What are needed for Collective Bargaining to be successful?

[luttu]

What are the essentials needed for successful Collective Bargaining?

[nbm]

(1) Mutual Recognition- ln the first place, recognition of union by management importance. A trade union should be recognised. Collective bargaining cannot begin until union is recognised and regarded as an integral part of industrial relations. Similarly union should not pursue the militant aggressive strategy. Since collective bargaining is a two way process it is necessary for both to shed their suspicion for each other and recognise each other in good faith.
(2) Mutual accommodation—Heart of collective bargaining is the process for continuous joint consideration and adjustment of plant problems. There has to be a greater emphasis on mutual accommodation rather than conflict. The approach must be of mutual "give and take" rather "take it or leave it."
(3) Single strong union—A strong and stable union is an essential for the success of collective bargaining. The employers can easily ignore a weak union on the plea that it hardly represents the workers. Further, rivalry among unions also thwarts the development of collective bargaining. Rival unions make it more difficult to introduce collective bargaining.
(4) Efficient and permanent bargaining machinery—The bargaining machinery must be efficient and permanent. No ad-hoc arrangements are satisfactory because bargaining is a continuing process. An agreement is merely a frame work for every day working relationships, the main bargain is carried on daily and for this, there is a need to have permanent machinery. As for machinery being efficient, it has three aspects (a) availability of full information, (b) selection of proper representatives; and © recognition of natural temperament of each other.
(3) Bargainers must have authority—The procedures must be developed to assure that negotiators are known to have authority to bind their constituents. If bargaining representatives have to refer constantly back to their respective organisations, it makes bargaining process most ridiculous and ineffective, because parties know by experience that bargaining team is only a showpiece and not the real authority. The technical character of contemporary bargaining requires that negotiations be conducted by top union leaders and top management in most cases.
(6) Political climate—Finally if collective bargaining has to be fully effective, a favourable political climate must exist. The particular government must be convinced of bargaining's positive contribution. If encouraging attitude of government exists, it does everything to facilitate bargaining process such as providing facility for starting unions, giving them recognition and providing machinery for the settlement of disputes, mediation and conciliation. However, the role of state has to be minimum because collective bargaining is primarily two way process more concerned with micro aspects.
Thus, the process of collective bargaining must for its success, be supported by a multiplicity of factors such as mutual recognition, proper devotion of time and energy in the preparation for the bargaining process, availability of factual information, willingness to assume responsibilities inherent in bargaining- process, a strong and stable union without separatist tendencies of unions. And finally, agreements must be observed by those to whom it applies. In sum, therefore, collective bargaining depends only on mutual cooperation, preparedness and whole hearted devotion in good faith by both the parties.