LALA LAJPAT RAI INSTITUTE OF NURSING EDUCATION,

GULAB DEVI HOSPITAL, JALANDHAR.

SUBJECT: Advance Nursing Practice

ASSIGNMENT
On
Professional Organizations and Unions-Self
Defense, Individual and Collective Bargaining
______________________________________________
DATE OF SUBMISSION: Dec. 19, 2020
SUBMITTED TO: Assistant Professor Respected Mrs.
Navjot Kaur (Medical Surgical Nursing)
SUBMITTED BY:
Ruchika Kaushal
M.Sc. Nursing 1st Year
(Medical Surgical Nursing)
 INDEX
Sr. Page No. Remarks
No. TOPIC
1. Professional Organizations
-Introduction
-Definitions
-Goals

2. Regulatory Bodies
-International Council of Nurses
-Indian Nursing Council
-State Registration Councils

3. Professional associations
-Trained Nurses association of India
-Student Nurses association
-Health Visitors League
-Midwives and Auxiliary Nurse-Midwives
Association
-National League for Nursing

4. Individual and Collective bargaining

-Introduction
-Definition
-Types
-Bargaining process
-Principles
-Advantages of Collective bargaining
-Process of bargaining
-Disadvantages of collective bargaining
-Difference between Individual and collective
bargaining
 PROFESSIONAL ORGANISATIONS
Introduction:

The professional association provides a means through which united efforts can be made to
elevate standards of nursing education and practice. It also offers a means of voicing opinions,
developing abilities and keeping informed of new trends. The professional association provides
a mean through which ones own professional development can be channeled with authority
because of its representative character. Some associations were formed in the first place, what
sustains them over time and how these associations are being impacted by changes in the
society as well as contemporary economic and political environment.

Definitions:
 Profession: An occupation based on specialized intellectual study and training, the
purpose of which is to supply skilled services with ethical components to others for a
definite fee or salary. –R Louise, McManur, 1952
 Organization: Organization is the arrangement of personnel for facilitating the
accomplishment of some agreed purposes through the allocation of functions and
responsibilities. –L White
 Professional Organization: The Professional Organization is the one that
provides a means through which efforts can be channeled with authority
because of the number it represents. -Hunt
 Professional Associations: Professional associations have been defined as
groups of people who share a set of professional values and who decide to join
their colleagues to affect a change. -Poder-Wise, 2007

GOALS OF PROFESSIONAL ORGANISATION

 To bring nursing organizations together in a world wide body.

  To advance the socio economic status of the nurses and the profession of nursing
worldwide.
 To influence global and domestic health policy.
 To focus for a better carrier for nurses.
 To ensure the public’s right to quality healthcare services.
 To support and assist professional members.

Major Nursing Professional Associations and Regulatory Bodies

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 INTERNATIONAL COUNCIL OF
NURSES ( ICN )
The International Council of Nurses is a federation
of nonpolitical and self-governing nurses association
which seeks to attain high standards of nursing
services and nursing education, to develop nursing as a profession and to safeguard the social
and economic welfare of nurses in their own countries.

The International Council of Nurses is the oldest international professional

organization in the health care field.

 Founded : 1899
 Headquarter :  Geneva, Switzerland
 Current President : Annette Kennedy
 Members : 135
 Mission: To represent nursing worldwide, advancing the profession and influencing
health policy.

Purposes And Scope: ICN is a federation of nurses association around the world which
have bonded together to better develop nursing contribution to promotion of health and care of
the sick. It was one of the health care organizations to adopt the strict policy of
nondiscrimination in matter regarding nationality, race, creed, color, politics, sex or social
status.

