Posted: February 18th, 2022
Workplace issues are often solved via collective bargaining. It’s a method through which unions, on behalf of workers, negotiate contracts with employers to establish the conditions of employment. Pay, benefits, working hours, time off, and workplace health and safety standards are only a few examples of these ideas. In some nations, pay increases may be achieved via collective bargaining. Employees who are part of unions have the power to negotiate collectively for better working conditions, higher salaries, and more comprehensive benefits. Collective bargaining occurs when a labor union and management are involved in a wage negotiation.
Types of collective bargaining includes distributive bargaining where one party’s gain will lead to a loss for the other party involved. This type usually uses a competitive bargaining strategy. For example, a used vehicle sale usually involves two different parties, a buyer and a seller. In this scenario, each party has different interests and thoughts. The buyer wants to cut the cost while the seller wants to make a profit. The second type of collective bargaining is called integrative bargaining. This is where a negotiation strategy is used to find a win-win solution to the dispute. This type is also called interest-based bargaining. The other type is attitudinal structuring. It takes place when there is a backlog of bitterness between both parties. Attitudinal structuring is required to smoothen the industrial relations. It can be used to reshape attitudes to positive and cooperative manner. An example of this type can involve shaping the attitude from non-cooperative to cooperative. The last type of collective bargaining is intra-organizational bargaining. This refers o the internal negotiation that are carried out within the organization. It takes place away from the bargaining table. In this type, there can be conflicting groups in both management and union that’s why there is a need to achieve consensus in these groups.
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