Test Your Collective Bargaining Knowledge

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.

Description

Are you familiar with the intricacies of collective bargaining? Test your knowledge with this quiz! From the different subprocesses to the triangle of pressures, this quiz will challenge you to recall the key concepts and factors that affect negotiation demands. Explore the step-by-step bargaining process and learn about the differences between distributive and integrative bargaining. Additionally, discover the importance of attitudinal structuring in building positive collective bargaining relationships. Whether you're studying labor relations or just interested in the topic, this quiz will