The Extent and Location of Collective and Individual Bargaining in Britain and USA

A union is an organization of workers who join together in order to have a voice in improving their jobs and the quality of work within the organization. In many occasions, unions help employees of an organization negotiate pay, benefits, flexible hours and other work conditions that may arise. Unions have a role because some degree of conflict is inevitable between workers and management (Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an organization.

“negotiation about working conditions and terms and conditions of employment between an employer, a group of employers or one or more employer’s organisations, on the one hand, and one or more representative worker’s organisations on the other, with a view to reaching an agreement” (Farnham and Pimlott 1995).

Collective bargaining, as its name implies, is achieved when two or more parties come together to make a decision about something. Specifically, it is achieved when employers and a group of employees work together to decide important terms and conditions regarding employment. These terms and conditions include compensation as well as rights and responsibilities of employees, employers, and unions. They can also include guidelines for resolving problems such as grievances and disputes (Budd, 2010, p. 13).

The government used monetary policy over demand management, and concentrated on the control of the rate of interest in an attempt to stop low levels of unemployment causing inflation. The government decided to use collective bargaining as a means of setting rates of pay for the first time, the government no longer required Trade Unionists as negotiators of pay, because private negotiating bodies were now used. It was now assumed that in the present economic climate, in accordance with interest rates and government objectives that the price which was set would be reasonable, and if not then the government assumed that the employers knew better, this being one indication of Mrs Thatchers non-tolerance towards Trade Unions, also shown by Mrs Thatcher passing control of pay structures to private bodies and employers. This attitude is very different to the present day ‘New’ Labour government, who sees government interaction in the wage structure as being very important. For example, the introduction of the National Minimum Wage.

Initially, the intent of labor unions was for employed workers to meet together and collectively agree on fundamental workplace objectives and goals. The rise of the union came about after the Civil War, in the United States- responding to the industrial economy boom. Following the war, labor unions finally reached public popularity within the 1930-1950’s, and then again began to slowly decrease, through the 1960’s and on to today’s times. Although, the popularity of labor unions has decreased, its importance remains to be evident with politics, journalism, auto, and the public education industries.

Collective bargaining was a result of a Keokuk, Iowa teacher strike in 1970. The salary of the teachers was the main reason the KEA and school board was vigorously divided. When a deadlock was reached between the two groups a mediator came in to help. The school board shot down what the mediator came up with for a solution. According to Daily Gate City, “When the school board adopted a salary schedule April 17 that was $21,000 (or $107 per teacher) less of a package than what was recommended by the mediator, the teachers, with community support went on strike”(Daily Gate City). The Keokuk Education Association ended up in court due to the teachers protesting and state public employees were not allowed to go on strike. They refused to stop the

Employers initially resisted unions as they were seen as a ‘tool of worker power’, and some countries even banned the groups all together (Baoill 2011). Although these restraints have been lifted, restrictions and guidelines have been put in place by government bodies to govern union activity; and employees internationally have the right to form unions (Baoill 2011).

During 2011 employer associations in Australia conducted an active lobbying campaign to introduce legislative changes with respect to industrial relations. Predominantly they were seeking to diminish the power of collective bargaining and increase managerial control under the

From this perspective, trade union is perceived not necessary and the role of it is creating conflict, and it is seen an unwelcome intrusion into the organization from outside competing with management for the loyalty of employees (Rose, 2004). Trade unions exist either as the result of wickedness or perverseness of individual employees, or because of a failure of management to anticipate and incorporate worker needs and concerns (Bray, Deery, Walsh and Waring, 2005).

Individuals have been at work for thousands and thousands of years. Over the last century there have been many changes in the United States that protects workers in their positions and the duties they perform. There has been many changes for employers as well that protects companies and organization and offers beneficial information to keep them in compliance with changes and away from any from and form of discrimination. Over the last century there has been the organization of Unions (Bargaining Unit) in which are to protect workers in their positions, give them fair marketable pay and be the liaison between the employer and employee. Union organizations represent employees and negotiate contracts that

Between the departure of the previous Labour government in 1979 and the return of New Labour in 1997 it had been disastrous for organised labour. The proportion of employees in trade union membership decreased from 56 to 31 per cent

Collective bargaining is a process of negotiations between employers and a group of employees aimed at reaching agreements that regulate working conditions. The interests of the employees are commonly

A union is an organization of workers who join together in order to have a voice in improving their jobs and the quality of work within the organization. In many occasions, unions help employees of an organization negotiate pay, benefits, flexible hours and other work conditions that may arise. Unions have a role because some degree of conflict is inevitable between workers and management (Noe, 2003). In this paper, I will be discussing the impact of unions and labor relations within an organization.

Throughout the twentieth century collective bargaining was the most significant means of regularity relationships in UK between employers and employees via trade union. In continental Europe there is more emphasis on

Collective bargaining is the process by which conditions of employment are negotiated between management, and the labor organization representing employees in the bargaining unit. However, “collective bargaining refers to a situation in which union members and officials meet with an intent to resolve any issues or conflicts, in an attempt to maintain relationships” (Holley, Jennings, & Wolters, 2012, p. 243). The collective bargaining process relies on four aspects: recognition of the meeting, meeting with appropriate parties, bargaining in good faith, and incorporating the reached agreement (Adam, 1997). Nevertheless, collective bargaining activities are governed by the National Labor Relations Act (NLRA). The NLRA requires bargaining