Conciliation is a concept often applied to the art of collective bargaining, a term often applied to the activity of the public body that tries to make collective bargaining. According to this theory, workers sell their individual work only on terms defined collectively on the basis of a contract concluded in the context of collective bargaining. The main objective of the development of the collective bargaining technique is to improve relations between workers and management and thus maintain peace in industries. The technology only developed in India after India`s independence and the increase since then. The government is also looking at the collective bargaining process. The government adopts and enforces several labour laws and wants it to be applied in its own proper sense. If a person breaks the rules and laws, he imposes them by force. At the time when the old agreement is about to expire or well before, workers` representatives come with new requirements. Such requirements are also made when the industry is losing out, or even during the period of depression. If management accepts the requirement of higher wages and other benefits, they would prefer to close the plants. Uncertainty in business cycles, the spirit of mass production and competition for employment make good business a necessity.
The union`s collective action gave strength to the individual worker. The success of collective bargaining lies in the attitude of management and workers, which is in fact incompatible with the spirit of collective bargaining in India. There are some problems hindering the growth of collective bargaining in India. A study of the various collective agreements concluded in India is one of the striking trends in collective bargaining. Collective bargaining is the process in which a group of workers negotiates “collectively” with the employer. This is usually the negotiation of wages, working conditions, benefits and other factors relating to the remuneration package and workers` rights. The important feature of the above-mentioned dispute prevention and resolution mechanisms is that dispute resolution through collective bargaining is fully present and is not referred by simpler, simpler, simple, simple, simple, simple business committees than to the Court of Inquiry and the Labour Tribunal. The decision of the labour courts, the labour tribunal and the national court binds the two parties.
If the government is committed to supporting the principle of collective bargaining, why has it not been legislated? The Trade Union Review Act 1947 did not provide for the mandatory recognition of representative unions by employers, but it was never notified and therefore never came into force. There are three different stages in the collective bargaining process: the right to bargain collectively with an employer strengthens the human dignity, freedom and autonomy of workers by giving them the opportunity to influence the definition of labour rules and thus gain some control over an important aspect of their lives, namely their work… Collective bargaining is not just a tool for pursuing external objectives… Rather, it is an experience as an experience of self-management that is in itself valuable… Collective bargaining enables workers to achieve some form of democracy in the workplace and to guarantee the rule of law in the workplace.