Professional Documents
Culture Documents
MOD003223
Week 6
Industrial Democracy, negotiation
and collective bargaining.
Session outline
See, e.g.: Edwards, 2003; Blyton & Turnbull, 2004; Gennard & Judge, 2011
Contextualising the
industrial democracy debate
Immediate post-war political consensus in support for Industrial democracy in
terms of participation of various types.
The 1970s and sharp debate over levels of participation - the Bullock Report
(1977).
11
Dundon and Rollinson, 2011
Categories of Negotiation
Issues of individual
concern
Between individual
members of
Grievance-handling
management
Common elements
of negotiation
Group problem-
Bargaining solving
Issues of collective
concern
Gennard and Judge, 2005 in Rose, 2008
The process of negotiation
Stage 1: preparation
preliminary meetings and skirmishing
tacit communication
shaping & establishing attitudes, aspirations & positions & objectives
establish bargaining range
Stage 2: face-to-face negotiation
opening moves and developing your case
seeking agreement
concluding negotiations
failure and considering alternative resolution procedures
Stage 3 post-negotiation
clarify minor details
implementing the agreement
The Six Stages of Negotiation
Part 1
Stages of Negotiation Examples of processes during each
negotiation stage
1. Preparation Identify objectives and issues that cannot be
compromised
Gather all necessary facts and information
Anticipate possible problems
Assign roles for key negotiators.
Integrative Bargaining
Negotiation that seeks one or more settlements that can
create a win-win solution.
Distributive V. Integrative
Bargaining
Bargaining Distributive Integrative
Characteris
tics
Available resources Fixed amount of Variable amount of
resources to be divided resources for mutual
interests
Primary motivations Win loose (I win you
loose I win, you win (win
win)
Primary interests Opposite mutually
irreconcilable
Convergence/congrue
nce of interests
Focus of relationship Short-tem
Long-term
Essentially, Collective bargaining
It is essentially a representative process
It is not a substitute for the individual employment contract
However, it is only one method of decision-making amongst
several which include the following:
Unilateral employer regulation
Individual bargaining
Joint consultation
Unilateral employee regulation.
70% of all employees in all establishments, unionised and non-
unionised, were covered by collective bargaining arrangements
in 1984, but this fell to 54% in 1990, 38% in 1998 and 35% in
2004.
Structural features of
collective bargaining