PROFESSIONAL ORGANISATION

INTRODUCTION
A Professional organization is created to deal with issues of concern to those practicing in the profession. It differentiates a profession from an occupation, governance is the establishment and maintenance of social, political and economic arrangements by which practitioners control their practice, their self discipline, their working conditions and their professional affairs, nurses, therefore need to work within their professional organizations. Professional organization is the vehicle through which nursing takes collective action to improve both the nursing profession and health care delivery. There are many nursing associations from which to choose, and they offer a variety of benefits to the public, to the nursing profession as a whole, and to individual member. The organization varies in purpose or mission and membership. It provides a vehicle for nurses to meet present and future challenges and work toward positive profession wide changes that keep pace with societys complex health needs. The purpose of some professional organization such as ANA, is to globally represent the profession. Specialty group with a more specific focus, promote education skills, standards and perhaps certification opportunities for a particular segments of the profession, for eg: the American Association of Critical Care Nurses. Each organization has a unique philosophy or mission directed at professional nursing practice. Value and norms for professionals are communicated in official publications, position statements and specified standards. These organizations promote professional parameters for clinical practice, education, administration and research. They provide educational opportunities and foster expansion of the knowledge
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base of individual professionals and the discipline in general. Some organizations focus on science of the profession and their purpose is to promote the scholarly aspect of profession.

TERMINOLOGIES

PROFESSION An occupation, such as law, medicine or engineering that requires considerable training and specialized study.

ORGANIZATION An organization is a group of people intentionally organized to accomplish an over all, common goal or set of goals. ETHICS A code of moral principles. ADMINISTRATION Administration is the direction, co-ordination and control of many persons to achieve some purposes or objectives.

MEANING OF PROFESSIONAL ORGANIZATION

Professional organization is created to deal with issues of concern to those practicing in the profession.

PROFESSIONAL ORGANIZATION AT UNION LEVEL

As the nursing profession has developed and advanced, organizations that have become integral to profession have increased. The number of association continues to grow at local,
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state and national levels. Nursing organization may be related to a specialty or they may encompass all areas of nursing. The organizations are, The national student nurse association(NSNA) The American nurses association (ANA) The Canadian nurses association (CNA) The national league for nursing (NLN) The international council of nurses(ICN)

THE AMERICAN NURSES ASSOCIATION (ANA)

The American nurses association is a professional organization to advance and protect the profession of nursing. It started in 1896 as the nurses associated Alumnae and was renamed the American nurses association in 1911. PRIMARY MISSION The Association is a professional organization representing registered nurses (RNs) in the United States through its 54 constituent member associations. The ANA is involved in establishing standards of nursing practice. ANA also has three subsidiary organizations 1) American Academy of Nursing To serve the public and nursing profession by advancing health policy and practice through the generation, synthesis and dissemination of nursing knowledge. 2) American Nurses Foundation
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The Charitable and Philanthropic arm.

3)

American Nurses Credentialing Center It Credentials nurses in their specialty and credentials facilities that exhibits nursing excellence.

PURPOSE To improve the quality of Nursing Care. ACTIVITIES

Establish standards for nursing practice Develop educational standard Promote nursing research Establish a professional code of ethics Oversee a credentialing system Influence legislation affecting health care Protect the economic and general welfare of registered nurses. Assist with the professional development of nurses (i.e. by providing continuing education programs)

MAINTAIN STANDARDS OF CONDUCT They are also responsible for creating a code of ethics for nurses. 1. The nurse in all professional relationships, practices with compassion and respect for the inherent dignity, worth and uniqueness of every individual, unrestricted by considerations of social or economic status, personal attributes or the nature of health problems. 2. The nurses primary commitment is to the patient, whether an individual, family, group or community. 3. The nurse promotes, advocates for and strives to protect the health, safety and rights of the patient. 4. The nurse is responsible and accountable for individual nursing practice and determines the appropriate delegation
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of tasks consistent with the nurses obligation to provide optimum patient care. 5. The nurse owes the same duties to self as to others, including the responsibility to preserve integrity and safety to maintain competence and continue personal and professional growth. 6. The nurse participates in establishing, maintaining and improving health care environments and conditions of employment conductive to the provision of quality health care and consistent with the values of the profession through individual and collective action. 7. The nurse participates in the advancement of the profession through contributions to practice, education, administration and knowledge development. 8. The nurse collaborates with other health professionals and the public in promoting community, national, and international efforts to meet health needs. 9. The profession of nursing as represented by associations and their members is responsible for articulating nursing values for manufacturing the integrity of the profession and its practice and for shaping. MEMBERSHIP Federation of state nurses association. Individual registered nurses can participate in ANA by joining their respective state nurses association. PUBLICATION American journal of nursing The American nurse Code of ethics OJIN online journal of issues in nursing

