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COLLECTIVE BARGAINING CONCEPT AND IMPACT IN INDIA The conflict between the manageme nt and the employee is inheren t in an industrial society. One argues for more investment and profits while the other argues for better standard of living. These two conflicting interests can t e adjusted t emporarily through the principle of "give and taxe"1. The principle of give a t d take has been infused in the pr inciple o f co lled ive bargaining. CONCEPT UB COLLECTIVE BARGAIMNG : - 2. Collective bargaining has been &fined' by different experts in different ways. Neqertheless, it is treated a s a method by which problem of wage s and coAdit ions of employment are resol ved peace- &lly and voluntar ily bet ween labour and mana gement . Howe ver , the te rm collective bargaining is opposed to individual barg ain ing.8 Sometimes, i t is described as a proces s of accommodation between two conflicting interests.4 Here, powe r stands against powe~P The I.L .O. defines collec tive bargaining. "as negotiations about workin g conditions and terms of employment bet ween a n empfoy er, o r a grodp of employers * LL-M., Cochin Lecturer, Madhusudan Law College, Cuttack, Orissa. 1 . Otto Kahn-Freund, Labour an d tlh L-aw, L mdon, Stevens & Sons, (1977?, 2 . 49- 2. I.L. . . , ~ibo& a w P P ~ ~ b o u t , ~ e ~ t i m ~ . M.Tripathi (Pvt) Ltd., ~ o m b a ~ , 1968), P. 2 9 . 3 . N.S. Chandrasekharan & P .P. Paul, "Coll ective Barga ining and IndustrialRelations in the private sector in Indi a," 6, C.U.L*., 16 0 (1982). 4. Se e Msry Sur, Collective Bargaining, Asia Publishing House, Bombay, (1965). P. 7. 5 Otto Kahn-Freund, Supra, n.1 a t P . 51.

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