Goals and Objectives

ICN’s Objectives are Four-fold

1. To promote the development of strong national nurses association.

2. To assist national nurses association to improve the standards of nursing and the
competence of nurses.
3. To assist national nurses association to improve the status of nurses within their countries.
4. To serve as the authoritative voice for nurses and nursing internationally.
3 Main Goals
Structure: ICN was founded in 1899 with Great Britain, the United States, and Germany as
charter members. ICN is governed by a Council of National Representatives (CNR). The CNR
is the governing body of the ICN and sets policy, admits members, selects a board of directors,
and sets dues. As of 2013, there were 135 National Representatives (one for each member
organization). National Representatives are selected by each member association. The CNR
meets every two years.
Between meetings of the CNR, ICN is governed by a 16-member board of directors. Members
of the board include ICN president and 13 directors elected on the basis of proportional
representation from ICN's seven geographic areas. Directors are term-limited to two
consecutive four-year terms of office. The board meets at least once a year, although it usually
meets three to four times a year.
ICN has four officers. They include a president and three vice presidents. The officers
function as an executive committee for the board, and as the board's budget and finance
committee. The president is elected by the CNR. The president serves a four-year term of
office, and is limited to one term in office. The vice presidents are elected from among the
board members. The highest vote-getter is the First Vice President, the second-highest vote-
getter the Second Vice President and the third-highest vote-getter the Third Vice President.

ICN Organization Chart

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Membership: Membership is limited to one nursing organization per nation. In most cases,
this is the national nurses' association (such as the American Nurses Association, the Slovak
Chamber of Nurses and Midwives or the Nursing Association of Nepal). In 2001, ICN
permitted its members to adopt alliance or collaborative structures to be more inclusive of other
domestic nursing groups. However, few member organizations have adopted the new structures.

ICN is Actively working for-

1. Professional Nursing Practice:




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Advance Nursing Practice
HIV/TB and Malaria
Women’s Health
Primary Health Care
Family Welfare
Safe Water

2. Nursing Regulations:

 Code of ethics, standards and competencies

 Continuing education

3. Socioeconomic Welfare for Nurses:

 Occupational Health and Safety

 Human resources planning and policies
 Carrier development
  International trade in professional services

Core Values

 Functions :
1. To provide policy directions to fulfill the objectives of ICN.
2. To establish categories of membership and determine their rights and obligations.
3. To act upon recommendations of the board of directors relating to admission and
readmission of member associations into ICN.
4. To receive and consider information from the board regarding ICN activities.
5. To receive nominees for the board and to elect the board.
6. To act upon proposed amendments to ICN constitution.
7. To act upon recommended of the board of directors for the amount of NNA’s dues.
8. To act through mail or any written communication on ICN business that requires
immediate attention. Publication of International Nursing Review.

INDIAN NUSRING COUNCIL (INC)

The Indian Nursing Council is an Autonomous Body under the Government of India, Ministry
of Health and Family Welfare constituted by the Central Government under section 3(1) of the
Indian Nursing Council establish a uniform standard of training for nurses, midwives and health
visitors.
Establishment:
The Indian Nursing Council constituted to establish a uniform standard of education for nurses,
midwives, health visitors and auxiliary nurse midwives. The Indian Nursing Council Act was
passed by an ordinance on December 31, 1947. The Council was constituted in 1949.

Constituents/ Composition:
 The council is composed of representatives of:
 State registration councils
 Central and state health departments
 Military nursing service
 Indian Red Cross Society
 Colleges and schools of nursing
 Health schools
 Post-certificate schools
 TNAI
 Medical Council of India Indian
 Medical Association Members of Parliament. 

Organizational Structure of Indian Nursing Council

Committees
1. Executive Committee to deliberate on the issues related to maintenance of standards of
nursing programs.
2. The Nursing Education Committee to deliberate on the issues concerned mainly with
nursing education and policy matters concerning the nursing education.
3. Equivalence Committee to deliberate on the issues of recognition of foreign qualifications
which is essential for the purpose of registration under section 11(2)(a) or (b) of the Indian
Nursing Council Act, 1947, as amended.
4. Finance Committee: This is another important committee of the council which decides
upon the matters pertaining to finance of the Council in terms of Budget, expenditure,
implementation of central Govt. orders with respect to service conditions, etc.