CANADIAN NURSES ASSOCIATION (CNA)

This is a federation of II provincial and territorial registered nurses associations representing more than 1,30,000 Canadian registered nurses and nurse practitioners. HISTORY In 1908, representatives from nurses associations around Canada were invited to meet by the Canadian society of superintendents of training schools for nurses. At this meeting provisional society of the Canadian national association of trained nurses (CNATN) was formed.Mary Agnes Snively was named founding president. The CNATN took its members from societies such as graduate nurse and alumni associations. In 1924, the CNATN changed its name to the Canadian nurses association. PURPOSE To achieve quality nursing care of the people of Canada by Promoting high standards of nursing practice, education and research. Fostering uniform regulatory practices among licensure and regulatory agencies. Influencing the development of national health policy. ACTIVITIES Define nursing practice Establish standards of nursing practice education and administration Promote nursing research PUBLICATION
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Canadian nurse

NATIONAL STUDENT NURSES ASSOCIATION (NSNA)

The national student nurses association is the national organization for student nurses, established in 1952 with the assistance of the American nursing association and national league for nursing. Its members are students enrolled in nursing education programs. Through voluntary participation, students practice self governance. PURPOSE To prepare nursing students to become contributing members of the nursing profession and to advocate for quality health care. ACTIVITIES Help students prepare for NCLEX-RN examination Generate scholarship funds for nursing education Provide opportunities for student nurses to become involved in political education activities MEMBERSHIP Active membership is open to, Students in state approved programs preparing for registered nurse licensure Registered nurse in programs leading to a baccalaureate in nursing PUBLICATION Imprint.

NATIONAL LEAGUE FOR NURSING (NLN)

The national league for nursing is an organization open to all people interested in nursing including nurses, non-nurses and agencies. HISTORY The NLN was founded in 1893 as the American society of superintendents of training schools for nurses and was the first organization for nursing in US. In 1912, it was renamed the national league for nursing education and released the first standard curriculum for school of nursing in 1917. In 1952, the NLN combined with the national organization for the public health nursing and the associate for collegiate schools of nursing as the national league for nursing and assumed responsibility for the accreditation of nursing schools in the US. ACTIVITIES Accredit (with voluntary participation from the schools) nursing education programs. Conduct surveys to collect data on educational program. Provide continuing education programs. Offer testing services, including licensure examination (NCLEX-RN) for state boards of nursing, achievement tests for use in nursing schools and preadmission testing for potential nursing students. PURPOSE To identify the nursing needs of society and to foster programs designed to meet these needs.
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MEMBERSHIP Open to any individual or agency interested in improving nursing services or nursing education. Composed of both nurses and non-nurses.

PUBLICATIONS Nursing and health care Nursing education policy Nursing league for nursing journal, position statements.

INTERNATIONAL COUNCIL OF NURSES (ICN)

It is a federation of more than 120 national nurses association. It was founded in 1899 and was the first international organization for health care professionals. It is headquartered in Geneva, Switzerland. ORGANIZATION The governing body of the ICN is the council of national representatives (CNR), composed of the president of each of the member associations and operating on the principle of one country one vote. The CNR meets every two years to determine policy matters affecting the nursing profession. Every fourth year this meeting is held in conjugation with the ICN quadrennial congress open to nurses throughout the world. OBJECTIVES ICNs objectives are fourfold. To promote the development of strong national nurses associations. To assist national nurses association to improve the standards of nursing and the competence of nurses.
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 To assist national nurses association to improve the status of nurses within their countries. To serve as the authoritative voice for nurses and nursing internationally. ACTIVITIES The activities of the ICN reflect the wide range of interests and needs of its international membership, focusing on such areas as nursing education, economic and general welfare of nurses, nursing practice and service, nursing legislation, nursing research and co-operation with other health care professions. An important aspect of ICNs role is the co-ordination of activities with other international organizations in the health care field. Promote nursing research worldwide.

MEMBERSHIP Independent nongovernmental federation of 112 national nurses association. PUBLICATION International nursing review.

SPECIALTY PROFESSIONAL ORGANIZATION

Some professional organization focuses on specific areas such as critical care, nursing administration or research or nurse midwifery. Specialty organizations are, 1. The association of operating room nurses (AORN).
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2. The association of womens health, obstetrical and neonatal nurses(AWHONN). 3. The American association of critical care nurses.
1. THE ASSOCIATION OF OPERATING ROOM NURSES

AORN in United States and the national conference of operating room nurses in Canada are concerned with continuing education for operating room nurses, higher standards for operating room care and increased research activities.
2. THE ASSOCIATION OF WOMENS HEALTH, OBSTETRICAL AND NEONATAL NURSE

It promotes standards of practice in obstetrical and gynecological nursing, encourages professional growth for its members and is an accrediting body for advanced programs in obstetrical and gynecological nursing.
3. THE AMERICAN ASSOCIATION OF CRITICAL CARE NURSES

It is a national organization of nurses working in critical care areas. It is concerned with nursing education, practice and research as they involve critical care nursing. PURPOSE OF SPECIALTY NSG ORGANIZATION It usually provides educational opportunities for their members specific to the specialty. It provides information related to current research findings in the specialty. It provides information about new equipment used in the specialty. It provides general information about professional about professional issues and issues in health care policy related to the specialty.

