Essay on Collective Bargaining and Shared Governance in Management

This essay delves into the critical aspects of management, focusing on collective bargaining and shared governance. The first section examines collective bargaining as a fundamental right for workers, highlighting its role in establishing a proper working environment, addressing labor relations issues like wages and working hours, and ensuring employee rights. The essay emphasizes the importance of negotiations for regulating employment terms and fostering harmonious environments. The second section explores shared governance, particularly in healthcare, and its impact on nursing efficiency. It discusses the importance of shared governance in empowering nurses, improving patient care, and potentially achieving Magnet accreditation. The essay highlights the benefits of shared governance, including nurse retention and increased job satisfaction, concluding with a call for implementing shared governance to improve healthcare organizations.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

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Introduction
Collective bargaining is a very crucial fact for the proper running of the organizations.
The collective bargaining and employee negotiation has been regarded as the most important
functions for the employee unions. The rights of the workforce should always be given by the
organization and the only way to achieve that is the collective bargaining. The first question of
the essay will deal with this factor. In the second section, the topic of discussion is the
implementation of the shared governance to increase the working efficiency of the nurses in the
hospital facilities (Troy, 2016). The importance of the magnet accreditation will be highlighted
in this essay as well. The shared governance is a crucial aspect for the development of the
nursing care. On the other hand, collective bargaining and employee negotiations will have to be
made better so the workforce can be given their due facilities.
Collective bargaining in organizations
In the contemporary organizations, the collective bargaining is rendered as a very
interesting matter to provide the best facilities to the workers. Sometimes it has been seen that
the rights of the employees have been violated and they have not been given the prior facilities
that they deserve in return of their hard work. Collective bargaining is considered as a
fundamental right for the workers in the countries (Troy, 2016). The collective bargaining is that
method by which the employers and trade unions look to establish a proper working environment
and culture within their organizations. When the problems occur, they will look to curb these
issues and make negotiations between the employees and the employers. This process of
collective bargaining provides the proper opportunity for setting up effective labor relations
within the organizations (Dastmalchian, Blyton & Adamson, 2014).

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Critics are of the opinion that the employees should not be deprived of their facilities and
rights since they put in a lot of hard work for the progress of the organizations. Some of the
issues that occur within the periphery of labor relations and collective bargaining are employee
wages, working hours, treatment of employees in an equal manner and occupational health and
safety (Troy, 2016). It is indeed very important to carry out these negotiations so that the terms
and conditions of the employment can be regulated properly (Dastmalchian, Blyton & Adamson,
2014). The rights and responsibilities of the parties should also be considered properly so that the
employees will be able to get all their benefits. These negotiations within the organizations often
lead to the harmonious environment within the organizations and they will remain productive as
much as they are (Wilkinson et al., 2014).
On the other hand, another aspect of the collective bargaining within the organizations is
to provide them with proper protection and reduce the rate of inequality that often takes place
within the organizations. This is obviously important to retain the employees and human
resources of the organizations. The employee relations should be kept properly so they can act as
per the clauses of negotiation (Wilkinson et al., 2014). In fact, both the parties (employees and
employers) come to a decision and they opt to follow all the things that have been signed in the
contracts after a lot of negotiation and discussion. The important functions of the collective
bargaining should be noted here (Marginson, 2015). These functions are to settle the disputes
within the organizations and manage all the employee grievances.
The employment contracts, salaries and benefits of the employees will also be looked
after through the collective bargaining process (Kelly, 2015). The critics of industrial relations
have said that the workplace safety and occupational safety should be ensured by the employers.
It can only be done through the means of collective bargaining. Organizations must think about

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the several ways by which they can provide safety to their employees (Marginson, 2015). The
organization and trade union both should form a team of representatives and they should be
indulged in discussing the situation with each other. Sometimes the trade unions call strikes to
justify their issues if their demands are not paid attention by the employers. The proposal for the
needed changes are given and the organization chooses how they can come to a situation to make
probable negotiations.
Shared governance in healthcare facility
Shared governance is a very critical factor for the success of the organizations in a new
manner. In case of better nursing facilities, this method of shared governance should be followed
somehow so that the efficiency of the nurses can be increased (Joseph & Bogue, 2016). In this
scenario, healthcare facilities across the country should be followed properly. Sometimes, nurses
have seen that there is a huge difference between the decision making process at the management
level and their responsibilities as per their roles and responsibilities as a registered nurse (Wilson
et al., 2014).
Due to these issues, it has become quite important to note that there should be a parity
between the decision making process and their responsibilities (Joseph & Bogue, 2016). The
concept of shared governance comes within the nursing profession because it is mainly a
profession dominated by the women. This is the control over the ownership of actions has been
seen in this situation (Siller et al., 2016). These things mainly came in the male dominated
professions. As the nurses wanted their own control over their practice, this concept of shared
governance came into being.

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Another crucial factor that should be considered in this scenario is that of the
empowering of nurses within the magnet accreditation. This magnet accreditation is given to the
hospitals by the American Nurses Credentialing Center (ANCC). This can be granted to the
hospitals that used to apply the shared governance structure (Wilson et al., 2014). The aspect of
shared governance means that the decision-making power should lie in the hands of the nurses
who directly deal with the patients. This kind of shared governance has always played a crucial
role in the improvement of patient care and engaging the employees to the work. However, some
advantages of indulging in the shared governance are retention of nurses, providing better service
to the patients, job satisfaction and profitability of the healthcare organization.
The shared governance structure could be implemented in my healthcare facility for the
betterment of patient care practices (Kutney-Lee et al., 2016). The nurses in my healthcare
organization have a vast experience and they are being impeded to take the decisions by the
managers. In most cases, these managers do not have much understanding about this decision
making in the nursing profession. Therefore, they make the decisions without consulting with the
experienced nurses (Chávez & Yoder, 2015). It is utmost important for our healthcare
organization to implement the shared governance structure. This is the only way we could apply
for the Magnet accreditation for our betterment. Only when this structure is implemented in our
organization, nurses would surely be able gain the decision making powers and implement them
for making better organizational decisions. The quality of the professional practice can thus be
increased.

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Conclusion
On a concluding note, it can be said that the collective bargaining is a very crucial factor
for the development of the living conditions of the organizations. The organizations always need
to care for the well being of the employees and does not engage in disputes with them. Another
important fact is the organizations will benefit if their employees are given the facilities properly.
On the other hand, it will be highly crucial for the nurses to engage in the shared governance
structure where they would be able to take the decisions properly. This is perhaps the only way
the healthcare organizations can be improved.

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Reference List
Chávez, E. C., & Yoder, L. H. (2015, April). Staff nurse clinical leadership: A concept analysis.
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governance. Nursing outlook, 64(4), 339-351.
Kelly, J. (2015). Conflict: trends and forms of collective action. Employee Relations, 37(6), 720-
732.
Kutney-Lee, A., Germack, H., Hatfield, L., Kelly, M. S., Maguire, M. P., Dierkes, A., ... &
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Siller, J., Dolansky, M. A., Clavelle, J. T., & Fitzpatrick, J. J. (2016). Shared governance and
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Troy, L. (2016). Beyond unions and collective bargaining. Routledge.
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Wilson, J., Speroni, K. G., Jones, R. A., & Daniel, M. G. (2014). Exploring how nurses and
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