...Bargaining Bargaining or haggling is a type of negotiation in which the buyer and seller of a good or service dispute the price which will be paid and the exact nature of the transaction that will take place, and eventually come to an agreement. Bargaining is an alternative pricing strategy to fixed prices. Optimally, if it costs the retailer nothing to engage and allow bargaining, he can divine the buyer's willingness to spend. It allows for capturing more consumer surplus as it allows price discrimination, a process whereby a seller can charge a higher price to one buyer who is more eager (by being richer or more desperate). Haggling has largely disappeared in parts of the world where the cost to haggle exceeds the gain to retailers for most common retail items. However, for expensive goods sold to uninformed buyers such as automobiles, bargaining can remain commonplace. Dickering refers to the same process, albeit with a slight negative (petty) connotation. Bargaining is also the name chosen for the 3rd stage of the Kübler-Ross model (commonly known as the stages of dying), even though it has nothing to do with price negotiations. Contents * 1 Contexts where bargaining is allowed * 1.1 Regional differences * 2 Theories * 2.1 Behavioral theory * 2.2 Game theory * 2.3 Bargaining and posted prices in retail markets * 2.4 Processual theory * 2.5 Integrative theory * 2.6 Narrative theory * 2.7 Automated bargaining ...
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...Transcript of Copy of Bargaining @ Magic Carpet Airlines: A Union's Perspective Back to the Bargaining Table Davida Jackson, Sandy Saburn, Renata Sims Dixie Lee - National Bargaining Representative (NBR) Ruth Boaz – LFA MEC president at Magic Carpet Air Peggy Hardy – LFA union president Marie Phillips – LFA union president Jody Rogers – LFA union president League of Flight Attendants (LFA) Negotiating Team Bill Orleans – director of labor relations Ross Irving – director of human resources Kristine Lamb – director of in-flight services Christian Andrew – executive vice president Willie Sanders – senior vice president of operations Tom Windham – chief executive officer (CEO) and president Company Negotiating Team Magic Carpet Airlines (MCA) -1961 History of Merger 1. Keeping union members informed of negotiation progress. 2. Getting union members involved. 3. Convincing the company that the union’s demands were serious. 4. Setting an issue only with the unanimous consent of the negotiating committee. Strategies of the Union The merger of the two airlines created a small “national” airline (define as a carrier with sales between $100 million & $1 billion) with sales of $140,265,000. River City Airlines (RCA) - 1969 January 1987, Magic Carpet Air purchased River City Airlines and merged two operations. In May 1988, Magic Carpet Air entered into a marketing agreement with a major national carrier and became a “feeder”airline for...
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...Collective Bargaining DeVry University HRM330/Labor Relations Professor TITLE PAGE Introduction…………………………………………………………………………………………………………… What is Collective Bargaining....................................................................................................................... History of Collective Bargaining…………………………………………………………………………………….. Importance of Collective Bargaining……………………………………………………………………………….. a. Importance to Employee b. Importance to Employer The Collective Bargaining 5 Step Process……………………………………………………………………….. a. Prepare b. Discuss c. Propose d. Bargain e. Settlement The Collective Bargaining Tactics………………………………………………………………………………… a. Intra-Organizational Bargaining b. Attitudinal Restructuring c. Integrative Bargaining d. Distributive Bargaining Issues of Collective Bargaining……………………………………………………………………………………. a. Wages b. Benefits c. Work Conditions Bargaining Deadlocks ……………………………………………………………………………………………… a. Strikes 1. Economic Strikes 2. Sympathetic Strikes 3. General Strikes 4. Wild Cat Strikes Conclusion …………………………………………………………………………………………………………….. Introduction Collective Bargaining has been used as a tool for improving working condition; increasing workers income and making sure the employees are being treated fairly. It is the process of negotiating between the employers and employee to reach an agreement that regulates working conditions and it...