INDIAN PROFESSIONAL ORGANIZATION

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The professional organizations are, 1. Trained nurses association in India (TNAI) 2. The student nurses association (SNA) 3. Indian nursing council(INC) 4. Christian medical association of India (CMAI)
TRAINED NURSES ASSOCIATION IN INDIA (TNAI)

The trained nurses association of India is a national professional association of nurse. The present name and organization were established in 1902. But its history of development goes back to 1905. PHILOSOPHY The TNAI believes that good health is a fundamental right of every person and that it is responsibility of the health profession, including nursing to provide the kind of health care which will give each individual in society every opportunity to achieve optimum health. The belief of the TNAI that each nurse is a member of the society and is entitled to the same individuals right privileges and the goals of physical, mental, economic and social development as are available to other members of the society. PURPOSE Upholding the dignity and honor of the nursing profession. Promoting a sense of esprit de corps among all nurses. Enabling members to take counsel together on matters relating to their profession. AIMS

Upgrading.

Development and standardization of nursing education. Improvement of living and working conditions for nurses in India.
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 Registration for qualified nurses. MEMBERSHIP Membership in the TNAI is obtained by application and submission of a copy of your state registration certificate. You may transfer membership from the student nurses association by having a certificate sent from institution in which you have studied within six months after completing the course. Membership fees are required. A reduced fee is offered to those who transfer memberships directly from the SNA. A part of these fees is used to pay affiliation fees to the international council of nurses. It is possible to apply for a life membership. Many nursing authorities require membership in the TNAI as a condition for employment. FUNCTIONS To establish functions, standards and qualifications for nursing practice. To enunciate standards of nursing education and implement these through appropriate channels. To enunciate standards of nursing service and implement these through appropriate channels. To establish a code of ethical conduct for practitioners. To stimulate and promote research designed to increase the knowledge on which the practice of nursing is based. To promote legislation and to speak for nurses in regard to legislative action. To promote and protect the economic welfare of nurses. To provide professional counseling and placement service for nurses. To provide for the continuing professional development of practitioners.
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 To represent nurses and serve as their spoke man with allied national and international organizations, governmental and other bodies and the public. To serve as the official representative of the trained nurses of India as a members of the international council of nurses (whenever possible). To promote the general health and welfare of the public through all association programmes, relationships and activities. PUBLICATIONS Hand book of the TNAI (first copy published in 1917) The nursing journal of India, a monthly publication, first published in 1910. History of nursing in India. A public health nursing manual. Indian nursing year book was started in 1982. Simplified microbiology. RULES AND REGULATIONS The existing rules and regulations, as recommended by the TNAI council. 1. NAME AND OBJECTS The name and objects of the association are as set out in the memorandum of the association. The association is non political and non sectarian. 2. PATRON AND VICE PATRONS The president of the Republic of India or his wife or vice president of India or chief justice of India or speaker of LokSabah shall be invited to be patron of the association during the time of their office. The governing body of the
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association, hereafter mentioned as the council, may invite governors of the states or the Union Territories of India, their wives or other distinguished holders of offices at the centre or state levels or in public life of the country other than politicians to be vice patron. 3. PRESIDENT AND VICE PRESIDENTS Members of the association who form the House of Delegates shall elect at a general meeting. One of the full members of the association to be the president. Three other full members of the association shall be elected as vice presidents (first, second and third vice presidents) out of three vice presidents. One vice president shall be from the place at which the headquarters is located. The term of office in each case shall be four years. The president shall not be eligible for reelection, but shall be ex-office member of the council for one more term. Vacancies between general meetings shall be filled by the council at its discretion.

4. MEMBERSHIP The association shall consist of patron, vice patron and members. Members shall be of the following categories. a) Full members

A full member is a person who is a registered nurse fully trained from an institution recognized by the Indian nursing council and holds a certificate of training issued by a Registration council or Board of examinations recognized by the Indian nursing council. b) Associate members
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L.H.Vs, A.N.Ms/ Health workers, midwives and registered dais who are interested in the furtherance of the objectives of the association as laid down in the constitution of the association or the rules and regulations framed there under shall be eligible for associate membership. c) Affiliate members Nursing students of all categories and members of other nursing organizations shall be eligible for affiliate membership. d) Institutional membership

Any institute or organization with similar objectives and philosophy as that of the TNAI shall be eligible for membership. e) Honorary fellows The council shall select members of the association who have rendered service of a very high order to the cause of nursing and confer on them honorary fellowship of TNAI.

