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Discussion on: Forms of Collective Bargaining and Different Collective Agreements

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ShantaMilan

“Collective bargaining typically refers to the negotiation, administration and interpretation of written agreement between two parties that covers a specific period of time (DeCenzo & Stephen, 2010, p. 351)”

“Collective bargaining is a joint regulating process, dealing with the regulation of management in its relationship with work people as well as the regulation of conditions of employment. (Armstrong, 2012, p. 414)”

We can term collective bargaining as the negotiation of written agreement with the work people that clarifies all the regulation and conditions of employment for a pre-stated period of time.

Forms of collective bargaining as mentioned by Walton and McKersie (1965) (extracted from Armstrong 2012) mentions two forms of collective bargaining as distributive and integrative. The former one deals with bargaining style where one party tries to get the most out of the bargaining by outsmarting or overpowering the other party. Where as in integrative bargaining the two parties try and find a mutual agreement for the benefit of both. “Integrative bargaining (also called "interest-based bargaining, win-win bargaining") is a negotiation strategy in which parties collaborate to find a win-win solution to their dispute. Spangler (2003)”

Chamberlain and Kuhn (1965) (extracted from Armstrong 2012) also gives two forms of collective bargaining. The forms are defined as conjunctive and cooperative bargaining. The conjunctive bargaining is similar to distributive bargaining where one tries to over gain the other. Their try to win over the other with various methods. Similarly the cooperative bargaining is similar to integrative bargaining where both the parties try to find a win-win situation for both sides.

Types of collective bargaining agreements are new style agreement, partnership agreement, substantive agreements, procedural agreements and single union deals.

  1. New style agreement: The new style agreement was formed to promote cooperative solution to any disputes in the future. Any labour disputes in the future will be subjected to the norm and guidelines that have be pre stated in the agreement between the parties beforehand. This agreement type has incorporated policies such as no strike and recognized only one union. The underlining objective of this agreement is to solve any grievances without affecting the overall output of the organization.

  2. Partnership agreement: This is a type of integrative or cooperative bargaining where both parties will mutually place their offer on the table and decide on the agreement that benefits both. The relation between employer and employee are strengthened in this agreement and team work is built on trust. “Management may offer job security linked to productivity and the union may agree to more flexible working. (Armstrong, 2012, p. 416)”

  3. Substantive Agreement: This agreement has pre-stated agreed terms and condition for type of jobs, payment, working hours, holidays, leave, extra benefits for medical, etc. This can be related to the agreement that we have in our jobs where all rules, guidelines and policies are signed in the agreement before hand.

  4. Procedural Agreement: The procedural agreement is similar to substantive agreement. Procedures for disputes that can occur in the future is written and freely agreed by both the parties. The terms and conditions however may not be legally enforceable but depends on the ethical aspect of both parties.

  5. Single Union Deals: Single union deal as the name suggests agrees on one single union to represent all the employees. The union work for the balancing of terms and conditions of both the blue and white collar job holders. The terms also agree with dealing with disputes through negotiation and not conducting strikes or hampering the production of the company.

References

Armstrong, M. (2012). ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE (12 Ed ed.). London: Kogan Page.

DeCenzo, D. A., & Stephen, P. R. (2010). Collective Bargaining. In S. R. David A DeCenzo, Fundamentals of Human Resource Management (pp. 350-353). United States of America: John Wiley & Sons Inc.

Spangler, Brad. "Integrative or Interest-Based Bargaining." Beyond Intractability. Eds. Guy Burgess and Heidi Burgess. Conflict Information Consortium, University of Colorado, Boulder. Posted: June 2003