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...stories. Collective bargaining is a responsibility of the labor unions in which the writer of this post is the most familiar. This topic was chosen as a result of academic curiosity and an interest in developing a better understanding of the role of labor unions and collective bargaining in other countries. Explanation of Collective Bargaining In the United States the idea of collective bargaining has changed as labor relations between employees and employers have evolved and improved. In the past the idea of collective bargaining was not widely understood and there were opposing opinions on how to define collective bargaining. Chamberlain (1944) identifies two of these definitions: 1) “the process of arriving at an agreement as to terms and conditions of employment between a single workman and his employer, where the workman is represented by a labor union of which he is a member.” 2) “the arbitral decisions in which no negotiation may be involved”. In the first definition opponents may argue that the process was not collective. However, if the second definition is applied it could be argued that no bargaining occurs. Today, the definition has evolved to a more widely accepted definition as defined by Ball, Geringer, Mcnett, and Minor (2013) as “the process in which a union represents the interests of workers bargaining in negotiations with management” (p. 430). The remaining sections of this paper will explore if and how collective bargaining exists in India. Major...
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...Collective bargaining One of the aims of a trade union is to negotiate with employers about matters affecting their members and other employees. Once a trade union is recognized in a workplace, the negotiations they have with the employer are called collective bargaining; these negotiations will be regarding terms and conditions of employment. Trade unions and employers will agree on how the process will operate, for example: * who will represent the workers, or group of workers (bargaining unit) in negotiations * which workers are included in the bargaining unit * how often meetings will take place * which issues, including which terms and conditions will be discussed * how failures to agree will be resolved * how discussions will work if more than one trade union is recognised For trade unions and employers who face problems at work which result in a dispute Acas can help. Collective conciliation can move parties towards a resolution of a dispute through the expertise of an impartial and independent third party - for example through the use of Acas services. Bargaining is conducted by trade unions and employers. The union side may be made up of full-time officials, workplace representatives or a mix of both. Local union representatives are now much more likely to be involved in collective bargaining. The employers' side can be the individual employer or, if at industry level, the employers' association. There will often be several unions represented...
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...Clougherty 12/12/14 Collective Bargaining Essay Collective Bargaining Collective bargaining is a process of negotiations between employers and a group of employees aimed at reaching agreements to regulate specific working conditions. The collective agreements reached by these negotiations usually set out a variety of different things. These include wage scales, working hours, training, health and safety, and overtime. Collective bargaining is a bilateral process involving employers and employees. The two parties have different opinions/ ideas about different topics within the work place that are subject to change. The objective they are trying to reach is an agreement to settle the dispute. The collective aspect of the process is how the parties are grouped. They are grouped by their position within the respected workplace. These groups are called bargaining units. Collective bargaining has very many benefits to it. A major benefit is that it can strengthen the moral relationship between employees and management. This in result, Can lead to a better workplace. During the collective bargaining process, employees and managers respectively, and professionally dispute over certain areas in the workplace that can change. During the process they engage in problem solving, and attempt to remain equal while addressing situations. I feel as if this is the most important process, as well as the most beneficial because no matter the outcome of the bargaining, the managers will still manage...
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...Define and discuss the term “collective bargaining” Collective bargaining is the process of negotiations involving the representatives of the employer and employee for terms and conditions of employment that will apply to the employee. In the United States the negotiations that happen between concerning parties are written into legally binding contracts and usually last from one to five years (Budd). On the Huffington Post website, a writer by the name of Amanda Terkel writes about the labor conflicts that happened in Wisconsin, Ohio, and Indiana states. Governor Scott Walker from the state of Wisconsin tried to deprive the state’s public-employee unions for having collective bargaining rights. He stated that this will make it possible to shore up the states estimated 3 billion loss. The legislative action that has caused major protest in Madison, Wisconsin, with gatherings around 25,000 protestors while Wisconsin’s Democratic senators have fled the state to stop the bill from being voted on. Thousands of opponents of Ohio’s Senate proposed collective bargaining overhaul surrounded the statehouse with chants of kill the ill prior to the hearing of Ohio’s Senate Bill 5. The bill is written to do away with collective bargaining rights to state employees and cut back the rights of local level government employees. While the state of Indiana’s legislature is considering a bill that will strip Indiana teachers of their collective bargaining rights between local districts and...
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...Public Administration Collective Bargaining Case Study LaTonia Gover HRM/532 December 10, 2012 Steve Nance Collective Bargaining Case Study The Case Study regarding the PBA (Police Benevolent Association) union was a situation against the city management. The case study is regarding negotiation for improved pay, and benefits with a bad relationship between the management and the union with fear and disagreement. The relationship between the city management and the unions seemed unstable and negative because the last negotiation that the city management was part of was the city’s solid waste and public works. There was a threat of privatization that the city was willing to hire new employees to replace those not satisfied. The PBA (Police Benevolent Association) was afraid this they would have to experience this situation. Yes there were many problems with the relationship between management and the unions. The unions successfully negotiated with the public waste area at that time and are currently renegotiating a new contract with the PBA (Police Benevolent Association). The city is prepared to bargain hard with the union regarding a new contract....
