FACULTY OF EDUCATION

NAME : Nengomasha Emily

REG NUMBER : R 221212V

PROGRAM : BLMD

MODULE : BLMD 107

LECTURER : Dr Dzimiri

QUESTION:Employee unions and employers can employ different strategies

in collective bargaining. Discuss any four strategies that can be used in the

collective bargaining process in the education sector

LECTURER COMMENT.......................................................................................................................

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Introduction

Employee unions exist to improve the economic well-being of employees in a company. One

way to gauge union commitment is members' desire to put forth effort on behalf of the

union .In the education sector, both employee unions and employers can employ various

strategies during the collective bargaining process to negotiate and reach agreements. This

write up will discuss four strategies which are Advocacy and Lobbying, Information Sharing and

Research ,Strike or Work Stoppage and Interest-Based Bargaining ,and how they can be used in

education sector. Key terms collective bargaining and strategies will be defined and a

conclusion will be given

Collective bargaining is a process by which representatives of employee unions or labor

organizations negotiate with representatives of employers or management to reach

agreements on terms and conditions of employment ( Armstrong & Taylor, 2014). Collective

bargaining is a fundamental component of labor relations and provides a mechanism for

resolving conflicts and establishing mutually agreed-upon rules in the workplace (Rose,

2004) .Therefore Collective bargaining is a process of determining the terms and conditions of

employment in a workplace by agreement between both employee unions and employers.

According to Gwisai (2006) strategies refer to the deliberate and planned actions or

approaches employed to achieve specific goals or objectives. According to Webb & Webb

(2016) strategies , guide decision-making, resource allocation, and the overall direction of an

individual, organization, or group. Therefore strategies is analyzing the current situation,

setting goals, and determining the most effective course of action to achieve those goals.

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Advocacy and Lobbying:

Advocacy and lobbying play an important roles in the collection bargaining within education

sector.Union advocacy promote the interests and concerns of their members during collective

bargaining this can be done through conducting public mobilization in campaigns,media

outreaches and public speaking engagements (Bendix , 2011). This can strengthen bargaining

position and influence public opinion which has a positive impact towards the negotiations .

According to De Gennaro, William, and Kay Michelfeld (2006) says that they can seek public

support, rally community members, parents, or students to their cause, and use media

campaigns to influence public opinion . This strategy aims to put pressure on the opposing

party by demonstrating broad-based support for their demands or proposals.

Furthermore advocacy and lobbying can be used to push for policy changes that can impact the

collective bargaining process in the education sector. Unions may engage in lobbying efforts to

advocate for legislation or regulations that improve workers' rights, strengthen collective

bargaining rights, or address specific issues affecting educators (Zivelova, 2014). Lobbying

activities can involve meeting with lawmakers, submitting position papers, and providing expert

testimony during legislative hearings.

Information Sharing and Research:

Both parties can utilize data, research, and information to support their bargaining positions.

Employee unions may gather data on teacher salaries, working conditions, student-teacher

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ratios, or educational standards to justify their demands for improved compensation, reduced

workload, or enhanced resources.For instanceTeacher salaries in Zimbabwe have been low for

a very long time. The exacerbating effect of the ‘bond’ form of salary (unbacked currency)

(Macleod 2016) and additional taxes are generally viewed as forms of state dishonesty and

covert theft from teachers (Macleod, 2016) .Hence such information may help in negotiating

teacher's salaries.Employers may also provide financial data, enrollment projections, or cost

analysis to explain their constraints and limitations. Sharing information and conducting

research helps substantiate claims and facilitates informed decision-making during

negotiations.

Strike or Work Stoppage:

This is the traditional route taken in negotiations. In this type of bargaining, the parties view the

negotiations as a zero-sum game. If one party wins, the other loses. In other words, a gain by

the employer is a loss to the employees and vice versa (Rose, 2004) The goal in strike

bargaining is to get as much of the limited resources available for your side. Since resources are

finite, each side believes that giving to the other will result in giving up something that would

benefit their side. For example, higher wages or better healthcare for employees means smaller

salaries for management or fewer profits for shareholders. In strike bargaining, both parties try

to minimize their respective gains. They try to settle economic issues such as wages, benefits,

bonus and many more (Zivelova , 2014).

Unions and management have initial offers, target points, resistance points and settlement

ranges .Employee unions may resort to strikes or work stoppages as a strategy to demonstrate

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their collective strength and put pressure on employers to meet their demands. Strikes can

disrupt normal operations, impact student learning, and generate public attention. Employers,

on the other hand, may use lockouts, where employees are prevented from entering the

workplace, to exert pressure on unions. These actions are typically considered as a last resort

when negotiations reach an impasse and can have significant implications for both parties and

the educational system as a whole.A bargaining strike result when negotiations break down or

when the existing contract expires and the union and the employers or management are unable

to reach an agreement ( Zivelova, 2014).

Interest-Based Bargaining:

This strategy is employed when both sides can win. The idea is that both sides win but not at

the expense of the other side (Bendix, 2011). If total up the wins and losses for both sides on

issues at the negotiating table,there is a net positive for both management and employees,

which is why it is often called a positive sum game. According to Zivelova , (2014) interest -

based bargaining is similar to problem solving sessions in which both sides are trying to reach a

mutually beneficial alternative that is win-win situation

In the same sense Interest-based bargaining is also known as principled negotiation or mutual

gains bargaining , an approach that focuses on identifying the underlying interests and needs of

both parties rather than taking rigid positions. It involves collaborative problem-solving,

brainstorming solutions, and finding mutually beneficial outcomes. This strategy encourages

open communication, active listening, and a willingness to explore creative alternatives.

Interest-based bargaining can help build trust, improve relationships, and foster long-term

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cooperation between employee unions and employers in the education sector.best meet

everyone’s needs (McLeod ,2016 ). The most popular form of interest based bargaining is jointly

sponsored and Labour management quality of working life (QWL) Program.

Conclusion

In conclusion the four collective bargaining were given that is interest based

bargaining,strike , information sharing nd research ,advo advocacy and lobbying were hence it

has been noted that unions are important vessels in the industrial relations in the public sector

at large. It's important to note that the specific strategies employed during collective bargaining

can vary depending on the jurisdiction, organizational culture, and the nature of the issues

being negotiated. Additionally, both parties may employ additional strategies based on their

unique circumstances and goals.

References

Armstrong .M. & Taylor .S. (2014) Armstrong’s Handbook of Human Resource Management Practice.

(13th Edition). London, Kogan Page Publishers

Bendix, S. (2011). Industrial relations in South Africa; commonality, conflict and power in

collectivebargaining. Available: http://www.books.google.co.ke/books (October 20, 2012).

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DeGennaro, William, and Kay Michel Feld. (2006),”Joint Committee take the Rancor out of Bargaining

with our Teachers”. The American School Board Journal 173 (2006): 38-39.

Gwisai, M. (2006) Labour and Employment Law in Zimbabwe: Relations of work under Neo-colonial

capitalism.Harare: Zimbabwe Labour Centre

Macleod A (2016 ). ‘The impoverishment of the masses’. [Online]. Available at:

https://www.goldmoney.com. [Accessed on: 2023.11.15

Rose, S. (2004) Employment Relations. 2nd Edition. London: Pearson Education Limited

Webb, S. and Webb B. (2016) History of Trade Unionism, Reprinted by Kelly Augustus, New York

Zivelova, I. (2014). Financial Management. 2nd Edition. Brno: Mendel University in Brno