NOTICES
Any notice required to be given to members may unless otherwise required by the societies act, be given by publishing the same in the official journal of the association. MEMBERSHIP FEE The following shall be the membership fee or as is determined by the council from time to time. Life membership, Trained nurses HVL/ANM/Multipurpose HVL/ANM/Multipurpose without journal SNA TO TNAI
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- Rs.700 - Rs.500 - Rs.300 - Rs.600

Students transferring their membership from SNA to TNAI and availing the concession in life membership should apply immediately on passing the final examination.

STUDENT NURSES ASSOCIATION The student nurses association, organized in 1920 is associated with and under the jurisdiction of the TNAI. HISTORY The student nurses association (SNA) is a nationwide organization. It was established in 1924 at the time of annual conference of the trained nurses association of India (TNAI). The nursing superintendent of the government general hospital, Madras, Miss L.N.Jeans was the first honorary organizing secretary of this association. The pioneer unit of SNA was established at the general hospital, Madras, followed by Christian Rainy hospital, Madras and the Presidency general hospital, Calcutta. The SNA and TNAI used to have combined Annual conference but due to the increase in number of delegates it was felt in 1960 to hold separate conferences for the student nurses. The students are being given more and more responsibility to manage their affairs both at the state and national levels. OBJECTIVES AND FUNCTIONS - To providing a means of personal and professional development for the nursing student. - To help students to uphold the dignity and ideals of the profession for which they are qualifying. - To furnish nurses in training with advice in their courses of study leading up to professional qualification.

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- To encourage leadership ability and help students to gain a wide knowledge of the nursing profession in all its different branches and aspects. - To increase the student nurses social contacts and general knowledge in order to help them with their total personal and professional development. - To encourage both professional and recreational meetings, games and sports. - To provide a special section in The Nursing Journal of India for the benefit of students. - To encourage students to compete for prizes in the student nurses exhibition and to attend national and regional conferences. - To help student nurses develop a co-operative spirit with other student nurses this will help them in future professional relationships. - To provide a means of having a voice in what the association stands for and does.

SNA RULES AND REGULATIONS NAME The name of the association shall be the student nurses association (SNA). The association is an associate organization of the trained nurses association of India. PRESIDENT, STATE VICE PRESIDENTS, SECRETARIES The president of the TNAI shall be the president of the association. The SNA vice president and secretary shall be elected at the time of the annual or biennial conference of the SNA state branch general body meeting. The term of office for vice president
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and secretary shall be one year, but they would be eligible for reelection for one more term. MEMBERSHIP Student nurses of general nursing and midwifery, basic B.Sc. Nursing, multipurpose health worker(female), auxiliary nursemidwives, lady health visitors from the training institutions recognized by the Indian Nursing Council, in which a student nurses unit has been established. MANAGEMENT The governing body of the association shall be the council of TNAI which will receive the recommendations of the general committee of the SNA for consideration. The general committee of SNA shall consist of, a) President of TNAI or one of the vice presidents if the president wishes to delegate this responsibility. b) Vice presidents of SNA state branches. c) Hony. Treasurer of TNAI. d) National SNA advisor who must be a full member of TNAI. e) State branch SNA advisors. f) Secretaries of the SNA state branches. g) Secretary General, TNAI. SNA general body: The SNA general body at the national level shall comprise, i) Member of SNA general committee ii) Three representatives from each unit VIZ, SNA vice president, SNA Secretary and SNA advisor iii) All SNA delegates attending the conference
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OFFICERS The officers of TNAI shall be the officers of the association. The national SNA advisor of the student nurse association shall be full time officer appointed by TNAI council and shall be a member of TNAI. She/he shall act as the administrative officer of the association to implement its policies. She/he shall be responsible for the necessary preparation for the general committee meeting, the student nurses exhibition competition and for the management of the office as may be prescribed in the standing orders of TNAI. STATE BRANCH ADVISORS The state branch SNA advisors shall be elected during the state branch elections. Where there is no state SNA branch, the branch executive shall appoint an SNA advisor. She/he must be full member of TNAI who is keenly interested in the SNA and has experience of working with student nurses. In case of any vacancies of the SNA advisor they will be filled by the state executive, nominating a person for the interim period. State SNA advisors shall advise SNA unit office bearers to organize SNA activities, coordinate these in their respective states and at the national level. They shall keep units in their branches informed of all SNA activities and be the liaison officers between their respective branches and the national SNA advisor of the student nurses association. They shall help the SNA officers to organize student conference in the state and endeavor to attend such conference at the national level. They shall also help the students to fulfill the objects of the association and implement decisions made at the SNA general committee meetings and conferences. They shall assist in the enrollment of student nurses to the SNA and the formation of SNA units in every training centre and help student nurses to realize the importance of becoming full members of TNAI on completion of their training.
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THE GENERAL BODY MEETINGS The general body meetings of the association shall be held at the time of the SNA conference. The president, TNAI, shall preside over the SNA meetings, SNA office bearers of the host branch shall conduct the SNA meetings along with the professional. Agenda items from the branches should be sent to national SNA advisor at least two months before the general committee meeting. Resolutions passed at the general committee and general body meetings shall be forwarded by the national SNA advisor of the SNA to concerned authorities and TNAI council for consideration. The action taken by the council and other concerned authorities shall be forwarded by the national SNA advisor of the student nurses association to the state SNA vice presidents, secretaries and the state branch SNA advisors. UNIT ORGANIZATION All officers shall be elected by the student members of the unit as follows, a) SNA advisor shall be a member of the TNAI whose function shall be entirely advisory in nature. b) Vice president shall be a student and preside over all units meetings. c) Unit secretary shall be a student. d) Treasurer, Conveners and members of sub committees may be elected to arrange for various activities as the unit considers necessary. UNIT ACTIVITIES - The unit shall decide upon the duties of their officers and committees and draw up a programme of activities in line with objectives of the SNA.
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- The diary of unit activities shall be kept by the unit secretary and used as the basis for the quarterly reports and the annual reports which shall be a summary of important events. - Quarterly report of activities shall be sent to the state SNA advisor and copy to TNAI headquarters. - Student page of journal: suitable articles written by members shall be collected by the unit secretary and sent to the national SNA advisors of the student nurses association through the unit advisor or they may be sent through the state SNA advisor if so desired for publishing. - Application forms for membership in TNAI shall be given to unit members as soon as they complete their training. The completed form, including the certification from the head of school or nursing superintendent shall be forwarded to secretary, TNAI.

