1) The 4 Sub processes of Collective Bargaining:
 Distributive Bargaining: a form of negotiation in which two parties compete over the
distribution of some fixed resource
 Integrative Bargaining: a form of bargaining in which there is potential for a solution
that produces mutual gain (win-win bargaining, principled negotiations and interestbased bargaining)
 Intra-team or Intra Organizational Bargaining: bargaining with union and management
teams during the collective bargaining process, individual union team members, for
example: may represent a group with particular interests such as shift workers
 Attitudinal structuring: he difficult processes of building the mutual respect and trust
necessary for an enduring and positive collective bargaining relationship
2) Free Market Globalization: the free market globalization theory asserts that competitive
pressures of that marketplace will force corporations and governments to submit to
international norms and standards
- That is, markets will dictate labor conditions and constrain government regulation
- In the absence of regulation, wages and conditions will be pushed to the race to the bottom
- Under free market globalization there is little space for such industrial relations institutions
as a collective bargaining
- This theory also predicts that, under competitive pressure, national systems of IR will
converge over time
Institutional Globalization: the institutional globalization theory differs from free market
globalization in the role played by national institutions which perform and important mediating
function between market pressures and society
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International differences between employment systems over such terms as poverty rates, a
stabilizing middle class, and human right and equality issues may be partially explained by
the existence of such vigorous institutions as collective bargaining, human rights
commissions and employment standards agencies
3) Three Elements of Implementation of ILO Standards:
- Standards obligations: the ILO constitution requires members states to submit all
conventions and recommendations to their competent authorities (normally legislative)
within eighteen months of adoption for implementation or ratification.
- Supervisory System for Ratified Conventions:
o To monitor and rule on non-compliance, the ILO established two committees
A. The Committee of Experts: committee is composed of twenty jurist
members appointed by the governing body of the ILO
B. Conference Committee: The conference committee mandate is to rule on
the application of labor standards by member states
- Special Procedures on Freedom of Association: In 1950 the UN created a special boy for the
protection of trade union rights. The fact finding and Conciliation Commission on Freedom
of Association. But because its procedures applied only to ratified conventions and freedom
of association issues usually involved question of fact, not law, the ILO created a specific
committee CFA.
4) Describe Two High- Performance models that have emerged in Canada:
A. Salaried Model:
 White Collar employees (professionals, technical, office staff)
 Broad job functions
 Compensation: based on merit/performance, job security
B. Hourly:
 Blue Collar
 Usually unionized work places
 Specific job tasks
 Seniority based human resource practices (promotion, pay)
 Hourly model ties labor to production in that the labor force adjusts
to supply and demand of the product
 Limited security EXCEPT seniority allows more senior employees
more job protection from job loss
5) Interest Based Bargaining: is cooperative form of bargaining in which the parties focus more on
interests of the parties and not on the exaggerated positions. Also called Principle, Integrative,
cooperative, positive sum or collaborative negotiations
IBB Assumptions (4):
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Both labor and management can win
Each can assist the other to win
Open discussions expand areas of mutual interests
Decision making is based more on standards for evaluating options than on power
6) Types of Clauses:
- The rights of parties: the rights of the union, employers and employees
- The organization of work: this includes provision concerning how work is organized and distributed
- Labor Relations Process: these clauses concern the grievance procedure, arbitration and any language
about joint committees. Collective agreement language concerning joint committees will often examine
issues related to working conditions/environment, contracting out and technological changes
- Education, training, and development: language in this grouping can include issues concerning training
leave, required/provided training, financial assistance for training, and apprenticeship programs
- Working Conditions: this is perhaps the broadest grouping of clauses, including issues related to hours
of work/work schedules, overtime, pay and benefits, job security, termination, corrective
action/progressive discipline, part time work
7) Three Common Theories of Strikes: While these researchers focused on unions striking, w believe
that managers may lock out employees for many of the same theoretical reasons
1) Accident (or Hicks) Theory: is basd on the assumption that strikes represent accidents
- Rational negotiators would seek to avoid strikes and lockouts in order to avoid their high costs
- Theory states that strikes should be unexpected and that when they do occur they are the
result of errors made at the bargaining table. Misunderstanding bargaining, or mismatches
between expectations of the bargaining team and the group they represent
2) Total Joint Cost Theory: argues that strikes are more likely to occur when the cost of the
strike is relatively low for both parties
- If the cost is low to one party but high for another, a strike may not be likely given the clear
power imbalance
- The difference in cost of the strike to one party, relative to the other, results in a difference in
bargaining power
5) Asymmetric Information Theory: is grounded in the assumption that parties may strike or
lockout as a way to see if the other side is bluffing.
- In doing so, the parties gather more information about the claims of the other party,
information that would not be easily accessible in other ways.
8) FIVE COMMON CAUSES OF STRIKES:
1) Catalysts: strikes sparked by a single trigger event
2) Isolated Homogeneous Groups: intact groups of similar workers, particularly if they are in
unpleasant jobs, may be more prone to strikes
3) Management Indifference or Unresolved Grievance: management (low level management
especially) show indifference to worker complaints sparks a strike
4) Frustration-Aggression: workers with feelings of work frustration, alienation, or
dissatisfaction will naturally seek to improve the situation through their involvement in union
action and strikes
5)Economic Factors: The general trend shows that strikes are more common when the economy
is doing well and unemployment is low
6)Intra-organizational factors: intra-organizational misalignment can reduce power at the
bargaining table, so too can it result in strike activity
9) Three (3) Elements of Compensation:
- Base pay: the portion of a works pay that is based on time worked and not based on
performance or output
- Performance pay: represenats the portion of an employees pay provided only if certain,
specific targets are achieved
- Indirect Pay: includes anything that the employer pays for that is not part of employees base
pay or performance pay
10) Marshall’s Condition of Elasticity: 4 conditions that determine the inelasticity of demand for labor
and the wage- employment tradeoff, unions are more powerful WHEN:
1) Demand for product or service is inelastic
2) Labor is not easily substituted
3) Supply of substitutes in inelastic (price of substitutes rises as more demanded)
4) Labor is a small proportion of total costs
How do they relate to the power of unions?
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Factors 1&2 would appear to give public sector unions more power
Factor 3: not important when explaining public-private differences in elasticity’s
Factor 4: serves to reduce union power in public sector
In the end the outcome is indeterminate. Factors 1 & 2 seem to increase union power, 3rd
factor is neutral and the last reduces union power