Functions of INC
 To establish and monitor a uniform standard of nursing education for nurses, midwife,
auxiliary nurse: Midwives and health visitors by doing inspection of the institutions.
 To recognize the qualifications under section 10(2)(4) of the Indian Nursing Council Act,
1947, for the purpose of registration and employment in India and abroad.
 To give approval for registration of Indian and Foreign Nurses possessing foreign
qualification under section 11(2)(a) of the Indian Nursing Council Act, 1947. 
 To prescribe the syllabus and regulations for Nursing programs.
 Power to withdraw the recognition of qualification under section 14 of the Act in case the
institution fails to maintain its standards under Section 14 (1)(b) that State Council for the
training of nurses, midwives, Auxiliary Nurse Midwives or health visitors does not satisfy
the requirements of the Council.
 To advise the State Nursing Councils, Examining Boards, State Governments and Central
Government in various important items regarding Nursing Education in the Country.
 To regulate the training policies and programs in the field of Nursing.
 To recognize Institutions/Organizations/Universities imparting Master's Degree/ Bachelor's
Degree/PG Diploma/Diploma/ Certificate Courses in the field of Nursing.
 To recognize Degree/Diploma/Certificate awarded by Foreign Universities/ Institutions on
reciprocal basis.
 To promote research in Nursing.
 To maintain Indian Nurses Register for registration of nursing personnel.
 Prescribe code of ethics and professional conduct.
 To improve the quality nursing education.

Indian Nursing Council Act, 1947

Enactment Date: 31st December, 1947.

Act Objective: An Act to constitute an Indian Nursing Council whereas it is expedient to
constitute an Indian Nursing in order to establish uniform standard training for nurses,
midwives and health visitors. 

Programs under INC

1. ANM
2. GNM
3. Post-Basic B.Sc. Nursing
4. B.Sc. Nursing
5. M.Sc. Nursing
6. M. Phil
7. Doctorate in Nursing. 

Initiatives by INC
 Teaching material prepared for Quality Assurance Model (QAM): QAM in nursing is the
set of elements that are related to each other and comprised of planning for quality,
development of objectives setting and actively communicating standards, developing
indicators, setting thresholds, collecting data to monitor compliance standards for nursing
practice and applying solutions to improve INC has developed a quality assurance program
for nurses in India. The project was implemented in 2 hospitals in New Delhi and PGI,
Chandigarh for 3 months duration. The of QAM model adopted in Chandigarh can be seen
in the paper cutting which was published in Tribune on April 19th, 2004.
 Princess Srinagarindra award: Mrs. Sulochana Krishnan, Ex-Principal of RAK College of
Nursing was awarded Princess Srinagarindra, Thailand, award individual(s) registered
nurse(s) in honor Srinagarindra, her royal highness and in recognition of her exemplary
contribution towards progress and advancement in filed of nursing and social services Mrs.
Sulachana Krishnan proposed by INC from India.
 Development of curriculum for HIVIAIDS and training for nurses: Indian Nursing
Council in collaboration and Clinton foundation is developing a curriculum for training of
nurses in IIIV/AIDS areas. It will be a 6-day training program. The pilot study was
conducted in Mumbai and Hyderabad.
 National consortium for PhD in nursing constituted 6 study centers recognized under
national consortium for PhD in nursing: MOU has been signed between INC, WHO and
RGUHS National in Nursing has been constituted Nursing collaboration with Rajiv Gandhi
University of Health Sciences and under the Faculty of Nursing to promote doctoral
education in various fields of nursing.
 MOU (Memorandum of Understanding) signed between INC and Sir Edward Dunlop
Hospitals Ltd for advancing standards nursing education and practices meet challenges
 currently faced by Nursing. Memorandum of Understanding (MOU) is entered at New Delhi
on 11th April 2006 between Indian Nursing Council and Sir developing strategic framework
for advance standards and investment plan for advancing standards of nursing education and
practices in India.