INDIAN NURSING COUNCIL The Indian nursing council was 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. TNAI is represented on this council by a member elected by TNAI council. The other nurse members on the council are also members of TNAI and therefore, the association is well represented. PURPOSE To providing uniform standards in nursing education To providing reciprocity in nursing registration throughout the country. FUNCTION

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 It given authority to prescribe curricula for nursing education in all of the states. To recognize programmes of nursing education. To refuse recognition of a programme if it did not meet the standards required by council. To provide registration of foreign nurses. The maintenance of Indian nurses register. It authorizes state nurse registration councils and examining boards to issue qualifying certificate. It given heavy responsibilities for nursing practice and nursing education. MEMBERSHIP The council is composed of representatives of state registration councils, central and state health departments, military nursing service, Indian red cross society, colleges and school of nursing, health schools and post certificate school, TNAI, medical council of India, Indian medical association and members of parliament.

CHRISTIAN MEDICAL ASSOCIATION OF INDIA (CMAI) The CMAI begin 1905 as a fellowship of Christian missionary doctors. It gradually developed in to a layer organization which included other Christian health professionals and health institutions. Its present name was assumed in 1926. Head quarters for the CMAI are in New Delhi with a south office in Bangalore. AIM The extension of the kingdom of Christ in India through the ministry of health and healing. OBJECTIVES
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- Promote co-operation and encouragement among Christian nurses. - Promote efficiency in nursing education and services. - Encourage the highest quality of candidate to choose nursing as a vocation. - Secure the highest standards possible in Christian nursing education. CURRENT FUNCTIONS - To provide spiritual support and a better understanding of the healing ministry with a focus upon the bible. It does this through retreats and conferences. - To provide professional training through formal and informal education, publications of text books and other materials and scholarships. - To encourage community health work through training, advisory services and technical support. - To assist and support churches and health institution with study and training. - To work with other agencies in an exchange of information and a development of programmes. It is the official agency of the national council of churches in India. - To disperse health related information this will help with health education and lead towards a more healthy and just society. MEMBERSHIP Membership in the CMAI is open to doctors, registered nurses and ANM or health workers, all health professionals, hospital administrators and chaplains. Students in health professional courses may also become members but may not vote or hold office. Membership fees are required and a life membership is available.
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PUBLICATIONS - Until 1986 it published The Christian Nursebimonthly but now limits regular publications. - Preparation of textbooks and manuals of nursing education in India. - They have published at least nine textbooks, written in both the English and Hindi languages for nursing education.

