes place when
representatives of a labour union meet management representatives to determine employees’ wages and benefits and to solve
other issues…
Definition of Collective bargaining“Collective bargaining is a process in which
the representatives of business organization meet and attempt to
negotiate a contract or agreement which specifies the nature of the Employee-
Employer union relationship”-Edwin B.Flippo
Characteristics of collective bargaining It’s a group action as opposed to
individual action. It is flexible & mobile and not fixed. It is a two-party process. It is a continuous process. it is dynamic and not static.
……… It is a democratic function. Collective bargaining is not a competitive
process but a complementary process. “Its an art, an advanced form of human
relations.”
Importance of collective bargainingIt helps to increase economic strength of
both parties.It helps to establish uniform conditions of
employment.Secure a prompt and fair redressal of
grievances.Avoid strikes, & coercive activities.
………….Lay down fair rates of wages& norms.Achieve an efficient operation of the plant.It ensure old age pension benefits and
other fringe benefits..
Bargaining Topics
Collective bargaining Process
NegotiationContract Administration
A. Identification of problem
B. Preparing for negotiations
C. Negotiations of agreement
The union see that the contract had been understood and take steps to implement it.
Conditions for the success of collective bargaining
Strong consultation between the trade union and the management is possible only when the bargaining power of two parties is relatively equal.
Both the parties must accept the principle of ‘free consultation’ & ‘free enterprise’.
Must have mutual confidence, good faith& desire to make collective bargaining a success
…….The willing acceptance by the management
to recognize representative union for this purpose.
Should not await the union raise problems but should make every reasonable effort to prevent them.
The process of bargaining should be free from unfair practices.
Limited success of Collective bargaining in IndiaI. Problems with UnionsII. Problems with governmentIII. Legal problemsIV. Political InterferenceV. Attitude management
Recommendations of the NCLGovernment intervention in industrial
relations, particularly in the settlement of industrial disputes should be reduced gradually to the minimum possible extent. Compulsory adjudication of disputes should be used only as a last resort.
Recommendations..Trade unions should be strengthened both
organizationally and financially by amending the Trade Union ACT of 1926:
Make registration of unions compulsory.Enhance the union membership fee.Reduce the presence of outsiders in the
union executive & among the office bearers
Recommendations..Legal provision may be made either by
amending an existing enactment for:Compulsory recognition of trade unions and
certification of unions as bargaining agents.Prohibition and penalisation of unfair labour
trade practices. Bargaining in good faith by both employers
and unions
Approaches to collective bargaining
As a PROCESS OF SOCIAL CHANGE.As a PEACE TREATY between the conflicting
parties.As a system of INDUSTRIAL
JURISPRUDENCE.
Views of Collective bargainingFrom the MANAEMENT point of View:a)To earn higher profits at lower costsb)Maximum utilization of workers.From LABOUR point of View: Strengthening the Trade union movement
because Trade unions are the bargaining agents of the workers.
VIEWS….From the GOVERNMENT point of views: Industrial peace is maintained through
collective bargaining process..
TYPES OF BARGAININGDISTRIBUTIVE BARGAINING
INTEGRATIVE BARAINING
It deals with issues or an issue in which two or more parties have conflicting or advisory interests
“WIN-LOSS”
It is a process where both the parties can win, each contributing something for the benefits of other party.
“WIN-WIN”
CONCLUSION
THANK YOU…..