human resources individu

8/13/2019 Human Resources Individu

1/4

FAKULTI PENGURUSAN TEKNOLOGI,

PERNIAGAAN DAN KEUSAHAWANAN

HUMAN RESOURCE MANAGEMENT

BPA 10402

NAME: SYAHIR ABDUL AZIZ BIN MOHD AZMI

MATRIC NO: AP100046

TITLE: INDIVIDUAL ASSIGNMENT

LECTURER: cik teh aminah bte roflese


2/4

SURFACE BARGAINING

Surface bargaining is a strategy in collective bargaining in which one of the parties

going through the motions of bargaining without any real intention of completing an

agreement. Surface bargaining tactics may include making proposals the other party could

never accept, taking inflexible or unreasonable stands on issues, and or refusing to offer

alternatives to proposals.

INADEQUATE CONCESSIONS

Unwillingness to give concessions and compromise at any point of time.

INADEQUATE PROPOSALS AND DEMAND

There may be a deliberate attempt by the parties to give proposals and demands in such a

way that no settlement would take place. For example: Demanding productivity improvement

without suggesting any improvement in systems and methods.

DILATORY TACTICS

The law requires that the parties meet at reasonable times and intervals. Obviously,

refusal to meet with the union does not satisfy the positive duty imposed on the employer and

vice versa. It is observed that there is a deliberate attempt by the parties not to call a meeting

without giving any reasonable ground. For example: the matteris under consideration;

Director is not available; we need more time. The basic objective of giving such

statements is to avoid meetings. It is also been experienced that there is a tendency as well as

tactics to delay the meetings so that workers would bring more pressure on the Union.

IMPOSING CONDITION


3/4

May include attempts to impose conditions for any further negotiations. For example, the

employees unions of all the nationalized banks in India refused the computerization fearing

that it would result job losses. But they agreed to this at one condition that the management

designs a better Voluntary pay package to the employees. Similarly management may put a

condition that wage rise would be considered only if it is linked with productivity. In short

imposing condition on the opposite party indicates lack of faith and trust.

MAKING UNILATERAL CHANGES IN CONDITIONS

The employer is not bargaining with the required intent of reaching an agreement.

BYPASSING THE REPRESENTATIVE

There is a possibility that management may negotiate with a puppetry unions created by

management. They are not the true representatives of the workers. There are some flaws in

the legislations in some countries that the management may not negotiate with the majority

union. The second flaw is not having a compulsory democratic method of electing the union

representatives. This helps either party to bypass the real representatives and fulfil their mean

objectives.

COMMITING UNFAIR LABOR PRACTICES DURING

NEGOTATIONS

Such practices may reflect poorly upon the good faith of the guilty party.

For example, either party may approach Political parties, pressure groups during the

negotiation process. Some times it may happen that the management would suspend some

employees during the bargaining process and would only retain them only if the demands of

the management are met.

WITHHOLDING INFORMATION


4/4

An employer must supply the union with information, upon request to enable it to

understand and intelligently discuss the issues raised in bargaining. For example, data such as

Annual financial reports, production, inventory reports, investments done by the company.

IGNORING BARGAINING ITEMS

In such cases a party may ignore to bargain on the demand clauses and instead may

propose on some other issues which were not a part of the bargaining agenda. For example,

the prime bargaining issue might be of wage hike and may consciously be diverted to issues

like transport, canteen, housing loan.

human resources individu

Documents