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Collective Bargaining In Industrial Relations

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Pluralism recognises different interests between capital and labour and emphasises that conflict can be regulated through rules and institutions (Budd and Bhave, 2008; Clegg 1975: 3). Negotiation and representation strives to embody the above, attempting to curb the labour and capital power imbalance present in the employment relationship.

Towers (1988:184) stated that, “trade unions are more than engines for converting bargaining power into improved pay and conditions of their members…. They are an integral and important part of the system of checks and balances which compose capitalist and, liberal democrats.” Collective bargaining is the negotiation and continuous application of an agreed set of rules to govern the substantive and procedural terms of the employment relationship (Windmuller., et al, 1987). Significantly, the role of trade unions in tandem with collective bargaining processes play an intrinsic part in providing those in milieu of the employment relationship with fairness, collective rights, mutual freedoms to air grievances, negotiate conditions and policies, attempt to overcome aristocracy and develop democracy. Employers may feel threatened and it is no wonder why unionism and collective bargaining are topically debated. Contradictory views depend on context of political, economical, …show more content…

In advancing this position, this discussion will begin by briefly outlining the role of trade unions, touching on why density has teetered and diminished in the Republic of Ireland, whilst critically evaluating their part in the employment relationship. Collective bargaining will be explored with reference to its evolution in the latter century. Legislation in Ireland will be addressed, and the negotiation process will be critically reviewed before concluding.

Trade Unions: Intermediary Organisations (Muller-Jentsch,

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