JOURNAL ABSTRACT
Learning and developing are life long process. Professional nursing associations provide an opportunity for professional nurses to develop a bigger picture of nursing and health care over all. Membership is a professional association also gives nurses including perioperative nurses. An opportunity to be in control of their professional destiny. The membership can lead to an increased awareness of nursing issues and support for collective actions among nurses. Association members can explore trends and a concern facing their profession and association provides networking opportunities to connect them with peers.

CONCLUSION
Professional organization both at the national and local level provide opportunities to connect with peers in your specialty share best practices and learn about new trends, education technical advances.

BIBLIOGRAPHY
BOOKS
1.

Patricia K ladner Fundamentals of nursing standards and practice, 3rd edition, Thomson publishers. Page no.: 185-186
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2.

Ruth F craven Fundamentals of nursing human health and function, 5th edition, Lippincott publishers. Page no.: 50-51

3. Kathleen koering blais Professional nursing practice, 5th edition 2006, juile Levin publishers. Page no.: 43-45
4.

Porter and Perry Fundamentals of nursing, 5th edition 2001, published by Harcourt private limited. Page no.: 395-396 Barbara kozir Fundamentals of nursing concepts and practice, 7th edition 2004, published by Dorling Kindersley pvt. Ltd. Page no.: 50-51 http://www.rcn.org.uk/development www.cancerindia.org http://www.nurse.org www.anfvic.ans.au/topics

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6. 7. 8. 9.

AUDIO VISUAL AIDS

Black board

Chart

Hand out

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COLLECTIVE BARGAINING
DEFINITION:
Collective bargaining is an agreement between a single employer or an association of employers on the one hand and a labour union on the other, which regulates the terms and conditions of employment (Tudwig Teller) Collective bargaining is a process of discussion and negotiation between two parties, one or both of whom is a group of persons acting in concest. More specifically it is the procedure by which an employer or employers and a group of employees agree upon the conditions of work (The encyclopaedia of social science) UNION/LABOUR ORGANIZATION: An organization in which employees participate for the purpose of negotiating with the employer about grievances, labour disagreement, wages, hours of work and conditions of employment. CHARACTERISTICKS OF LABOUR UNIONS:
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Union certification- any seven persons can from a trade Defining membership of the bargaining unit both union and employer attempt to specify which worker classifications are eligible for membership in bargaining unit. PREPARATION FOR COLLECTIVE BARGAINING: Preparation should begin months before the contract talks. Chairperson should be establish and maintain pleasant relationship with union representatives by treating them courteously in social situations, grievance hearing. Obtain information from other nurse executives about union activities in neighbouring health agencies. Review other labour contracts negotiating in other agencies to determine what type of demands were made by various worker categories. Keep ongoing recording agencys employees grievances and analyse these before negotiation begins. Research the wage salary structures of other health agencies in the community and compare against agencies current wage package. Should read the act to identify limitations.

PROCESSES OF UNIONIZATION The process of unionization consists of following steps: Selection of a bargaining agent. Certification to contract. Contract administration. The nurse managers role. Decertification. Selection of bargaining agent: The process of establishing a union in any setting begins with the selection of a bargaining agent certified to conduct labour negotiations for a group of
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individuals. This process is known as a representative election and is presided over by the national labour relationship board. For an election occurs, the union must demonstrate that interest is shown by at least 30% of the employees affected by this action. Once the 30% level is reached, the union can petition the national labour relations board to conduct an election. At the conclusion of this meeting the board will have determined three things: Who is eligible to participate in the union: - This is problematic issue and not easily resolved, because registered nurses employed as staff nurses are eligible for collective bargaining but registered nurses employed as management are not. Whether the signatories are employees of the organization. A date for union election: - the election is conducted by the board within 45 days, using a secret ballot. All individuals eligible for represent action by the union are notified of the election time and date. On Election Day, eligible employees are asked to choose not only whether they wish to be representatives of the union but also which union they want to represent.

Many unions represent registered nurses in collective bargaining; therefore the ballot may contain several choices for the bargaining agent. In addition to various state nurses associations (SNAs), other major unions representing nurses are: American federation of, county and municipal employees (AFSCME). Service employees international union (SEIU).

The election outcome is determined by the group receiving a simple majority of the votes cast. The union winning this election certified to enter into contract negotiations with the employer. The process of selecting a bargaining agent produces a tense, emotional climate that affects everyone in the organization. It is important for both nurse and managers and staff nurses to remember that during this period, the rules of unfair labour practice apply. Staff nurses also must be careful that their discussions regarding collective bargaining take place away from the work site and not on work time.

