Collective bargaining refers to the discussion and negotiations that are aimed at reaching a
consensus in the case where a given company conflicts with its employees. It is important for
ensuring that the tasks in the companies are well taken care of accordingly for the benefit the
employees, the organization as well as the society in general. The three propositions that are
the most important in a unionized workforce include wage determination and agreement
especially in the cases where the employees are not satisfied with the payment that has been
provided, job or income security in the case where the employees are in doubt about the
longevity of their jobs and functions rights and responsibilities aimed at making sure that the
employees are well remunerated for the tasks that they perform in the workplace. The union
will, therefore, include the three important provisions in the collective bargain as a way of
making sure that the needs of the employees are met in the workplace.
Human resource strategies and practices related to union avoidance
The HR strategies and practices that are related to union avoidance may either be internal or
external. Internal HR strategies that are related to union avoidance include a change in
beliefs, the actions and the perceptions that the employees hold in the workplace and that may
be done through persuasion or by using manipulation or force. The internal strategies are
short term. On the other hand, the external tactics of union avoidance are aimed at restricting
the forces that are in support of the unions, and they include rigging ballot boxes, issuance of
bribes as well as manipulating compensation. Most of the external tactics of union avoidance
Why employees join unions
There are several reasons why employees join unions which include having a group to help
them fight for their rights such as receiving better benefits, getting higher wages and having
representation that will ensure that their grievances are heard and acted upon.
Distributive bargaining and integrative bargaining
Distributive bargaining is a case where the winner gets a certain benefit at the expense of the
other. A pie is used as an illustration of distributive bargaining. A pie is a limited resource,
meaning that if one party gets more of the pie, the other party will be at a disadvantage
because he or she will get a smaller portion of the same. Integrative bargaining, on the other
hand, is the case where both parties agree to achieve a win-win solution to their dispute. In
the integrative bargaining, all the parties gain from the engagement; hence, it is
recommended in most cases.
Conditions under which management is willing to take a strike
The management may be willing to take a strike when they are convinced that the needs of
the employees including the managers, are not met in the organization or business. They may,
therefore, take a strike as a way of making sure that the needs of the employees are met
accordingly for the benefit of the employees.
Alternatives to strikes
Alternatives to strikes include holding a dialogue that is aimed at finding the solutions to the
problems that the people are facing in society. The other alternative is making sure that there
are various avenues that enable the employees to air their grievances so that the company will
be aware of the challenges that are faced by the employees in the workplace as well as the
issues that make them not to be comfortable in the workplace.
How labor relations in the public sector differ from labor relations in the private sector
There are several differences between labor relations in the public sector and the labor
relations in the private sector. For instance, most of the employees in the public sector belong
to unions compared to those in the private sector. The public employers may not make the
employees make statements that will be used against them during prosecution whereas a good
number of the private employers may make the employers make statements that may be used
against them during prosecution.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., &amp; Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill Education.