STATE REGISTRATION COUNCILS

The first step towards the establishment of registration councils was taken Bombay, wherein
July 1903, the surgeon-general with the government of approval his government for the
establishment of a nursing service and nursing reserve and for the appointment of an
experienced nurse to be at the head of the service and responsible surgeon-general. For various
reasons this proposal was not accepted, but it was followed by further discussions which led
ultimately to the establishment of the Bombay Presidency Nursing Association in December
1909.

Two of the important objects associations were:

1. To obtain uniform standards and system of training and examinations, and

2. To provide registration for the nurses and midwives who qualified under this system. 

Powers of the State Registration Council

The state registration councils are autonomous to a great extent except the power of prescribe
regulations and syllabi for the various training courses, to recognize examining bodies and to
negotiate reciprocity are now vested in the Indian Nursing Council.

Functions Registration Council

1. To accredit and inspect schools of nursing in their states.
2. Conduct examinations.
3. Prescribe rules of conduct, take disciplinary action, etc.
4. Maintenance of register of nurses, midwives, auxiliary nurse midwives and health visitors.
5. Registration of nurses and midwives in their state. 

Members
1. President, i.e. Director of Health of Health Services.
2. 8 members appointed by state government according to the scheduled.
3. 2 registered nurses to be elected by nurses registered under the Act
4. One registered health visitor elected by registered health visitors
5. One registered midwife elected by registered nurse.
Main Functions of the State Nurse Registration Council (SNRC)
1. Prepare a time schedule for written and practical examination, roll numbers, sheets of
students and send to various examination centers.
2. Draw a schedule for examination for various types of educational program at all centers at
the same time.
3. After examiners have prepared the question papers, to get them printed under strict
confidential atmosphere and keep-up the secrecy.
4. Get the examination conducted at various centers and get the evaluation done.
5. Prepare the examination results and communicate to the various institutions.
6. Prepare the diploma certificates and registration certificates of nurses who have qualified
for both.
7. Arrange for inspections to ascertain that the institutions are carrying out the educational
programs as per syllabus, conditions, rules and regulations laid down by the Punjab
Council.
8. The action against the persons whose written complaints/reports are received for not
abiding by the regulations of the PNRC either at the time of examinations or nursing
practice as a professional nurse.

TRAINED NURSES ASSOCIATION OF INDIA (TNAI)

The Association had its beginning in the Association Nursing Superintendents which was
founded in 1905. They are need to develop nursing as profession and also do provide a forum
where professional nurses meet and plan to achieve die ends. TNAI was registered under the
Societies Registration Act, No. XXI of 1860, on June 16, 1917. 
Headquarter: L-16 and L-17, Green Park, New Delhi.
Establishment and Formation (TNAI)
 The Association has established within its jurisdiction the following organizations:
 Health Visitors League (1922)
 Midwives and Auxiliary Nurse-Midwives Association (1925)
 Student Nurses Association (1929-30). 
Objectives
1. To uphold in every way dignity and honor of the nursing profession and to promote a
sense of espirit de corps.
2. To promote high standards of health care and nursing practice.
3. To advance professional, educational, economic and welfare.
Functions
1. To establish functions, standards and qualifications for nursing practice.
2. To enunciate standards of nursing education and implement these through appropriate
channels.
3. To enunciate standards of nursing service and implement these through appropriate channels.
4. To establish a code of ethical conduct for practitioners.
5. To stimulate and promote research designed to increase the knowledge which of nursing is
based. 
6. To promote legislation and speak for nurses in regard
7. To promote protect the economic welfare of nurses.
8. To provide professional counseling and placement service for nurses.
9. To provide for the continuing professional development of practitioners.
10. To represent nurses and serve as their spokesman with allied international and national
organizations, governmental and other bodies and the public.
11. To serve as the official representative of TNAI as a member of ICN.
12. To promote the general health and welfare of the public through all association programs,
relationships and activities.

