5. It facilitates the rapid implementation of collective bargaining decisions: 3. Unions should become stronger and more accountable in order to comply with the collective agreement. To this end, it is essential to establish internal leadership and free trade unions from political control. The idea of a business union should be popularized. Walton and Mekersie (1965) characterized four types of possible bargaining activities: (viii) Collective bargaining may impose certain restrictions on the employer in order to make all these institutions available to workers to whom they are legally entitled. The agreement must be duly ratified under the legislation. According to Section 18 (1) of the Industrial Disputes Act of 1947, “an agreement only engages the contracting parties.” This means that any collective agreement does not automatically apply to all workers in an organization. The agreement becomes official as soon as it has been approved, ratified and signed by representatives of the workers and management of the company. However, in some cases, the union believes that management`s arguments are not credible.
Thus, the degree of trust and credibility between management and the union influences the extent of the negotiations conceded. The growth of trade unions has developed the instrument of collective bargaining. Collectively, we believe that joint action by trade unions by their representatives and negotiating partners will lead to negotiations and negotiations leading to the resolution of their demands and dysfunctions. It is an instrument that allows workers` unions to resolve their disputes and disputes through negotiations between two parties without the assistance of an outside agency or arbitration procedure. It is a step towards pure industrial democracy. Success depends on the strength of the union. All types of disputes, disputes and complaints are resolved at the negotiating table instead of direct action. Collective bargaining develops a better understanding between the employer and the workers: the agreement thus prepared is then passed on to the workers and management for ratification and approval. Representatives of both parties may not be entitled to comment on certain issues raised by collective bargaining and included in the agreement.
These must be ratified by both parties. The collective bargaining process is flexible and provides room for compromise for a “mutual gift” before the final agreement is reached. Bakke and Kerr note: “Basically, successful pricing is a phase-out exercise without withdrawing. Social partners ask for more or offer less than they think or end up accepting. The importance of collective bargaining is as it is: the objective of this type of negotiation is to give back to the administration some of what it has gained in previous negotiations. This is done by work leaders, who recognize that workers need to help employers reduce their operating costs. This will prevent layoffs and plant closures. The term “collective bargaining” was born in the writings of “Sydney and Beatrice Webb,” the famous historian of the British labour movement, in the late 19th century. In India, the first collective agreement was concluded in 1920 using the example of Mahatma Gandhi to settle relations between a group of employers and their workers in the textile industry in Ahmedabad. Collective bargaining took root in our country in the 1950s, when the Indian aluminum company and the Tata Iron and Steel Company entered into a voluntary bilateral collective agreement with their unions.
Collective bargaining has sufficient flexibility, as no party can afford to be rigid and rigid in such situations.