Importance Of Collective Bargaining

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The goal of collective bargaining is not just to come to an agreement, but to come to an agreement that allows for the development of new solutions that could potentially resolve differences between each party. I will view Innovative agreements are ones that allow for greater cooperation and joint-decision making throughout the length of the contract. These types of agreements allow for greater collaboration between labor and management, which will ultimately improve relationships between them. However, it can be difficult to develop innovative solutions while engaging in positional bargaining, since each side will present their position and often not want to deviate far from it during negotiations (Farmer et al., 2010, Friedman, 1993, Post,…show more content…
If management views the economic condition differently than the union does, it may be more likely to use power to influence labor to accept a concession.. Since collective bargaining is a lengthy process with a deadline, a party could use power at the end of negotiations to gain a concession from the other party, given that there is less time to work towards innovative solutions. Frequently, management uses power moves in order to gain concessions. Power moves, or threats of using power, have been an effective method for management to get a concession from labor (Barrett et al., 2007, Cutcher-Gershenfeld, 1994, Grigsby & Leap, 1986). While this is occurring less frequently than in past years, management still uses this strategy to negotiate what they view as innovative agreements (Cutcher-Gershenfeld & Kochan,…show more content…
Interest-based bargaining is fundamentally different from positional due to the approach it uses towards collective bargaining. It implements integrative bargaining as a means to find joint solutions that are mutually beneficial for both labor and management (Boniface & Rashmi, 2012, Boniface & Rashmi, 2013, Cutcher-Gershenfeld, 1994, Cutcher-Gershenfeld & McKersie, 2009, Cutcher-Gershenfeld et al., 2001, Eaton et al., 2004, Friedman, 1993, Lobel, 2000, Post, 2009). In contrast with positional which uses distributive bargaining, interest-based bargaining views labor and management as partners in creating mutually beneficial solutions from available resources. It does not focus on the positions that each party wants to propose, but rather the interests they seek to address. This allows for labor and management to work towards finding a common solution instead of viewing negotiations as a time to try to acquire the most resources. Interest-based bargaining is also a longer process than positional bargaining, as it involves training both labor and management to adapt to a new bargaining process, beginning with a mutual agreement to use this strategy. It also allows for multiple options to be proposed to address an interest which requires more time during negotiations to determine what options allow

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