COLLECTIVE BARGAINING INTRODUCTION: An individual is free to bargain for himself and safeguard his own interest.

The phrase collective bargaining consists of two words collective which implies-group action through its representative and bargaining which suggests negotiation. The phrase, therefore, implies collective negotiations of a contract between managements representatives on one side and those of the workers on the other. This collective bargaining is that arrangement whereby the wages and conditions of the employment of workmen are settled through a bargain between the employer and the workmen collectively, whether represented through their union or by some of them on behalf of all of them. DEFINITION: According to Marquis and Huston, 2006 Collective Bargaining may be defined as activities occurring between organized labor and management that concern employee relations .Such activities include negotiation of formal legal agreements and day to day interactions between unions and management. MEANING: Collective bargaining is a procedure by which the terms and conditions of employment of workers are regulated by agreements between their bargaining agents and the employers. PURPOSE:

The main purpose of collective bargaining is the settlement of industrial disputes or

conflicts relating to wages. It harmonizes labor relations. It promotes industrial enterprise peace by creating equality of bargaining power between the labor and the management. It improves working conditions. It prevents workers from getting into unfair treatment. HISTORICAL: Nurses in the early 1900s were frustrated by their working conditions. Receiving little support from the established nursing organizations, a few thousand joined trade unions for assistance. In the 1940s nurses in California, Ohio, and Pennsylvania were assisted in the workplaces by the American nurses association. One well known independent union is the committee for the recognition of Nursing Achievement at Stanford University in Palo Alto, California formed in 1964; this union has had a successful history of working closely with nursing administration to

advance nursing standards and nurse recognition. In the United States, the fraction of all workers represented by a labour organization is declining. UNIONS Meaning: A union or labor organization is any organization in which employees participate for the purpose of dealing with their employer about grievances, labour disagreements,wages,hours of work, and conditions of employment. Objectives of unions

Wages: employees and their union can be expected to ask for wages which are
comparable to those in similar jobs in the local market. Promotions: unions will insist that length of service be a factor in promotions. Layoffs: the union will insist that seniority play a part in regulating layoffs; qualifications being equal, the junior service employees will be paid off first. Discipline: employees will be disciplined for just cause; this is standard in all labor agreements. Grievances procedures: the union will insist that a grievance procedure be established whereby management decisions will be reviewable by representatives of management and the union; if there is still disagreements, the dispute will be referred to arbitration. Fringe benefits: pensions, vacations and holidays, social insurance, and general welfare programs will be part of the negotiations, with an attempt to make them comparable to the trend in our society. Unions in India Nurses unions or their collective bargaining power is the most vital and indirect determinant of working conditions. Strong union and its bargaining strength determine the conditions and facilities of work. At present three unions of nurses are working at the central level. 1. All India Government Nurses Federation (AIGNF) 2. Trained Nurses Union (TNU) and 3. Trained Nurses Association of India (TNAI) Besides, there are two state level unions, namely, 1. Orissa Nursing Employees Association (ONEA), 2. Trained Nurses Association of India, Orissa branch.

ADVANTAGES AND DISADVANTAGES OF COLLECTIVE BARGAINING Sl.no Advantages 1. Equalization of power between administrators and staff associates can be obtained. Grievance reporting procedures become possible Staffing for systematic and equitable distribution of work can be established. Professionalism can be promoted. Nurses gain control of practice. Disadvantages Adversary relationship may develop between administration and staff associates. Strikes may not be prevented. Unions can interfere with the management of the organization. Unionization is considered unprofessional by many nurses. Leadership for unions may be difficult to obtain because many professional nurses have little experience in positions of authority.

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CONCLUSION The nursing staff and managers are the ones responsible for the problem. The lack of leadership skills is one major factor. In order to solve this problem, focus should be given to the nursing leaders and managers. Leadership training programs should be offered and nursing managers and leaders should be required to attend. These managers and leaders in turn should perform their responsibilities of teaching and guiding the rest of the staff in promoting a healthy work environment.

Nursing profession is the largest force in health care system holding the central role as health care providers. Peoples health depends on competent and highly educated nurses. Nursing profession needs dynamic, visionary, educated and committed leaders who can protect nurses. Effective nursing leaders also ensure the quality nursing education for safe nursing practice. In addition they advocate for the public and the professionals rights. Effective nursing

leadership supports the collaborative, innovative and evidence based work environment that helps nurses to feel respected and valued in their positions.

BIBLIOGRAPHY 1. Ann.J.Zwemier, Professional Adjustments and Ethics for Nurses in India, Page no: 232-254. 2. Zerwekh C Laborn, Nursing Today,Transition and Trends, Lippincott Publishers, Page no: 262-267,401-424. 3. Patricia, Leadership and Management, Elsevier Publishers, Page no: 475-476,80,183,376. 4. Lancastar, Nursing issues in leading and managing change, Page no: 305-312. 5. Professional Nursing,Concepts and Challenges, Fifth edition,