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What criteria does the NLRB consider when determining employees has substantial mutuality of interest?
Community of interest, history of bargaining, desire of employees, prior unionization, relationship of the unit to the organizational structure, and public interest (labor relations and collective bargaining privet and public sectors 10th edition published by pierson copyright 2013 )
What has the author Brenda L Kennedy written?
Brenda L. Kennedy has written: 'Interest-based collective bargaining'
What are three basic approaches to negotiations?
Three basic approaches to negotiations are positional bargaining, interest-based bargaining, and integrative negotiation. Positional bargaining involves each party taking a position and negotiating from that stance, often leading to a win-lose outcome. Interest-based bargaining focuses on understanding the underlying interests of both parties to find mutually beneficial solutions. Integrative negotiation aims to create value by collaborating to achieve a win-win outcome, emphasizing cooperation and joint problem-solving.
Difference between distributive and integrative bargaining?
Distributive bargaining is a competitive approach in which two parties divide a fixed pool of resources each trying to maximize its share of the distribution. unequal bargaining power might leading to distributive bargaining, because the party with the most power have little incentives to give up its incentives. integrative bargaining is defined as negotiating process which parties involves strive to integrate their interest as effectively as possible in the final agreement.
Types of collective 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.
What is the interest based approach to collective bargaining?
The interest-based approach to collective bargaining focuses on collaboration and mutual problem-solving rather than confrontation. Parties identify their underlying interests and needs, aiming to find solutions that satisfy both sides rather than sticking rigidly to initial positions. This method fosters open communication, encourages creativity in developing options, and seeks win-win outcomes, ultimately enhancing relationships between employers and employees. It contrasts with more traditional adversarial bargaining, which often prioritizes positional bargaining and can lead to conflict.
What has the author Charles M Rehmus written?
Charles M. Rehmus has written: 'Fact-finding and the public interest' -- subject(s): Collective bargaining
Why is collective bargaining successful?
prerequisites of collective bargaining
What are procedural agreement and substantive agreement 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
Collective bargaining increases the bargaining power of workers how?
The city.
What has the author Sandra Christensen written?
Sandra Christensen has written: 'Unions and the public interest' -- subject(s): Collective bargaining, Government employee unions, Government employees
Central issues of productivity bargaining?
Central issues of productivity bargaining
