Professional Documents
Culture Documents
ILO has defined collective bargaining as, negotiation about working conditions and terms of
employm ent between an employer and a group of employees or one or more employee,
organization with a view to reaching an agreement wherein the terms serve as a code of
defining the rights and obligations of each party in their employment/ industrial relations with
one another.
Collective bargaining involves discussions and negotiations between two groups as to the terms
and conditions of employment. It is called ‘collective’ because both the employer and the
employee act as a group rather than as individuals. It is known as ‘bargaining’ because the
method of reaching an agreement involves proposals and counter proposals, offers and counter
offers and other negotiations.
• not only involves the bargaining agreement, but also involves the implementation of
such an agreement.
• is a flexible approach, as the parties involved have to adopt a flexible attitude towards
negotiations.
Theories
A number of theories – from the fields of industrial relations,
economics, political science, history and sociology– have attempted to
define and explain collective bargaining.
Collective bargaining consists of a type of negotiation between organized workers or
employees and their employer or employers - usually to determine wages, hours, rules,
and working conditions.
Sectoral bargaining, which aims at the standardization of the terms of employment in one
industry, includes a range of
bargaining patterns. Bargaining may be either broadly or narrowly defined in terms of the
industrial activities covered and may be either split up according to territorial subunits or
conducted nationally.
The third bargaining level involves the company and/or establishment. As a supplementary type
of bargaining, it emphasizes the point that bargaining levels need not be mutually exclusive.
A) 2. Trade union
trade union (British English) or labor
union is an organization of workers who have
(American English)
Over the last three hundred years, many trade unions have developed
into a number of forms, influenced by differing political abjectives and
activities of trade unions vary, but may include:
[edit] History
The origins of unions' existence can be traced from the eighteenth
century, where the rapid expansion of industrial society drew women,
children, rural workers, and immigrants to the work force in numbers
and in new roles. This pool of unskilled and semi-skilled labor
spontaneously organized in fits and starts throughout its beginnings,[2]
and would later be an important arena for the development of trade
unions. Trade unions as such were endorsed by the Catholic Church
towards the end of the 19th Century. Pope Leo XIII in his 'Magna Carta':
Rerum Novarum, spoke against the atrocities workers faced and
demanded that workers should be granted certain rights and safety
regulations. [3]
Criticism
Main article: Opposition to trade unions
Trade unions have been accused of benefiting insider workers, those
having secure jobs, at the cost of outsider workers, consumers of the
goods or services produced, and the shareholders of the unionized
business. Those who are likely to be disadvantaged most from
unionization are the unemployed, those at risk of unemployment, or
workers who are unable to get the job they want in a particular line of
work.[30]
. The finding was that in the event of the union offering assistance to
the plaintiff it would be in violation of the union’s duty to protect the
tenure of the accused member and the judgment still sets the
precedent for cases of this kind that union members who make
complaints to the employer of racist or sexist harassment against
member(s) of the same union cannot obtain union advice or
assistance; this applies irrespective of the merit of the complaint.[33]
1. The rural workers, who constitute about 60 per cent of the workforce.
3. The urban informal sector (which includes the growing software industry and other services,
not included in the formal sector) which constitutes the rest 32 per cent of the workforce.
2. Weighted checklist
The Rating Scale is a form on which the manager simply checks off the
employee’s level of performance.
This is the oldest and most widely method used for performance
appraisal.
5. Essay Evaluation
are performance
appraisals still
beneficial and
appropriate?
.
The performance appraisal methods may be classified into three categories, as shown in
Figure below.