Podcast
Questions and Answers
What is the main purpose of collective bargaining?
What is the main purpose of collective bargaining?
- To establish individual negotiations
- To determine employment terms and conditions (correct)
- To limit the number of parties involved in decision-making
- To promote conflict between managers and employees
What assumption does collective bargaining make about the relationship between managers and employees?
What assumption does collective bargaining make about the relationship between managers and employees?
- They have a conflict of interest (correct)
- They have no interest in each other's success
- They have an equal share of power in decision-making
- They have a mutual interest in the success of the company
Why is collective bargaining considered complex?
Why is collective bargaining considered complex?
- Because it does not involve a continuing relationship
- Because it only involves two parties
- Because it involves multiple parties with different interests and pressures (correct)
- Because it is a one-time decision-making process
What are the differences between individual and collective negotiations?
What are the differences between individual and collective negotiations?
Which of the following is NOT one of the subprocesses of collective bargaining?
Which of the following is NOT one of the subprocesses of collective bargaining?
What are the three parties involved in the triangle of pressures in collective bargaining?
What are the three parties involved in the triangle of pressures in collective bargaining?
What factors can affect negotiation demands in collective bargaining?
What factors can affect negotiation demands in collective bargaining?
What is the step-by-step process of collective bargaining?
What is the step-by-step process of collective bargaining?
What is the difference between distributive bargaining and integrative bargaining?
What is the difference between distributive bargaining and integrative bargaining?
What are the two outcomes of collective bargaining?
What are the two outcomes of collective bargaining?
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Study Notes
- Collective bargaining is a multilateral decision-making process between management and labor teams to determine employment terms and conditions.
- It assumes a conflict of interest between managers and those they manage.
- Collective bargaining is complex because of multiple parties, different interests and pressures, and a continuing relationship.
- There are differences between individual and collective negotiations.
- There are four subprocesses of collective bargaining: distributive bargaining, integrative bargaining, intra-team bargaining, and attitudinal structuring.
- The triangle of pressures includes the firm, the union, and union members/employees.
- Factors affecting negotiation demands include experience with collective agreements, grievances, arbitration decisions, input from union members, and economic forecasts.
- The step-by-step bargaining process includes preparation, obtaining mandates, serving notice to bargain, meeting, introducing teams and proposed changes, communicating priorities, and using caucus meetings.
- Distributive bargaining involves competitive negotiation over fixed resources, while integrative bargaining involves potential solutions that produce mutual gains.
- Attitudinal structuring involves building mutual respect and trust for an enduring and positive collective bargaining relationship.
- Direct talks require an overlap in bottom lines for a settlement to be possible.
- Negotiators should have an idea of the other side's bottom line.
- If there is a contract zone and good negotiating skills, a settlement is reached in direct talks.
- If there is no contract zone or parties lack negotiating skills, negotiations may reach an impasse.
- Parties may seek the services of a conciliator or mediator to bridge remaining gaps.
- After a settlement, it must go through ratification on both sides.
- Interest-Based Bargaining (IBB) focuses on issues, not personalities and a problem-solving approach.
- IBB involves a free exchange of information and an emphasis on interests, not positions.
- The two outcomes of collective bargaining are contractual and organizational results.
- Important duties include the duty to bargain in good faith and the duty of fair representation.
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