Management
 President First
 Vice-President
 Second Vice-President Third
 Vice-President
 Honorary Treasurer
 Secretary General
 Assistant Secretary cum SNA Advisor
 Assistant Secretaries
 Editor
 President or Vice-President, one from each Branch or joint secretaries
 Co-opted members
 Chairpersons of standing committees and interest sections 
 Ex-officio members

Benefits from TNAI Membership

1. It will improve the lives and careers of all professional nurses.
2. It gives you a feeling of belonging and security because of the number of nurses who are
united through the organization.
3. Professional activities give ample opportunity to develop leadership ability and professional
poise.
4. Keeps abreast of changes.
5. Shares and solves professional problems.
6. The member could present various professional issues like representation to central pay
commission.
7. It holds national level conferences, scientific and business sessions.
8. Low cost publications for members and students. The journal helps to be informed of current
events in nursing and offers opportunities to publish articles and voice opinions.
9. Continuing education program for updating knowledge on various topics at regular intervals.
10. Socioeconomic welfare program for destitute members.
11. Research studies conducted regularly for the benefit of the members.
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12. It also helps economically by providing scholarships for the advanced study, railway
concessions for nursing students and staff nurses.
13. At home with patron of TNAI members at Rashtrapati Bhavan, every year on nurses day
celebrations.
14. Annual grant to state branches to hold activities.
15. Also offers limited income for welfare aid when necessary.
INCORPORATE ORGANIZATIONS OF TNAI

Student Nurses Association (SNA)

History: The Student Nurses Association (SNA) is a nationwide organization. It was

established in 1929 at the time of annual conference of TNAI. 'The TNAI and SNA used to
have combined annual conference but due to increase in number of delegates, it was felt in 1960
to hold a separate conference for the student nurses. Since 1961, student nurses are having
biennial conferences. The students are being more responsible and national levels. In 1975, it
was agreed by the TNAI council that one student representative included in the state branch
executive committee on trial basis before the students are included in the TNAI council as
representatives of SNA.

Objectives
1. To help students to uphold the dignity and the ideals of the profession for which they are
qualifying.
2. To promote a corporate spirit among students for common good.
3. 10 furnish nurses in training with advice in their courses for study leading up to professional
qualifications different branches and aspects.
4. To increase the social contacts in order to help in the world where they have finished
training.
5. To develop leadership skills and help students wide range of knowledge of the nursing
profession in all its different
6. To encourage both professional and recreational meetings, games
7. To provide a special section in The Nursing Journal of India for the benefits of the students.
8. To encourage students to compete for prizes in student nurses competitions.

ACTIVITIES
  Organization of meetings and conferences.
 Maintenance of SNA diary.
 Exhibition.
 Public speaking and writing.
 Project undertaking.
 Propagation of nursing profession.
 Fund raising.
 Socio-cultural and recreational activities.

MANAGEMENT
The governing body of association shall be association of TNAI which will receive the
recommendations of the general committee SNA for considerations. The general committee of
SNA shall consist of:
 President of TNAI or one of the Vice-Presidents if the President wishes to delegate this
responsibility.
 Vice-Presidents of SNA state branches.
 Honorary Treasurer of TNAI.
 National SNA advisor who must be a full member of TNAI.
 State branches SNA advisors.
 Secretaries of the SNA state branches.
 Secretary-General, TNAI.

Health Visitors' League

The name of this associate organization of TNAI shall be the Health Visitors' League.

Objectives
 To uphold in every way the dignity and honor of health visitors.
 To promote, among all health visitors, esprit de corps.
 To enable members to take council together on matters affecting their profession.
 To raise the standards of education and practice of health visitor.

President
The President of TNAI shall be the President of Health Visitors' League.

Membership
Health visitors holding a certificate from any health visitors' training school recognized by
Indian nursing council, or in case foreign qualifications recognized by the government of the
country concerned, shall be eligible for membership.

Management
 Honorary Secretary of Health Visitors' League- Convener.
 Representatives of the Health Visitors' League on state branch committee,
 Secretary - General of the TNAI- Ex-Officio.
 Honorary Treasurer of TNAI- Ex-Officio.