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...“collective bargaining” and list and describe four issues that are mandatory components of a collective bargaining agreement. Efficiency, equity, and voice are the fundamental goal of labor relations and collective bargaining is a critical tool in maintaining and achieving this goal (Budd, 2013, p. 5). Collective bargaining are negotiations between employee and employer representatives concerning terms and conditions of employment that applies to the employees (Cornell University Law School, n.d.). The collective bargaining process results in a legally binding agreement between upper management and union members. The agreement through collective bargaining cover many areas, to include: compensations (wages, benefits, holidays/vacations, shift premiums and profit sharing), personnel policies and procedures (layoff, promotion, transfer policies, overtime and vacation rules), employee rights and responsibilities (seniority rights, job standards and workplace rules), employer rights and responsibilities (management rights, just cause discipline and discharge, subcontracting and safety standards), union rights and responsibilities (recognition as bargaining agent, bulletin board, union security, dues checkoff, shop stewards and no strike clauses) and dispute resolution and ongoing decision making (grievance procedures, committees, consultation and renegotiation procedures) (Budd, 2013, pp. 11-12). Despite the above list of issues for potential address in collective bargaining, there...
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...Collective Bargaining: CB is one of the major tool of promoting industrial relationship between owners/stakeholders/management and employees/labor. Before stating a healthy discussion on collective bargaining, its functions, process and agreement, first we have an on his historical background. The first time in history Miss Beatrice Webb, used the term “collective bargaining” in 1891. She was the one of the founder of industrial relations field (Wilkinson 2014). CB was a sort of group or no of group’s collective negotiations and agreements that was existed since we found industrial revolution in G. Britrain, during the formations of trade unions. Later many governments provided it legal protection through passing executive orders. For example, in 1935 the National labor relations Act was made it illegal for all the employers of USA that they can’t deny union rights or an employee. Although until 1950s, it was more controversial that unionizing government employees in a public owned sector trade union. At last in 1962 USA president gave rights to unionize in public sector organizations by passing an executive order. Collective bargaining is the procedure that makes or changes the aggregate understanding. It is basically the procedure of progressing proposition, talking about them, accepting counter-recommendations and determining contrasts. The essential objective of collective bargaining is the accomplishment of an aggregate haggling assertion between the union and business...
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...support the question in hand. The question that I will explore is listed as followed: What are the advantages of collective bargaining for both employers and employees and is there a future collective bargaining in the new employment and professional climate? Sources Used for Literature Review: 1. Employment Relation 3rd Edition, Ed Rose. 2. Dubin, R. (1954) ‘Contruction aspects of industrial conflict’ in Kornhauser, A., Dubin, R. and Ross, A.M. (eds)Industrail Conflict. New York, McGrew-Hill 3. industrialrelations.naukrihub.(2013). Importance Of Collective Bargaining. Available: http://industrialrelations.naukrihub.com/importance-of-collective-bargaining.html. Last accessed 20/11/2013. 4. Rita Donaghy (2005). The Changing Landscape of Employment Relations in Britain [online]. Available from:http://www2.warwick.ac.uk/fac/soc/wbs/research/irru/wpir/warwick_paper_2005_lowry.pdf. [Accessed 20/11/2013]. Main Discussion: Importance of Collective Bargaining: Collective bargaining involves employers and trade unions negotiating terms on behalf of employee, however collective barging does not only include negotiations but also includes the process of resolving labour-management conflicts. Therefore, some could state that collective bargaining is a recognised way of creating a system of industrial theory of law. Collective bargaining could be seen as a method of introducing civil rights in the industry, meaning management should be conducted by rules than...
