What Is Collective Bargaining?

Productive workers concoct new plans and strategies to empower the organisation get by in this tumultuous economic sate . According to Robinson (2004), productivity is an execution measure that incorporates both effectiveness and viability. Effective and high performing "organisations have a society that supports employee inclusion thus employees are additionally ready to get included in objective setting, choice-production or critical thinking exercises that brings about higher worker execution" (Rob... ... middle of paper ... ...hat, but because they have passion and commitment towards the task. All this can only be achieved if companies can take the initiative and involve employees in decision-making, goal formulation and policy formulation of the company. Employee commitment is vital for mangers and they should free to manage without interference.

Industrial Relations Essay The role of the government on industrial relations is very important as it sets the legal framework that industrial relations operates in. Appropriate industrial relations legislation should recognize the requirements of both employers and employee’s. Both the employee and the employer want to profit from each other but are also reliant on each other. This means that the equal bargaining power of employers and workers must be recognized (Peetz, David. 2006).

Introduction Labor relations are a key area in enhancing efficiency in human resource management. This is especially with the realization that human resource forms the basis of organizational competitiveness. As such, labor relations entail recognizing and respecting legitimate interests of labor as well as those of the management. This is necessary in developing and maintaining relationships essential in enhancing organizational capabilities in adapting to the ever dynamic business environment (Holley, Jennings, & Wolters, 2012). Labor relations are characterized by collective bargaining.

Collective bargaining is the negotiation that takes place between employees and employers regarding rules in the workplace, working hours, work conditions, and wages. It provides a positive view for workers to maintain that shows they have power over the above-mentioned items. Commonly, collective bargaining is accomplished by a union, which provides, for the employer, an efficient way of responding and communicating with the workers. This is accomplished through a representative, or spokesperson, employed by the union on behalf of the member employees. Not all collective bargaining is seen as good, it all depends on the parties negotiating with each other.

Lewis, Thornhill et al (as cited in Spooner & Haidar, 2006) defined ER as a social, political, legal, economic and psychological relationship where employees are willing to work accordingly to their employer’s interest and dedicate their time to the workplace in return for a financial and non-financial reward. Young (1963) stated that management has the right to decide all the policies, rules and the method of operating the workplace but if unions are operating, the authority has to be shared partially between the unions and management. According to BWC, the three analytical frameworks have different view on ER. A pluralist thinks the possibility of conflict is critical in ER but it can be managed by proper rules and regulations. ER is essentially supportive in the view of a unitarist, it only get interrupted by occasions and unlawful conflict.

In order for a company to stay externally competitive, it needs to have a diverse work force and offer divers forms of pay. Organizations will develop different strategic compensation policies based on their operation and other important variables. A well-structured compensation system could have a major impact on employee’s behavior, performance and effectiveness in that company. Most compensation systems reflect the value of the company and how the company treats their employees. Employees look at the pay system of any company and they get a general idea about the company.

There is thus an implied willingness from each side to not only listen, but also to find common ground. Godfrey et al. (2014) refer to collective bargaining as a confrontational process that involves negotiation between conflicting parties in order to find a mutually acceptable agreement. The LRA acknowledges trade unions and employers’ organisations as representatives of employers and employees by providing them with specific organisational rights as well as methods to create forums in which bargaining can take place (Grogan 2015). Trade unions and management therefore use collective bargaining as a dispute-resolution measure to settle grievances, preserve employee rights, negotiate wages and conditions of employment including benefits, as well as ensuring job safety and safe working conditions (Kadian-Baumeyer, 2015).

Labor Relations and Unionization Labor relations have emerged as an important element in the work environment since they help determine labor practices. Regardless of the industry or market where they operate, organizations are required to have policies that contribute to fair treatment of employees as part of ensuring effective labor relations. While organizations and employers understand the significance of effective labor relations, some of them do not ensure suitable labor policies and practices for employees, which results in significant challenges. This tendency has contributed to the emergence of labor unions that adopt various measures and approaches towards promoting effective labor practices and relations in the work environment. The unions utilize the various measures including collective bargaining based on the provisions of The National Labor Relations Act.

Discuss the pros and cons of Collective Bargaining and explain their significance for improvements in labour productivity. “Collective bargaining can be defined as a process whereby trade unions, representing workers, and employers through their representatives, treat and negotiate with a view to the conclusion of a collective agreement or renewal thereof.” (Morris L. 2002). Collective bargaining may also include the process of resolving minor or major conflicts between labor and management or their agents. Therefore it essentially can be seen as a mutually recognized system of industrial jurisprudence creation. Collective Bargaining can act as an introduction to civil rights in the respective industry, but that can only happen if management is conducted by rules and regulations an not by arbitrary decision making processes.

Unnecessary conflict may be prevented through employee involvement and treating employees in a fair manner. Ethical employment practices, involving employees in decisions, and treating employees as valued organizational members all work towards a positive employer-employee relationship. Unfortunately, however, it sometimes becomes necessary for an outside party to help employers and employees resolve differences through processes such as mediation or arbitration. Taken together, positive engagement strategies and constructive resolution of differences help to develop relationships which support organizational performance and success. Concepts of Employee Rights and Responsibilities Legal considerations play an important role in how employers and employees interact in the workplace.