Meetings
A meeting of the committee and of members of the league shall be held at the time of the
general meetings of TNAI and at such other time as desired.

Midwives and Auxiliary Nurse-Midwives Association

The name of the associate organization of TNAI shall be the Midwives and Auxiliary Nurse-
Midwives Association.

Objectives
 To uphold, in every way, the dignity and honor of midwives and auxiliary nurse midwives.
 To promote, among all midwives and auxiliary nurse midwives, esprit de corp.
 To enable members to take council together on matters affecting their profession.
 To raise the standards of education and practice of health visitor.

President
The President of TNAI shall be the President of Midwives and Auxiliary Nurse Midwives
Association.

Membership
Midwives and Auxiliary Nurse Midwives holding a certificate from any midwifery/auxiliary
nurse midwifery training school recognized by Indian nursing council, or in case of foreign
qualifications recognized by the government of the country concerned, shall be eligible for
membership.

Management
 Honorary secretary of the midwives and auxiliary nurse midwives association- Convener.
 Representatives of the midwives and auxiliary nurse midwives association on state branch
committee.
 Secretary - General of the TNAI- Ex-Officio.
 Honorary Treasurer of TNAI- Ex-Officio.

National League For Nursing

The National League for Nursing (NLN) is the preferred membership organization for nurse
faculty and leaders in nursing education. NLN members include nurse educators, education
agencies, health care agencies, and interested members of the public. The NLN offers faculty
development programs, networking opportunities, testing and assessment, nursing research
grants, and public policy initiatives to its 28,000 individual and 1,200 institutional members.
Founded in 1893 as the American Society of Superintendents of Training Schools for Nurses,
the National League for Nursing was the first nursing organization in the United States.

Headquarters: New York City.

Core Values
 Caring : Promoting health, healing, and hope in response to the human
condition.
 Integrity : Respecting the dignity and moral wholeness of every person
without conditions or limitation.
 Diversity : Affirming the uniqueness of and differences among persons,
ideas, values, and ethnicities.
 Excellence : Creating and implementing transformative strategies with
daring ingenuity.

Mission
The National League for Nursing promotes excellence in nursing education to build a strong
and diverse nursing workfare.

Goals and Objectives

I.Goal: Leader in Nursing Education: Enhance the NLN's national and international impact as
the recognized leader in nursing education.
Objectives
 Be a key player in initiatives to build diversity in the nurse educator workforce.
 Promote the preparation of a nursing workforce that contributes to health care quality and
safety.
 Be acknowledged the leader in advancing excellence and innovation in nursing education.
II. Goal: Commitment to Members: Build a diverse, sustainable, member-led organization.
Objectives
 Continually seek out, engage, and be responsive to full- and part-time nurse faculty,
individuals preparing for the faculty role, nursing education researchers, and other health
care and academic professionals.
 Be the leading provider of products and services for the continuous professional
development of nursing faculty.
III. Goal: Champion for Nurse Educators: Be the voice of nurse educators. Objectives
 Promote nursing education as an advanced practice role.
 Shape and inform public policy on nursing education.
 Expand and sustain alliances with other influential organizations.
IV. Goal: Advancement of the Science of Nursing Education: Promote evidence-based nursing
education and the scholarship of teaching.
Objectives
 Promote the continuous development of faculty as educator-scholars.
 Advocate for resources to support nursing education research.

INDIVIDUAL AND COLLECTIVE BARGAINING

INTRODUCTION:
Improvement in re wages, the primary collective bargaining in the past, is no longer the focal
point of most negotiations. Much more essential to nurses is assuring they have a safe practice
environment free of mandatory overtime and otter work issues and a voice in the resource
allocation decisions that affect their ability to achieve quality heath items for patients. Nurse
activists note that finding processes, structures and methods such as collective bargaining may
offer nurses control over practice, In general collective bargaining involves discussions and
negotiations between two groups as to the terms and condition of employment. It is called
"collective" because both employer and employee act as a group rather than individuals. It is
known bargaining because method of reaching an agreement involves proposals and counter
proposals, offers and courter offers and other negotiations.