Certificate to contract:

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Certification by the National Labour Relations Board (NLRB) of a union to be the bargaining agent does mean that a group of people have the right to enter into a contract with an employer, a concept known as certification to contract. The actual contract and its provision must be written and voted on by the union membership a process that may take some time. Issues considered mandatory subjects of bargaining are rates of pay, wages, hours of employment and grievance procedures. Additionally, the contract may specify other areas provided that both parties agree they should be included. These can include:

A union among security clause. A management rights clause. Seniority. Fringe benefits. Layoff and reduction in work language. Floating procedure. Insurance. Retirement issues. Professional issues. The contract is considered to be in effect when both management of the organization and employees agree on its content. The final agreement is subject to a ratification vote by the affected employees. Passage of the contract, or ratification, is obtained by a simple majority of eligible members who vote.

Contract administration: The role of administrating the contract then falls to an individual designated as the union representative. The individual may be an employee of the union or a member of the nursing staff. It is the duty of the union representative to provide fair and equal representation to all members of the unit. The role of the union representative is explain the
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provisions of the contract to the union membership and be available to help in the grievance process.

The nurse managers role: The nurse manager in a health care organization where nurses are organized into a collective bargaining unit participates in resolving grievances, using the agreed upon grievance procedure.

CLASSIFICATION OF GRIEVANCE: Grievance can usually be classified as o Those caused by misunderstanding. o Those caused by intentional contract violations. o Those caused by symptomatic problems outside the scope of the labour agreement. Grievance caused by a misunderstanding usually stem from circumstances surrounding the grievance, a lack of familiarity with the contract or an inadequate labour agreement. Intentional violation of a contract is usually an effort to capitalize on ambiguous contract language or past practices. Symptomatic grievances are simply a means for the employee to show dissatisfaction or frustration and stem from the human element in management / labour relationship.

THE GRIEVANCE PROCESS: an example; The following steps comprise the typical grievance process: Step 1:- the employee talks informally with her or his direct supervisor, usually as soon as possible after the incident has occurred. A representative of bargaining agent is allowed to be present. A written request for the next step is given to the immediate supervisor within ten work days. The employee, supervisor, and agent will be present for any discussion.
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Step 2:- if the response to step 1 is not satisfactory, a written appeal may be submitted within 10 work days to the director of nursing. The employee, agent, grievance chairperson and the top nursing administrator or designs can be provided in 5 work days subsequent to these meetings. Step 3:- the employee, agent, grievance chairperson, nursing administrator and director of human resources meet for discussion. The 10 and 5 day time limits for appeal and answer are again observed. Step 4:- the final step is arbitration, which is invoked when no solution suggested is acceptable. An arbitrator who is a neutral third party is selected and is present at these meetings. The submission of grievance may be required within 15 days after step 3 is completed.

SUGGESTIONS HELPFUL IN HANDLING GRIEVANCE: The objective of the grievance process is not to achieve conquest. You have to work with one another after resolution of the grievance, so treat each other with courtesy and respect. Do not, whatever your position, allow disagreements or disputes among members of your team to be public. Expedience is a must; delaying tactics serve only to heighten emotions. However allow time to consider the facts. Stay objective: emotionalism usually leads to further problems. Implementing decisions or filing grievances requires planning. Get all the facts and informations, evaluated and anticipates the other partys response. Seek guidance from those higher in administrative positions. Never refuse to meet with the grievant representatives. The bargaining unit representative, though in a unique position, is not immune from reprimand or discipline. Integral to bargaining are solutions that may also accommodate future changes and needs. Be prepared to give or take acceptable compromises and alternate solutions within the framework of the contract, no matter which party suggests them.
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 Pat formulas do not settle grievance or solve problems. Observe the time limits. If you do not, the bargaining unit may lose the right to continue the grievance to the next level. In adjusting a grievance, knowledge is very important. Gloating over a nursing is human but remember that you may lose the next one; dont become overconfident.

THE GRIEVANCE HEARING In the grievance hearing, remember this key behaviour: Put the grievant at ease. Do not interrupt or disagree. Listen openly and carefully. Discuss the problem calmly and with an open mind. Get the story straight. Get all the facts ask logical questions. Consider the grievant view points Avoid snap judgements. Do not jump to conclusions Make an equitable decision, and then give it to the grievant promptly. Decertification: Occasionally, members of a particular may decide that the union they want or that no union at all is needed. In such a case, the members of the bargaining unit have the right to either change their union affiliation or remove the union by using a process known as decertification. This process is essentially the same as that following by the NLRB for a representation election.

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TYPES OF STRIKES:

Jurisdictional Strikes

recognition strikes

Economic Strikes

TYPES OF STRIKES

sympathy strikes

Illegal Strikes

unfair labour strikes

Economic strikes: Employees attempt to get their employer to meet their demands by their services. An employ cannot be fired for participating in an economic strike but can be replaced.

Unfair labour strikes: Result from an unfair labour practice by an employer or a union.

Sympathy strikes: Employees of one employer strike in support of another. Workers can refuse to cross to picket lines.

