Content uploaded by Chutinon Putthiwanit
Author content
All content in this area was uploaded by Chutinon Putthiwanit on Sep 02, 2015
Content may be subject to copyright.
A preview of the PDF is not available
Collective Bargaining: A Study in Business Aspect and Legal Aspect
Abstract and Figures
There are various kinds of bargaining, depending on the situation we cope with. This research aimed to explore the conceptual framework of collective bargaining in business and legal perspectives as well as to analyze the rationale, process, and result of legal and business collective bargaining. This research employed a qualitative technique in documentary research collecting opinions and information from various sources such as newspapers, academic journals, and books. The preliminary results showed that collective bargaining was not an obsolete idea and its behavior was influenced by the legal requirement to bargain collectively in a good faith. The way to use it advantageously depended on how much power bargainers realized they had.
The strategy of collective bargaining in both legal and business perspective may be similar in some ways; however, the format of conducting it wish be different. Nonetheless, both legal and business collective bargaining had at least a correlation between them such as labor rights.
Content may be subject to copyright.
ResearchGate has not been able to resolve any citations for this publication.
This study analyzes attitudes towards faculty unions and collective bargaining among faculty and administrators in the United States and Canada. This is the first study which compares support for unionization and collective bargaining in American and Canadian universities among faculty members and administrators. The main research question is: Which factors are the determinants of attitudes towards faculty unions and collective bargaining in American and Canadian universities and colleges?
Our hypotheses are that cultural, institutional, political, positional, socio-economic, and academic factors are significant predictors of support for faculty unionization. The academics in Canada are likely to be more supportive of faculty unionism compared to their American counterparts because of differences in national political cultures. Institutional and political factors are also likely to affect such views. This study uses comparative and regression analyses of data from the 1999 North American Academic Study Survey to examine attitudes towards unions and collective bargaining among faculty and administrators in the United States and Canada.
The analysis shows that Canadian academics are more supportive of faculty unions and collective bargaining than their American counterparts. These results provide support to the political culture hypothesis. However, the study shows that institutional, political, positional, socio-economic and academic factors are also important in many cases. A faculty bargaining agent on campus is positively associated with favorable views of faculty unions and collective bargaining among American professors and with administrators’ support for collective bargaining in both countries. Administrators’ opposition is also important, in particular, for attitudes of Canadian faculty. Professors are more pro-union than administrators in both countries. Income, gender, race, age, religion, and academic field, are significant determinants of attitudes of faculty and administrators in the US and Canada in certain cases.
This study aims to investigate the process of buyers’ subsequent attitudes and subsequent actions and their relationships depended on the bargaining outcomes. Depth interviews were employed in order to explore the success, the failure, and the consequent actions in dyadic bargaining under the condition of one buyer and one
seller. Ten international respondents were invited to be interviewed. Approximately one hour of each interview is taken, while English is the medium of the interviews. After the interviews, respondents were given five USD as an incentive. The results show that successful bargainers tended to be younger people and easterner, compared
to unsuccessful bargainers who tended to be older people and westerner. When buying product in computer and vehicle category, it might provide higher chance in getting the discount, while buying product in garment category gave the partial tendency to win the bargain. Since garment seems to have fewer profit margins when
compared to the other category like computer or vehicle, it thus is obligatory for the seller to avoid discounting this kind of product. During the interviews, author found that confident interviewees shared their successful bargaining experiences; whereas, interviewees with very calm and quiet attitude seemed to express about their
unsuccessful bargaining stories. This research also provides insights of buyer as bargainer profoundly. It therefore helps the seller, especially in computer, garment, and vehicle industry, knows how to balance mutual-interest and maintain the strong relationship with customer.
In New Zealand in the 1990s, labour market decentralization and new employment legislation precipitated a sharp decline in unionism and collective bargaining coverage; trends that continued well into the 2000s even after the introduction of the more supportive Employment Relations Act 2000 (ERA). The ERA prescribed new bargaining rules, which included a good faith obligation, increased union rights and promoted collective bargaining as the key to building productive employment relationships (Anderson, 2004; May and Walsh, 2002). In this respect the ERA provided scope for increased collective bargaining and union renewal (Harbridge and Thickett, 2003; May, 2003a and 2003b; May and Walsh, 2002). Despite these predictions and the ERA’s overall intent, the decline in collective bargaining coverage begun in the 1990s has continued unabated in the private sector. It has naturally been questioned why the ERA has not reversed, or at least halted, this downward trend. So far research has focused on the impact of the legislation itself and much less on employer behaviour and perceptions, or on their contribution to these trends. This article addresses the paucity of employer focused research in New Zealand. The research explores views of employers on the benefits of collective bargaining, how decisions to engage or not engage in collective bargaining are made and the factors instrumental to them. It is demonstrated that the preferred method of setting pay and conditions continues to be individual bargaining. This is especially so for organizations with less than 50 employees, by far the largest majority of firms in New Zealand. Frequently, these smaller organizations see no perceived benefits from collective bargaining. Overall, these findings suggest that despite a decade of supportive legislation there are few signs that the 20 year decline in collective bargaining coverage in New Zealand will be reversed.
I analyze the strategic use of debt financing to improve a firm's bargaining position with an important supplier-organized labor. Because maintaining high levels of corporate liquidity can encourage workers to raise their wage demands, a firm with external finance constraints has an incentive to use the cash flow demands of debt service to improve its bargaining position with workers. Using both firm-level collective bargaining coverage and state changes in labor laws to identify changes in union bargaining power, I show that strategic incentives from union bargaining appear to have a substantial impact on corporate financing decisions. Copyright (c) 2010 The American Finance Association.
The contexts of human resource management -- Staffing -- Employee development -- Compensation -- Governance
Is it possible to use the tools of classical economics, developed on the assumption of small competitive units, in analyzing problems of a world of large-scale firms and big trade unions? This discussion explores the question of whether an "economics of collectives" can be successfully developed from an "economics of atoms." (Author's abstract courtesy EBSCO.)
Examines the effect of the conglomerate, multinational form of business organization on collective bargaining in domestic manufacturing industries in the case of the Royal Typewriter division of Litton Industries. Events leading up to the transfer of the production of Royal typewriters to overseas plants; Nature of the conglomerate, multinational form of business organization; Impact of the conglomerate form of organization on labor relations. (Abstract copyright EBSCO.)
Focuses on company mergers and their impact on collective bargaining. Discussion of the changes in Section 7 of the Clayton Act that were caused by the Celler-Kefauver amendment; Undesirable aspects of a merger; Description of the changing modes of collective bargaining. (Abstract copyright EBSCO.)
Argues that collective bargaining performs a fundamental and valuable function which cannot be fulfilled as well in U.S. society by any other means. Abuse or perversion suffered by collective bargaining in some quarters; Critique of assertions made that collective bargaining may be inadequate to solve modern problems. (Abstract copyright EBSCO.)