Definition:
Bargaining is a process of meeting, presenting demands, discussing, presenting counter offers,
haggling, cajoling, threatening and host of other activities which go into the bargaining of an
agreement.

TYPES

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INDIVIDUAL BARGAINING
Definition:
 The bargaining done by the individual who has a quick mind, but unlimited patience, know
how to disseminate without being a liar, inspire trust without trusting others, be modest but
assertive, charm others without succumbing to their charm, and posses plenty.

IMPORTANT POINTS FOR INDIVIDUAL BARGAINING

1. Personal reputation
2. Prior bargaining experience
3. Status and position in hierarchy
4. Understanding of bargaining process
5. Confidence, ability to resist persuasion and patience
6. Superior communication and presentation skills. 

CHARACTERISTICS OF INDIVIDUAL BARGAINER

 Best responsibility in one person preventing divided opinion.
 Can make on the spot decision to gain concession
 May be used to signify that bargaining is not considered important
 Requires learning aspects of case including technical.
 Easier to be less formal more personal
 Do not ask everyone opinon

COLLECTIVE BARGAINING
Definition:
"Collective Bargaining” is defined as a process whereby workers organize collectively and
bargain with employers regarding the workplace about their rates of pay, hours of work and
other matters and terms and conditions of employment. In a broad sense, it is the coming
together of the workers to negotiate their employment. 
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ISSUES LEADING TO COLLECTIVE BARGAINING

Issues that lead to petition tor unions develop between the employers and employees usually
because employers do not went to share power with employees. Among the major issues
leading to unions and collective bargaining are the following:-

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Absence of procedures for reporting unsafe or poor patient care is the number one issue.
Short staffing and improper skills.
Floating without orientation and training.
Use of temporary personnel and unlicensed assistive personnel.
Lack of respect for employees
Lack of autonomy.
Lack of promotional opportunities.
Lack of professional practice committees.
Lack of staff development and continuing education opportunities.
Lack of involvement.
Low wages and limited benefits
No pension portability.
Poor on call arrangements and lack of flexible schedules.
Over work, mandatory overtime and shift rotation.
  Low morale.
 Performance of non-nursing duties.
 Poor management and communication.
 No ability to take sufficient breaks.
 Lack of career ladders.
 Lack fl voice in re resource allocation decisions that affect their ability to achieve quality
health outcomes for patients. 

PRE-REQUISITES FOR COLLECTIVE BARGAINING

 Trade union recognition- Existence of the freedom at association does not necessarily
mean that there would be automatically be recognition of unions for bargaining purposes.
Especially in systems where there is a multiplicity of trade unions there should be some
predetermined objectives criteria within the industrial relations system to decide when and
how a union should be recognized for collective bargaining purposes. The accepted
principle is lo recognize the must representative union, but what criteria is used to decide it
and by whom may differ from system to system.

 Observance of agreements- Especially in developing countries where there multiplicity of

unions, unions are sometimes unable to secure observance of agreements by their members.
Where a labor aw system provides for sanctions tor breaches of agreements, the labor
administration authorities may be reluctant to impose sanctions on the workers. Where there
is a frequent non observance of agreements or understandings reached through the
collective bargaining process, the party not in default would lose faith in the process.

 Support of labor administration - support by the labor administration authorities is

necessary for successful collective bargaining. This implies that they will,
 Provide the necessary climate for it.
 Will not support a party in breach of agreements concluded consequent to collective
bargaining.
 As far as practicable, secure observance of collective bargaining agreements.
 Provides methods for the settlement of disputes arising out of collective bargaining if
the parties themselves not so provided.

