Employment relationship and collective bargaining

Collective Bargaining gives employees a voice

employment relationship and collective bargaining

Causes & Effects of Poor Industrial Relations Collective bargaining is a source of solving the problems of employees in the work situation collectively. Its Relationship to Stakeholders. Collective bargaining has become a very important institution in the realm of industrial relations and extends to all negotiations. Collective bargaining is a phenomenon which has been approached and researched by scholars in many academic disciplines, such as: industrial relations.

Collective bargaining - Wikipedia

On the other hand, a macroeconomic perspective of the impact of trade unions suggest that they tend to increase wages and working standards for particular industries but the expense of fewer jobs available. In other words, unionised industries tend to grow in better work standards, whereas the wages in non-unionised industries tend to decline, which implies that the work of trade unions is predisposing to a zero sum game condition Blanpain, Employee Methods As it was already recognised employees can use union as the primary and arguably the most powerful source to practice their employment rights.

In this respect, union methods can be described as: In the context of non-union methods, employees can look for their rights and negotiate independently from unions.

employment relationship and collective bargaining

It has been already revealed that one of the greatest changes in collective bargaining or in this union method was contributed by the substantial growth, power and influential capabilities of private corporations.

In this respect, the need of union interaction has declines as currently corporations are paying much attention on retaining high-quality employees and therefore maintain a high level of flexibility with respect to their employment considerations Herman, However, it should be mentioned that these are non-union methods which favour a certain extent of the labour population, which can be described as high-quality talent and in which large corporations are interested.

In other words, these methods would not be favourable to unemployed and individuals who are willing to work in a particular industrial segment but does not have the opportunity. This is the reason why, from macroeconomic point of view, non-union methods practiced by companies may be also suggested to predispose to a condition of a zero-sum game.

In this context, there are different types of non-union representatives which can be recognised to have significant importance in managing employment conditions.

Collective Bargaining Gives Employees a Voice

These representatives can be also employed in work context where unions exist but do not cover a number of the working employees Ale, These representatives may both member and non-member of trade unions.

In this respect, non-union members need to be continuously provided with information and consultation on employment regulations and changes. Based on the various representative approaches in which both companies and employees can get involved to coordinate their work, it can be outlined that consultation representatives are arguably the largest source of labour agreements management and coordination as a non-union method.

These are representatives who have the function and rights to meet with consultation bodies which were assigned by organisations and thus discuss various employment-related issues. The consultative bodies which were set by companies may be introduced by appropriate legislation but there are many cases where these bodies get organised voluntarily by the employer Blanpain, a. However, these representatives can be both elected by the workforce and the employer.

Although, there is a distinction between union and non-union approaches to employment regulations, there are cases where both union and non-union members can work jointly to achieve a common goal. However, this situation can be suggested to predispose to a number of complexities in terms of coordination, time of negotiations, inefficient discussions, confusion of employees in terms of which type of representation they should participate in, etc Gospel, It is important to outline that union or non-union methods can work only in contexts where collective bargaining is supported by both internal and external conditions.

On the other hand, good faith can be also suggested to be a significantly important source of successful collective bargaining. Finally, appropriate communication is another bargaining channel of paramount importance. In this context, both employers and employees need to keep each other well informed and thus avoid possible discrepancies in demand and supply of labour services and agreements.

Moreover, trade unions may be powerful source of bargaining power but in conditions where good faith is non-existent their power would be diminished. This is the reason why, it can be proposed that the negotiating power of employees is highly dependent on the industrial context e. Moreover, information distortion is avoided because of direct communication.

These mechanisms are primarily divided into upward problem-solving and representative participation Herman, The upward problem-solving mechanism can be recognised to be comprised of electronic media, two-way communication, suggestion schemes, attitude surveys and project teams.

employment relationship and collective bargaining

On the other hand, representative participations can be recognised to encompass partnership schemes, joint consultation, collective representation, etc. This is the reason why, by being capable of identifying key stakeholders, organisation would have better opportunities to manage them respectively Kearney and Carnevale, The better management of employees through clear communication of employee voice can result in a wide range of benefits not only to the employees but to the organisation as well.

For example, organisation may provide employees with flexible working conditions to enhance their work-life balance and thus increase their loyalty and commitment to the organisation values by showing respect in their lifestyles and personal conditions Strayer University, Corporate social responsibility is a highly important concept in organisations ability to recognise their stakeholders and respond respectively to their needs.

Conclusion In conclusion, collective bargaining can be suggested to be one of the most influential approaches to improvement of labour rights and employment conditions. Collective bargaining is an approach which has been practiced through trade unions who aim at negotiating and bargaining better condition for employees.

It develops a bargaining environment and creates trust and cooperation among the parties. It generally aims at resolving internal conflicts. This is a type of maneuvering to achieve consensus with the workers and management. Even within the union, there may be differences between groups. For example, skilled workers may feel that they are neglected or women workers may feel that their interests are not looked after properly.

Within the management also, there may be differences. Trade unions maneuver to achieve consensus among the conflicting groups. Characteristics Of Collective Bargaining It is a group process, wherein one group, representing the employers, and the other, representing the employees, sit together to negotiate terms of employment. Negotiations form an important aspect of the process of collective bargaining i.

employment relationship and collective bargaining

Collective bargaining is a formalized process by which employers and independent trade unions negotiate terms and conditions of employment and the ways in which certain employment-related issues are to be regulated at national, organizational and workplace levels.

Collective bargaining is a process in the sense that it consists of a number of steps. It begins with the presentation of the charter of demands and ends with reaching an agreement, which would serve as the basic law governing labor management relations over a period of time in an enterprise. Moreover, it is flexible process and not fixed or static. Mutual trust and understanding serve as the by products of harmonious relations between the two parties. It a bipartite process. This means there are always two parties involved in the process of collective bargaining.

The negotiations generally take place between the employees and the management. It is a form of participation. Collective bargaining is a complementary process i. Collective bargaining tends to improve the relations between workers and the union on the one hand and the employer on the other. Collective Bargaining is continuous process. It enables industrial democracy to be effective.

It uses cooperation and consensus for settling disputes rather than conflict and confrontation. Collective bargaining takes into account day to day changes, policies, potentialities, capacities and interests. It is a political activity frequently undertaken by professional negotiators.

Collective bargaining process comprises of five core steps: This phase involves composition of a negotiation team. The negotiation team should consist of representatives of both the parties with adequate knowledge and skills for negotiation. The first thing to be done is to determine whether there is actually any reason to negotiate at all. A correct understanding of the main issues to be covered and intimate knowledge of operations, working conditions, production norms and other relevant conditions is required.

Here, the parties decide the ground rules that will guide the negotiations. A process well begun is half done and this is no less true in case of collective bargaining. An environment of mutual trust and understanding is also created so that the collective bargaining agreement would be reached.

This phase involves the initial opening statements and the possible options that exist to resolve them. The exchange of messages takes place and opinion of both the parties is sought. Once the parties are through with the bargaining process, a consensual agreement is reached upon wherein both the parties agree to a common decision regarding the problem or the issue. This stage is described as consisting of effective joint implementation of the agreement through shared visions, strategic planning and negotiated change.

Functions of Collective bargaining Prof. Butler has viewed the functions as: 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.

employment relationship and collective bargaining

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 employers.