A form of collective bargaining leading to a productivity agreement in which management offers a pay raise in exchange for alterations to employee working practices designed to increase productivity
Productivity bargaining has been described as "an agreement in which advantages of one kind or another, such as higher wages or increased leisure, are given to workers in return for agreement on their part to accept changes in working practices or in methods or in organization of work which will lead to more efficient working. The changes in the interests of efficiency are seen as an integral part of the bargaining and as necessary contribution to meeting the cost of advantages conceded to the workers."
The prime purpose of productivity bargaining is to raise labour productivity and lower unit labour costs, and this is achieved by the exchange of alternations in working practices for increased leisure, higher remuneration for labour, more comprehensive fringe benefits, and general increase in the status of manual employees. Moreover, it is an exercise in problem solving and creating new gains, rather than just power bargaining over shares.
Productivity bargaining is a complex process. It involves lengthy, detailed negotiations about the implementation of a variety of management techniques such as work study and job evaluation. The content of negotiations is more or less comprehensive in the sense that it includes not only bargaining over earnings but bargaining over other related matters such as reductions in hours, introduction or extension of shift working, manning of machines, demarcation lines, the introduction of new payment system, and re-allocation of job control. In addition, the coverage of productivity bargaining is more or less comprehensive in that generally speaking it will aply to all employees in an enterprise. Productivity bargaining generally occurs at the level of the enterprise or company.
Central issues of productivity bargaining
Paul T. Hartman has written: 'Collective bargaining and productivity' -- subject(s): Productivity bargaining
Leonora Stettner has written: 'Productivity bargaining and industrial change' -- subject(s): Productivity bargaining, Wages and labor productivity 'Co-operation today' -- subject(s): Cooperative societies
There are a number of characteristics of productivity bargaining. Some of them include bilateral negotiations, participation of workers and the management with each arguing their case and so much more.
P J. Farrer has written: 'Productivity bargaining'
R.G.Searle- Barnes has written: 'Pay and Productivity Bargaining'
Christopher Dolan has written: 'The development of productivity bargaining 1960-1978'
William F Maloney has written: 'Productivity bargaining' -- subject(s): Building, Estimates, Construction industry, Construction contracts
distributive bargaining and intergrative bargaining
Brian Towers has written: 'The Representation Gap' -- subject(s): Industrial relations, Labor unions, Cross-cultural studies 'British incomes policy' -- subject(s): Economic policy, Wage-price policy 'A Handbook of Industrial Relations Practice' 'Bargaining for change' -- subject(s): Wages and labor productivity, Collective bargaining 'Choosing bargaining levels'
1)integrative bargaining 2)distributive bargaining
The types of bargaining in collective bargaining include distributive, cooperative, and productive. Each plays a key role in determining the specific terms and results of the bargaining process.
CBA stands for Collective Bargaining Agent. Each bargaining agent also has rules about how they negotiate on behalf of their members: How the member input is gathered, How decisions are made about bargaining proposals, Who does the bargaining.
prerequisites of collective bargaining
regulations agreed between the parties to collective bargaining, defining the bargaining units, bargaining scope, procedures for collective bargaining, and the facilities to be provided to trade union representatives -tim olawale
define collective bargaining. compare distributive and integrative bargaining. what major fuctions does this process perform in organizations.
Bert Ramelson has written: 'Productivity agreements' -- subject(s): Productivity bargaining, Wages and labor productivity 'Debate on Workers' Control' 'The Social Contract, cure-all or con-trick?' -- subject(s): Communism 'Donovan exposed' -- subject(s): Great Britain, Great Britain. Royal Commission on Trade Unions 'Bury the social contract' -- subject(s): Economic policy
FACTORS AFFECTING PRODUCTIVITY 1. Capital/labour ratio: It is a measure of whether enough investment is being made in plant, machinery, and tools to make effective use of labour hours. 2. Scarcity of some resources: Resources such as energy, water and number of metals will create productivity problems. 3. Work-force changes: Change in work-force affect productivity to a larger extent, because of the labour turnover. 4. Innovations and technology: This is the major cause of increasing productivity. 5. Regulatory effects: These impose substantial constraints on some firms, which lead to change in productivity. 6. Bargaining power: Bargaining power of organized labour to command wage increases excess of output increases has had a detrimental effect on productivity. 7. Managerial factors: Managerial factors are the ways an organization benefits from the unique planning and managerial skills of its manager. 8. Quality of work life: It is a term that describes the organizational culture, and the extent to which it motivates and satisfies employees.
No, employers can not ban collective bargaining. Collective bargaining is protected by the NLRA (National Labor Relations Act).
By what methods are collective bargaining agreements enforced?
From what does collective bargaining protect employees
Depends on the situation.Negotiation is something that you can do on your own, Collective Bargaining is something you can only do as a group. However, Collective Bargaining is a negotiation.
It's difficult for employers to replace their entire work force.