 Good faith - Collective bargaining is workable only if the parties bargain in good faith. If
not there will be only the process of bargaining without a result i.e., an agreement. Good
faith is where certain attitudes are shared among employers, workers and their organizations
 Proper internal communication- Both the management and the union should keep their
managers and members respectively well informed, as a lack of proper communication and
information can lead to misunderstandings and ever strikes.

RESOURCES REQUIRED
For collective bargaining to take place, regularly and timely meetings must be held between the
bargaining terms. Sufficient time and human resources must be allocated o the consultation
process and assembling data in preparations of collective bargaining negotiations.

BARGAINING PROCESS
The general process followed by nurses to pursue bargaining.

1. An organizing committee is formed. It should represent all prospective members on all

shifts and in all practice area. Members should be well known and respected.
2. The major campaign issue are identified and discussed.
3. The organizing committee Ty to obtain extensive knowledge of all fact of the institution
4. Possible employer tactics are identified and discussed, and specific strategies to manage
them
5. A system is establis1ed for keeping constant communication with nurses.
6. A structural plan is made, including adoption of a set of bylaws and election of officers.
7. An election is held in which Nurses vote for or against a collective bargaining unit,
Notice s posted on bulletin board that includes detail of election. With a majority (50%
plus one) of voting nurses voting for it, then that becomes Exclusive bargaining unit
8. A bargaining committee is elected by the nurses to negotiate a contract
9. A contract is negotiated. Members of the bargaining committee at the first meeting
should prepare proposals. The easiest one should be settled first. Management will use
their strategy, for this reason, Nurse member should track all proposals using their
minutes of meeting ant making index card listing each sides proposals. Debriefing at the
end of each session are helpful they should respond to management with care, spirit, and
no unconditional concessions.
10.When all proposals have been fully discussed and agreed upon, the contract is written
11.The contract is then presented to union members, who vote 10 ratify it or reject t ratified,
it is signed by both the sides.
12.The contract is enforced through arbitration procedures and is reviewed or amended on a
regular basis. 

PRINCIPLES:
 Collective bargaining should be made an education as well as bargaining process. I
should offer the union leader opportunity to present to management desires explain the
union leader employees the economic problem confronted with.
Must be honest attempt at solving a problem.
Both parties should respect each other.
There must be mutual confidence, faith and desire to make collective bargaining effective
in practice.
There should be honest and responsible leadership.
Two parties should observe and abide by al the national and state laws.

APPLICATIONS TO NURSING
 Nurses should be aware of and clarity their values regarding collective bargaining strikes
when choosing a work place.
 Nurses should also need to protect themselves from unfair management practices.
 Nurses working in health care organization with a collective bargaining agreement should
obtain a study a copy of the collective bargaining contract which specifies conditions of
employment, such as salaries, workload, fringe benefits and advancement of
opportunities as well as specific procedures for filling grievances regarding various
issues.
 Collective bargaining contracts establish nurse practice committees which allow
employees to become involved in health care decisions.
 A nurse manager should review past positions taken by both union and management
contract negotiations, grievances and decisions to strike; this information can help the
nurse manager identify and address key issues before they become problematic.
 In a heath care organization that displays minimal concern for employee satisfaction, a
nurse leader may become instrumental in lobbying for a collective bargaining agreement.

ADVANTAGES OF COLLECTIVE BARGAINING

1. Settlement through dialogue and consensus.
2. Institutionalize settlement through dialogue.
3. Collective bargaining is a form of participation.
4. Such agreements have the effect et guaranteeing industrial peace for the duration of the
agreements.
5. Partnership between organized labor institutions designed to maintain non-
confrontational processes.
6. Has valuable by- products relevant to relationship between two parties. 
7. Collective bargaining and consequent agreements lend to stabilize union membership.
8. The effect of improving industrial relations
DISADVANTAGES OF COLLECTIVE BARGAINING
 They focus on seniority rather than merit.
 It may discourage hard work and personal ambition.
 Once nurses gain collective bargaining stats they exhibit low participation in related
activities.

DIFFERENCE BETWEEN INDIVIDUAL AND COLLECTIVE BARGAINING