Question

List and describe some reasons why unions resist changing from Adversarial to Integrative Bargaining. (Explain greatly)

Answer 1

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Abstract

The employer must honor the union's bargaining demand and negotiate. Once the union and employer reach a tentative agreement, company union presents it to dues-paying members for discussion, debate and a vote to accept or reject the proposed contract negotiated by your bargaining committee.

Labour unions are the primary means workers have for advancing their collective interests at the workplace.

Much of the history of industrial relations is filled with efforts on the part of workers to gain the right to organize into free trade unions—that is, worker organizations that are controlled neither by employers nor by a government.

Employee resist to change from adversarial Bargaining to Integrative Bargaining due to following reasons

Whenever there is any disputes between employee and managnemtn a strike occurs when all the workers in the union stop coming to work. With no workers, the business shuts down. The employer stops making money, though it is still spending money on taxes, rent, electricity and maintenance.

The longer the strike lasts, the more money the employer loses.

The more adversarial the organizing campaign, the more likely it is that the bargaining relationship will develop along similar adversarial lines.

Conversely, the less resistance to organizing by the employer, the higher the likelihood that the union–management relationship will evolve along cooperative lines.

For example, one large manufacturing company that voluntarily recognized a union in the 1940s, and has remained neutral in organizing drives held in new plants opened since then, has experienced only one brief strike in its entire history.

This translated into higher prices, lower output, and slower innovation for the economy as a whole—and weaker job growth, harming prospective employees.

This record stands in marked contrast to the pitched organizing battles and frequent strikes experienced over the years in the rubber, meat-packing, and coal-mining industries.

In contrast, there are some benefits to workers in integrative bargaining such as unions improve the wages, hours, and working conditions of their members.

Perhaps the biggest and most direct effects have been on wages and fringe benefits; estimates indicate that unions have raised the wages and benefits of their members by 15 to 30 percent above those of comparable nonunion workers.

But unforfunatly unions do not prefer the integrative bargaining in fear of loss of job and additional work load burden will be given by management.

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