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Essay / Research Paper Abstract
This 4 page paper is written in two parts. The first part of the paper considers the costs and benefits of collective bargaining from the perspective of a company’s management; the second part of the paper discusses whether social dialogue and collective bargaining can contribute to social stability and economic development in the era of globalization.
Page Count:
4 pages (~225 words per page)
File: TS14_TEcollbar.rtf
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Unformatted sample text from the term paper:
the employees, which is likely to result in greater costs to the employers. Collective bargaining in a unionized environment can be backed up with the threat of industrial action, before
the financial costs of collective bargaining considered, this underlying threat and position it can lead to this is likely to have a negative impact on the employment relationship. This can
have indirect costs if the collective bargaining is not handled correctly, resulting in less loyalty and commitment of the employees to the employer.
In terms of direct costs it may be argued that a greater level of power would employees is likely to result in a negotiation that has increased costs as the
power of the group may gain more concessions from the employer. From the employers perspective and may be felt in some of the costs under there. In situations where there
is a poor welfare state unions may push employers to make up the difference, resulting in employers subsidizing the welfare state. There
are also some indirect costs of collective bargaining. If an employer undertakes a collective agreement were all employees are paid the same, the company does not have the attitude to
reward individual pay contracts in order to attract high achievers. This can also mean that high achievers within the company for receiving the same as the low achievers may be
attractive to employers where they can negotiate individual contracts. This can result in high achievers leaving will slow achievers remain, which can have an overall impact on the productivity of
the company. However, it can also be argued that this model collective bargaining assumes is a specific type of collectivism; that of confrontation.
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