Impact Of Collective Bargaining Of Employees –A Study

Abstract

Alternative methods of industrial conflict resolution, such as collective bargaining (CB), conciliation, mediation, arbitration, worker engagement in management, pay forums, and so forth, are available to help escape the maze of litigation. Because both sides themselves get down collectively and resolve their issues in a respectful and friendly manner, collective bargaining is regarded as the most practical strategy out of all of them. Job security, employee controls, overtime, poor pay, non-payment of bonuses and incentive allowances, hours worked and overtime, and unfavourable working conditions were the main causes of disagreements. Unexpected employer actions have resulted from an obstacle to the managerial prerogative. As a deciding factor for the selected employees/respondents, collective bargaining as an industrial dispute resolution approach has been studied; the employees' responses reveal the same fervour when compared to age, sex, education, and employment pay. The results indicate that the collective bargaining approach has a high to very high influence on settling labour disputes in all of the firms that were selected for the study. Variance does occur, but it is negligible and micro marginal, indicating that it has a major impact on all of the organisations selected to investigate the collective bargaining process.