Using grammatically correct and legible sentences, answer the following statements sensibly and objectively (20 pts each = 5 pts sentence construction, 5 pts creativity/insight, 5 pts objective assessment/recall of the topic concepts, 5 pts evaluative discussion).
1. Provide two criticisms of interest based bargaining. Explain each.
2. Differentiate collective bargaining from interest based bargaining in terms of 1) process, and 2) approach or style.
3. Give short description of the theme of your labor negotiations simulation activity. How did your group accomplish the activity? What were the preparations?
1. Sample of criticism is when Ira B. Lobel made a strong case suggesting that this style should not be used to replace the more traditional adversarial or powers bargaining. Lobel said that interest based bargaining is a rehash or reminder of some basic principles of sound and effective bargaining. he believes that this will only lead to conflicts between laborers . Specially if the negotiation is not handled well by a good mediator. Another criticism was from Gerald nuijen, former contract negotiator for the California Teachers Association (CTA). He believes that interest based bargaining may be misled about actual solutions considered acceptable by each side. He also believes that the strategy of disclosing information often works to the advantage on the side of employees.
TumugonBurahin2. Collective bargaining is the process in which employers and unions meet to negotiate over wages, hours and working conditions. Laborers in different department of a company organize collectively. Example of this is the incident that happened in Philadelphia, when the laborers of a shoe industry company met with the master shoe makers to form a trade agreement to increase wages. When they already formed their group and agreed on the conditions they want, they will meet with the employers and will bargain their proposal. It is like forming a union. On the other hand, interest based bargaining refers to the style and attitude toward collective bargaining during the negotiation of labor agreements between employers and union. Interest based bargaining also has a great effect on the over all conduct and attitude between employer and unions. Examples to describe interest based bargaining are cooperative, principled, mutual gains and integrative bargaining, they all share the same goals. This goal is to uncover common interest of the parties involved in the negotiating process.
3.
Jimenez, Roshieleen Joie S.
TumugonBurahinBSBA - IV
1. - Ira B. Lobel's Criticism
- Lobel believes that interest-based bargaining is just a reminder of basic principles of effective bargaining. It is just something that will make people believe that interest-based bargaining will avoid conflict and make a tough decision look easy.
- Gerald Nuijen's Criticism
- Nuijen pointed out that the elimination of conflict always exists in interest-based bargaining. Because both party are encouraged to state things that is acceptable and unacceptable to them becomes clear. In interest-based bargaining, parties may be misled with actual solutions because they are encouraged to remain neutral about possible solutions to actual problems.
2. Collective Bargaining - is the process in which employers and unions meet to negotiate over wages, hours and working conditions and also the negotiation with contract. The approach is based on the fundamental interest of both parties that conflicts one another.
Interest-based Bargaining - is the process by which both parties maintain their position by deceiving other parties to continue negotiation. The goal is to uncover common interests of the parties involved in the negotiation process.
3. When thinking of a story that would fit our current lesson, we thought of making a video that is greatly seen in our country. That is why we chose to make a story of a negotiation that happens in a production industry. Our group members exert all their efforts to make the video reliable and believable. We ask one of our professors to let us use the Business Laboratory to be the location of our shoot and thankful for letting us use it.
1. Two criticisms of interest based bargaining.
TumugonBurahinIn Ira B. Lobel’s criticism
According to Ira B. Lobels, she believes that the stating of positions and the gradual adjustment of those positions is revealing to both parties. By negotiating in this way, what is and isn't acceptable to both parties, becomes clear. In interest-based bargaining, parties may be misled about actual solutions considered acceptable by each side. Parties are encouraged to remain neutral about possible solutions to problems instead of taking clear positions on issues they are discussed.
In Gerald Nuigen’s Criticism
There is also a strong emphasis in interest-based bargaining to reveal information normally withheld and used as strategy in traditional bargaining. It is Nuijen's belief that this emphasis on disclosure often works to the advantage of the employer. In his experience, employers would often withhold information about upcoming budgets, pleading ignorance about future fiscal matters. These employers would then turn around and demand full disclosure from the union. If the union did not reveal information the employers wanted, they would claim the unions were uncooperative.
2. Collective bargaining is the process in which employers and unions meet to negotiate over wages, hours and working conditions. It is also the labor agreement between the employer and union representative’s conflict according to the contract that they are negotiated.
While, interest-based bargaining is refers to the style and attitude toward collective bargaining during the negotiation of labor agreements between employers and unions. Interest-bargaining also has a great affect on the overall conduct and attitudes between employers and unions.
3. To do our activity as group, we talked about first the concept of the video that can be related to the labor negotiation between the employer and union, a simple concept which can easily to understand why employer and union’s negotiate. We also based the concept of the video to the real conflict between employer and union. And through making this activity, we learned how to value the teamwork each other.
1. Ira B. Lobel believed that this style should not be used over the traditional ones. Because he believes that interest based bargaining is selling a new product but the truth is, it is not new but a new way of reintroducing it. He's worried that people will think that interest based bargaining can eliminate conflicts. But conflicts are inevitable because people will always have their tendencies to disagree with each other.
TumugonBurahinWhile Gerald Nuijen, he found an emphasis on the elimination of conflicts always present. He also states that before we negotiate we make discussions of our personal views, and this create conflicts by creating hard feelings on the remarks of another. Niujen focuses on employers that tend to judge unions.
2.
Collective Bargaining - It is the process in which employers and unions meet to negotiate over wages, hours and working conditions. Employers engaged in a conflicted relationship
with unions will attempt to prevent unionization by legal and illegal tactics. If a union is
successful in organizing, the employer will negotiate only because it legally must.
interest-based bargaining - It refers to the style and attitude toward collective bargaining
during the negotiation of labor agreements between employers and unions. Interests refer to the process of focusing on common interests of the parties and not resorting to taking positions.
3.
For our video, first we talked about a storyline. Then, I wrote a rough draft of script and they all approved of it. The story goes, an employee seek help from the union leader about the health condition of her co-workers. The company representative then bargained/negotiate for a reasonable output of renovating the whole working area. Through making thus activity we all learned the value of negotiating.