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...COLLECTIVE BARGAINING A just share to the fruits of one’s labor is a right guaranteed to all workers. How this right can be exercised prudently is the main concern of the module. Collective bargaining entails a membership that understands its responsibility from the moment a collective bargaining negotiation is proposed until the time that an agreement is finally implemented. WHAT IS COLLECTIVE BARGAINING? Collective bargaining is a process of negotiating an agreement regarding the terms and conditions of employment through a system of shared responsibility and decision-making between labor and management. WHAT ARE THE BARGAINING? FOUR ESSENTIAL ELEMENTS OF COLLECTIVE Legal. Collective bargaining agreement. is a process of negotiating an of Economic. Moral. It Its contents specify the terms and conditions employment (e.g., salary/wage increase, benefits, etc.). and management. Political. The agreement is a product of a negotiation between labor involves a system of shared responsibility and decisionmaking. WHY IS COLLECTIVE BARGAINING AN IMPORTANT ASPECT OF LABOR-MANAGEMENT RELATIONS? Collective bargaining is important because it promotes the rights and ideals of labor. 1/6 Right to life. Collective bargaining is a means of improving workers’ standard of living through just compensation and humane working conditions. Right to work. It guarantees security of tenure and employees promotion on the basis of seniority....
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...Collective Bargaining My Name here February 24, 2013 The University Collective Bargaining It is common to define collective bargaining as a negotiation between an employer and trade union. Collective bargaining, however simple that short definition may be, is a complex labor process defined by several discussion topics; collective bargaining is governed by strict definitions and rules, extensive long-standing laws that support it, and specific methods and people to administer agreements reached in the collective bargaining process. The best way to discuss collective bargaining is to approach each of these topics in order to round out the full spectrum of knowledge required to full understand and define collective bargaining with ease. In this paper, you will approach each of these complex topics with the intent of learning more about collective bargaining. The best approach is to begin by defining collective bargaining. Defining Collective Bargaining Collective bargaining is the process by which employers and a group of employees negotiate and agree upon the scope of employment relationships (wages, hours, working conditions, benefits, other employment terms). The employees are typically represented by a labor union in collective bargaining. In the US labor system, when collective bargaining leads to mutual agreement of the sides, the agreement terms become the basis of a Collective Bargaining Agreement (CBA) or union contract that is a legally enforceable...
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...on the bargaining outcomes. How people differentiate their attitude as per way of bargaining. What all attributes which affect most a consumer bargaining behaviour. The most insightful question which this paper tries to answer “Is bargaining a consumer need or goal?” We tried to identify the "Is bargaining depend upon any cultural or social cause?” Gender, age, lifestyle and many other attribute which can affect bargaining behaviour. Is Bargaining depends upon product specific like apparels, grocery items, durable goods, consumer goods, daily use products etc. We try to give bargaining with 360 degree view by help of seller as well as buyer also. This paper includes both explicit bargaining and the tacit kind in which adversaries watch and interpret each other's behaviour, each aware that his own actions are being interpreted and anticipated, each acting with a view to the expectations that he creates. Introduction "Bargaining power of both buyers and sellers," "bargaining strength of deal making," "bargaining skill adopted by different gender" suggest that the advantage goes to the powerful, the strong, or the skilful. Bargaining is an art which is somehow depend upon personal characteristics and attributes. Bargaining is not a game where only win or lose situation, it can be an intermediate also. Bargaining is one of essential marketing process which have transaction between buyer and seller. Bargaining is a core process of different marketing contexts. Bargaining occurs...
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...What is Integrative or Interest-Based Bargaining? Integrative bargaining (also called "interest-based bargaining," "win-win bargaining") is a negotiation strategy in which parties collaborate to find a "win-win" solution to their dispute. This strategy focuses on developing mutually beneficial agreements based on the interests of the disputants. Interests include the needs, desires, concerns, and fears important to each side. They are the underlying reasons why people become involved in a conflict. "Integrative refers to the potential for the parties' interests to be [combined] in ways that create joint value or enlarge the pie."[1] Potential for integration only exists when there are multiple issues involved in the negotiation. This is because the parties must be able to make trade-offs across issues in order for both sides to be satisfied with the outcome. Why is Integrative Bargaining Important? Integrative bargaining is important because it usually produces more satisfactory outcomes for the parties involved than does positional bargaining. Positional bargaining is based on fixed, opposing viewpoints (positions) and tends to result in compromise or no agreement at all. Oftentimes, compromises do not efficiently satisfy the true interests of the disputants. Instead, compromises simply split the difference between the two positions, giving each side half of what they want. Creative, integrative solutions, on the other hand, can potentially give everyone all of what...
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