Bargaining Behavior
Bargaining is part of negotiation and are of varied types, the business sector employs a collective bargaining process. In this form of bargaining, the companies have a collective focus since the process is for the staff. In certain cases, the government has the capacity to intervene in cases where the interests of the parties concerned are affected.
There are certain elements in the bargaining process that have to be met like the presence of freedom of association and labor law model (Hilligsoe, 2009). Additionally, considering that the beneficiaries of the process are in contact, talks could take place daily hence motivating the parties to find a solution to certain issues.
The type of connection that exists between the players in the bargaining process makes it stand out from negotiations where the buyer could have a better position for argument. In the business sector, the employer is the buyer of the employee’s service and hence the employee have a better to argue in case of a trade union (Hayter, 2011). However, ‘bargaining’ takes up the meaning as that of haggling that is useful in onetime associations. This hence calls for both parties to argue for position that will benefit both parties.
Bargaining involves varied elements that make it unique, to other forms of negotiation. It tends to mean a process of getting to the solution that may not always be met. Business players in most cases employ it to improve the working conditions of employees. It however has the effect of affecting the employer-employee relationship. This process is bipartite while in certain third world countries the government is involved as a conciliator in the rise of contradictory views or cases where it affects a government policy.
A successful bargain can be acquired through varied means: in pluralism and autonomy in association, there is the agreement to include other parties so as a party could compromise their stance. The groups has hence acknowledged as a measure to acquire democracy (Hilligsoe, 2009). There is also trade union recognition which involves according them a position in the bargaining table that would help to ensure the staff acquire their better share.
The observance of agreements, more in third world countries where there exits several unions, these unions may not be able to ensure consistency in the agreements. In cases where the labor law may offer sanctions in breaches of a contract, the labor bodies may not be willing to follow these sanctions. Instances where there exists nonobservance of the contract acquired through bargaining, the party may lose faith. Additionally, the support of the labor bodies is vital in the bargaining process. It offers the necessary setting for better conciliation when there is a breakdown in bargaining and even offer the needed legal aspects useful in the case.
The bargaining process may occur at the national, company or local level. In varied nations this has been so, however, today there exists bargaining process that are completed at a single level. A good number of employers see bargaining as resulting to equal allocation of income but taking away from employers (Hayter, 2011). The desire by employers for a dynamic aspect has led to varied issues to be handled at the national level. A good number of the issues that are raised by employers like performance and productivity could be well handled at the national level. The process has today been used to manage varied issues in the corporate sector.
References
Hayter, S. (2011).The Role of Collective Bargaining in the Global Economy: Negotiating for Social Justice. Geneva: Edward Elgar Publishing.
Hilligsoe, S. (2009). Negotiation. Gylling: Narayana Press
