First of all, it should be noted that tariff practices are very different, ranging from an informal oral agreement to a very formal and detailed agreement. (iv) agreements reached after direct negotiations between the work and the management of the company, which are purely voluntary in nature. These depend on moral violence and goodwill and cooperation between the parties. Collective bargaining, as practiced in India, can be divided into three classes. First, the two-part agreement, developed through voluntary negotiations between management and the union. The second type is called comparison, while the third type of collective agreement is the agreement. Collective bargaining is negotiations between the parties and the willingness of both parties to frame labour relations. It is an essential element of economic democracy – a bipartisan process to reach a mutually agreed solution. Collective bargaining is a technique used by trade union and employer organizations to resolve their disputes with or without the help of a third party.
But the success of participatory management by the works council has proven its worth in manufacturing organizations. Their usefulness in guaranteeing the safety and quality of products in production companies has been recognized by the formation of a quality circle. It is the participation of workers at the strategic level or on the board of directors, where many organizations have burned their fingers and are trying again. “Collective bargaining occurs when a number of workers negotiate a bargaining unit with an employer or group of employers in order to reach an agreement on the terms of employment of workers.” – Richardson`s collective bargaining is based on the principle of industrial democracy, where the union represents workers in negotiations with the employer or employer. Industrial democracy is the government of labour with the agreement of the governed — the workers. The principle of arbitrary unilateralism has given way to that of self-management in industry. In fact, collective bargaining is not just a signing of a collective agreement that ends seniority, leave and wage increases by getting around the table. 2. The collective bargaining technique is an open debate in which both parties express their views in order to reach an amicable solution. Maintaining industrial harmony is possible at the highest level. If employees receive some of the decision-making power that drives an organization, then the effect of their powerlessness, that is, the frustration accumulated without their consent, is as different.
Participatory management as a management process includes decision-making, consultation and information exchange with workers` representatives at different levels. It is a process by which employee concerns could be incorporated into a strategic business plan. (i) Collective bargaining is a set of rules that sets out the conditions of employment, in which work and management must cooperate and cooperate. “Industrial peace is essential to the development of a business or industry; It is, of course, the parties themselves that are best able to achieve this. Labour law and the enforcement mechanisms put in place to implement them can only provide an appropriate framework in which workers and workers can function. Overall, the important aspect of collective bargaining was that the focus on productivity gains was much less important because of the pervasive mechanism of productivity negotiations.