Answer:
In bargaining situations, demands are pitched higher than what one would really settle for and offers are initially made lower than what one is really prepare to give. On the other hand it’s a charter in which some major and some minor demands consist. All these variations in bargaining can be divided in three types, theses are:
- Distributive Bargaining: Distributive bargaining is the most common type of bargaining and involves zero-sum negotiation. In other words, one side wins and other side loses. Union employees may try to convince management that they will strike if they don’t get the wages or working conditions they desire. Management, in turn may be willing to try to ride the strike out, especially if they have cross-trained other workers or have external replacements to fill in for those on strike. In this bargaining, union and management have initial offers or demands, target points, resistance points and settlement ranges.
- Integrative Bargaining: Integrative bargaining is similar to problem- solving sessions in which both sides are trying to reach mutually beneficial alternatives. Both the employer and union try to resolve the conflict to the benefit of both parties.
- Concessionary Bargaining: It involves a union’s giving back to management some of what it has gained in previous bargaining. Why would labor be willing to give back what it worked so hard to obtain? Usually such a move is prompted by labor leader who recognize the need to assist employers in reducing operating cost in order to prevent layoffs and that motivates concessionary bargaining.
