Revitalizing: process of making something to develop or grow, to give new life

or new energy
Improvement, betterment

A trade union (British English) or labor union (American English), often simply

referred to as a union, is an organisation of workers intent on "maintaining or
improving the conditions of their employment",[1] such as attaining
better wages and benefits, improving working conditions, improving safety
standards, establishing complaint procedures, developing rules governing
status of employees (rules governing promotions, just-cause conditions for
termination) and protecting and increasing the bargaining power of workers.
Protection for worker’s rights
Mutual give and take
Continuous process
Collective Bargaining: Negotiation between employer (management) and
representatives of employees (trade union) in terms of employment conditions
i.e wage, pension, holidays, health, productivity etcetera.
Usually apply win-win approach in collective bargaining (to give benefits on
both sides)
Process:
Prepare: both representatives of parties
Discuss: disscuss arguments; seek out solutions and give ground ruless
Propose: both parties propose their plans
Bargain: bargaining between both parties (kuch tum juko kuch ham jukain)
win-win approach
Settlement: a new idea or plan generated from bargaining between both
parties
Role of Trade Union in CB:
To settle internal dispute between both parties
Trade Union has a legal right to bargain with employers
Benefits will be given to both sides

Advantages:
Unnecessary legal proceedings
Activation of workers’ participation
Eliminate dispute between both parties
Disadvantages:

Students are invited to critically evaluate the selected academic research,

theory, cases, and current affairs on both:

Part I• the role of collective bargaining nowadays:

Collective bargaining role in the following aspects
HOW?
1. reduce inequalities and discrimination,
2. solving the productivity puzzle
3. can increase employee performance
4. increase employee involvement with their job
5. increase commitment with organisational goals
6. increase engagement with organisational activities
The student primary task is to investigate the role of collective bargaining in
practice, identify the benefits of collective bargaining and which are the
actors
Practical examples, e.g., from big tech or in emerging countries.
Students should contemplate(examine) the role of recognition, shop stewards
(workers’ representative who deals with management), management policy,
procedure agreements, joint consultation in mitigating organisational risk (such
as disciplinary actions, grievances and dismissals)
Joint Consultation: a formal system of communication between the
management of an organization and the employees' representatives
used prior to taking decisions affecting the workforce,

Role of recoginition : when company acknowledges and appreciates their

staff performance (Recognition helps employees see that their company
values them and their contributions to the success of their team and the
company overall. )
Students need to identify how collective bargaining may lead to resolution and
constructive conflict management, as well as the available from the literature
repertoire of actions and when these strategies can be used.
The students might wish to report the declining role of trade unions in the
manufacturing sector and compare it with the role of trade unions in the
public sector.
Further investigation could identify if there is a place for collective bargaining
in the butterfly (gig) economy.
Part II • what tactical repertoire is in use when bargaining? Tactical repertoire
means actions or strategies or tools use in while bargaining

Collective bargaining relevant strategies/tools role in the following

aspects:
1. reduce inequalities and discrimination,
2. solving the productivity puzzle
3. can increase employee performance
4. increase employee involvement with their job
5. increase commitment with organisational goals
6. increase engagement with organisational activities

Students needs to consider how collective bargaining and relevant strategies

can help reduce inequalities and discrimination, as well as solving the
productivity puzzle. In specific, how collective bargaining can increase
employee performance, increase employee involvement with their job,
increase commitment with organisational goals, and increase engagement with
organisational activities, thus shaping future agendas or directions.

Part III:
1. The role of collective bargaining in achieving climate solidarity
against climate change?
• One option could be climate solidarity. Upon selecting it, students will need to identify
how trade unions can be transformed into climate actors for climate action

2. Whether collective bargaining can frame social inclusion for

migrant workers?
• Another option could entail high inclusivity within an increasingly fragmented
workforce and identifying the dilemmas for resistance or cooperation on a more diverse
workplace.

3. • Whether there still is a role for social dialogue in innovation

promotion?
A third option could be the role of social dialogue; as employees are increasingly
concerned with the role of management, they would like to see a higher level of
transformational and servant leadership. Managerial investment in social dialogue could
help trade unions become less 3 ideological and develop performance and competencies,
e.g., training, trust, and informal relationships

4. What barriers and challenges are identified for transnational

collective bargaining cooperation?
• Fourthly, students could discuss further transnational organising, identify if there is an
embedded homogeneity and convergence in industrial relations and what obstacles are
identified to cooperation.

5. Social media as a strategy for digital unionism and online

revitalisation?
. • For the fifth option, students could focus on the self-image of trade unions on social
media, their message, and the audience they target

6. What is the architecture for worker participation and workplace

democracy in decision-making?
. • In the final option, students could expand on the participatory role of trade unions
beyond collective bargaining, such as union shares, profit sharing, co-determination, work
councils, shop-floor participation and an overall employee engagement.

The student secondary task is the selection of one of the six areas outlined to
them relevant to the changes happening in collective bargaining. Collective
bargaining can shape into various manifestations that shape the present and
the future
Students should critically evaluate their arguments relevant to the
revitalisation of trade unions in achieving workplace diversity,
higher engagement with organisational goals and integrate them with the
mitigation of organisational risk.
Are trade unions mitigating organisational risk in the employment relationship
such as grievances, disciplines, dismissals, and redundancies?
Do we need alternative dispute mechanisms or other forms of organisations
are deemed necessary?
Workplace Mediation is a voluntary process led by an impartial
third party to resolve conflict
CONCLUSION: The students’ final task is to link what they have discussed with
workplace mediation. Students can extract valuable lessons from the UK or
applications from abroad to promote an effective mediation in the workplace.

Notice:
To substantiate their position, students are expected to draw relevant
evidence from academic articles, CIPD reports, ACAS reports, and
case studies. Materials uploaded in Brightspace could be used as a starting
threshold, followed by the reading list and use of Summon, which can play a
huge role in helping students with their investigation. It is an essay, so students
are expected to use the guidelines of a basic structure (e.g., introduction, main
body, and concluding remarks), use third-person prose and citations. Finally,
students need to employ a 12-point font size using Times New Roman and 1.5
line-spacing. Word count does not include References. (He,she,they or their
names_)
Learning Outcome@
• Demonstrate a critical understanding of perspectives on employment
relations in diverse organisational contexts.
• Critically evaluate the roles and functions of the different parties to control
and manage the employment relationship.
• Understand, analyse and critically evaluate the integration of employment
relations processes and how they can be used strategically to impact on
policy, 5 practice and organisational outcomes such as performance and
employee engagement.
• Be able to critically evaluate the importance of organisational-level
employment relations processes that support organisational performance,
including the design and implementation of policies and practices in the
areas of: employee engagement; diversity management control.
• Be able to understand, analyse and critically evaluate the importance of
employment relations procedures that help mitigate organisational risk,
including the design and implementation of policies and practices in the
areas of discipline, grievance, dismissal and redundancy.