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The Following are the some of the important issues in productivity bargaining:
1. Changes in Working Practices/Working Methods:
The objective of the productivity agreements is to make possible constant increase in efficiency. This will require close co-operation between the management and the workers so as to achieve and maintain higher standards in the use of both equipments and manpower. The agreements must specify major changes in working methods to which workers have agreed. Such changes must always be spelt out if there is any possibility of commitments in more general terms by unions/workers that will lead to difficulties in their implementations
2. Measurement of efficiency:
Management should use and devise appropriate yardsticks for measuring the contribution of the workers towards achieving higher level of efficiency and develop a communication system to make use of the results. Work study standards should be applicable to as many manual operations as possible. Work measurement should also be applied to the wide range of clerical and non manual work. It will be necessary to use more broadly, the productivity indices on individual or group basis.
3. Communication System:
Management must operate effective controls including the information which will make it possible to estimate the extent to which increases in efficiency are achieved. The progress or shortfall in achieving the targets must be communicated to the workers from time to time through communication. Care should also be taken to distinguish the contribution of works from other sources of efficient working, for example, quality of raw materials, automatised equipment, and so on.
4. Realistic Calculation of relevant Cost:
The relevant cost of the higher wage/benefit due to settlements are attributable to the workers contribution towards higher productivity, it should be calculated on a very realistic basis. Gain of workers contribution may result from effective working methods, fuller utilization of capital equipment and machines, adaptation of new working methods, and multiple shift working.
5. Wage system and pay grades:
Wage system related more to the productivity should be introduced. This will involve assessment of each job by such methods of the job evaluation and work study. It will necessitate the introduction of different pay grades placing workers in these appropriate to their contribution to the output or skill requirement. Care should, be taken that such grades should not be very few or large in number. There must be sufficient grades to maintain differentials in skill requirement. A large number of grades will result in classification and promotional disputes.
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Central issues of productivity bargaining?
Central issues of productivity bargaining
Characteristics of productivity bargaining?
There are a number of characteristics of productivity bargaining. Some of them include bilateral negotiations, participation of workers and the management with each arguing their case and so much more.
What has the author RGSearle- Barnes written?
R.G.Searle- Barnes has written: 'Pay and Productivity Bargaining'
What is productivity bargaining?
A form of collective bargaining leading to a productivity agreement in which management offers a pay raise in exchange for alterations to employee working practices designed to increase productivity Productivity bargaining has been described as "an agreement in which advantages of one kind or another, such as higher wages or increased leisure, are given to workers in return for agreement on their part to accept changes in working practices or in methods or in organization of work which will lead to more efficient working. The changes in the interests of efficiency are seen as an integral part of the bargaining and as necessary contribution to meeting the cost of advantages conceded to the workers." The prime purpose of productivity bargaining is to raise labour productivity and lower unit labour costs, and this is achieved by the exchange of alternations in working practices for increased leisure, higher remuneration for labour, more comprehensive fringe benefits, and general increase in the status of manual employees. Moreover, it is an exercise in problem solving and creating new gains, rather than just power bargaining over shares. Productivity bargaining is a complex process. It involves lengthy, detailed negotiations about the implementation of a variety of management techniques such as work study and job evaluation. The content of negotiations is more or less comprehensive in the sense that it includes not only bargaining over earnings but bargaining over other related matters such as reductions in hours, introduction or extension of shift working, manning of machines, demarcation lines, the introduction of new payment system, and re-allocation of job control. In addition, the coverage of productivity bargaining is more or less comprehensive in that generally speaking it will aply to all employees in an enterprise. Productivity bargaining generally occurs at the level of the enterprise or company.
What has the author P J Farrer written?
P J. Farrer has written: 'Productivity bargaining'
What is product Bargaining?
A form of collective bargaining leading to a productivity agreement in which management offers a pay raise in exchange for alterations to employee working practices designed to increase productivity Productivity bargaining has been described as "an agreement in which advantages of one kind or another, such as higher wages or increased leisure, are given to workers in return for agreement on their part to accept changes in working practices or in methods or in organization of work which will lead to more efficient working. The changes in the interests of efficiency are seen as an integral part of the bargaining and as necessary contribution to meeting the cost of advantages conceded to the workers." The prime purpose of productivity bargaining is to raise labour productivity and lower unit labour costs, and this is achieved by the exchange of alternations in working practices for increased leisure, higher remuneration for labour, more comprehensive fringe benefits, and general increase in the status of manual employees. Moreover, it is an exercise in problem solving and creating new gains, rather than just power bargaining over shares. Productivity bargaining is a complex process. It involves lengthy, detailed negotiations about the implementation of a variety of management techniques such as work study and job evaluation. The content of negotiations is more or less comprehensive in the sense that it includes not only bargaining over earnings but bargaining over other related matters such as reductions in hours, introduction or extension of shift working, manning of machines, demarcation lines, the introduction of new payment system, and re-allocation of job control. In addition, the coverage of productivity bargaining is more or less comprehensive in that generally speaking it will aply to all employees in an enterprise. Productivity bargaining generally occurs at the level of the enterprise or company.
What has the author Christopher Dolan written?
Christopher Dolan has written: 'The development of productivity bargaining 1960-1978'
What has the author Paul V Johnson written?
Paul V. Johnson has written: 'Wages and hours as significant issues in collective bargaining' -- subject(s): Collective bargaining, Hours of labor, Wages 'Collective bargaining manual' -- subject(s): Collective bargaining
What has the author Mamie Smith written?
Mamie Smith has written: 'The effects of teacher collective bargaining on selected school issues' -- subject(s): Collective bargaining, Teachers
What has the author Barbara Lynne Curry written?
Barbara Lynne Curry has written: 'Probable collective bargaining issues of the next decade' -- subject(s): Collective bargaining, Education
What has the author William F Maloney written?
William F Maloney has written: 'Productivity bargaining' -- subject(s): Building, Estimates, Construction industry, Construction contracts
Types of collective bargaining?
The types of bargaining in collective bargaining include distributive, cooperative, and productive. Each plays a key role in determining the specific terms and results of the bargaining process.