Jurisdictional strike:
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In jurisdictional strike there is a work stoppage over the assignment of work to two or more unions. Employees may strike because the employer assigned a particular job to another union. Recognition strikes: It is a work stoppage to force an employer to bargain with a particular organisation. Illegal strikes: The category of illegal strike comprises violent strikes, boycott or secondary strikes and wildcat or surprise strikes that are not authorised by the union.

ADVANTAGES AND DISADVANTAGES OF COLLECTIVE BARGAINING: Advantages: o Equalization of power o Viable grievance procedure o Equitable distribution of work o Professionalism promoted o Nurses control practice Disadvantages: o Adversary relationship o Strikes may not be prevented o Leadership may be difficult to obtain o Unprofessional behaviour o Interference with management

MAJOR ISSUES IN COLLECTIVE BARGAINING FOR NURSES: Unit determination:

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The term unit determination refers to the decision. Making process the NLRB uses to determine the composition of a given group for collective bargaining. In this process the NLRB could use their discretion in determining unit composition because the guidelines given by congress in 1974 amendments instructed that there be no undue unit proliferation. Following passage of the 1974 amendments, the NLRB determined the composition of each bargaining unit on a case by case basis. To meet the congressional mandate that there be no undue unit proliferation, the NLRB adopted a standard to determine unit composition called community of interest. In 1984, the NLRB changed from a community of interest standard to a disparity of interest standard. Under the community of interest standard, the NLRB accepted any of 6 existing units-registered nurses, other professionals, technical employees, service and maintenance workers, business office clerical and guards. Unclear the new disparity of interest standards, the NLRB recognised only 4 units-professionals, technical employees, service maintenance employees and guards. Hospital management groups wanted to recognise only those unions composed of all professionals, all non professionals and guards. This dispute resulted in the NLRB on September 1st, 1988 proposing a rule identifying 8 separate eligible bargaining units in health care: o Registered nurses o Physicians o All professionals except registered nurses o Technical employees o Guards o Non professional employees After a number of legal challenges, these rules were eventually upheld by the U.S Supreme Court in April 1991. Labour management committees:

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A popular development during the last decades in the formation labour management committees. This allows staff nurses and nursing managers to communicate on a less formal basis to help resolve potential or actual problem. However institutions that use labour management committees may be in violation of federal labour law. The national relations act defines a labour organisation as any organisation of any kind or any agency or employee representation committee in which employees participate and which exists or the purpose of dealing with employees. Furthermore, the law defines one unfair labour practise by the employer as being to dominate or interfere with the formation or administration of any labour organisation or contribute financial or other support to it. The recommendation made by the committee may or may not be implemented by the organisation and may be subject to change in the future by the organisation without the consent or consultation of the committees.

NURSES, UNIONS AND PROFESSIONAL ASSOCIATIONS: Since its inception, the Americans Nurses association (ANA) has an active interest in the economic security of nurses. Although it was useful in helping to shape the role of the profession in supporting collective bargaining for nurses, the ANA did not officially adopt an economic security programme that included collective bargaining until 1946. Since that time, the ANA has actively promoted collective bargaining for nurses through the economic and general welfare programme which currently called department of labour relations and work place advocacy. ANA is a registered labour organisations but it does not engage in direct collective bargaining. Although the ANA supports collective bargaining and takes an active role in promoting collective bargaining, the SNAs have the freedom to independently decide their own level of participation regarding collective bargaining. All the SNAs have a labour relations programme as a part of their purpose and conduct programmes to address the needs of the nurses in their state regarding financial and job security. Many people believe that collective bargaining is a new movement in nursing but the fact is that nurses have been concerned with their economic and general welfare for sometimes. In the early 1900s, working conditions and salaries for nurses were extremely poor. Nurses working conditions were abysmal, long hours, no fringe benefit and sub-stand and wages. Just prior to the collapse of the economy in 1929, some nurses began to
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recognise that protest and collective action were necessary if the conditions of the nurses were to improve. In 1974, the health care amendments referred to earlier made it possible for nurses to use legal sanctions if necessary to ensure bargaining related to conditions of employment. Since the passage of these amendments, many state nurses associations have qualified as legal bargaining agents for nurses. Collective bargaining looks increasingly attractive to nurses because of their growing frustrations about the inability to practice nursing as they believe it should be practiced to influence their working conditions or to bring about improved personal policies and benefits. Nurses meet their in many ways. Some nurses believe that the professional organisations should not serve as labour organisations, that this dualism represents a conflict of professional purposes and standards. In summary, the NLRB and federal appeals decisions have upheld the supervisory nurses rights to belong to the professional associations. So as long as she or he does not participate in the administration of any aspect of the organisations that assists collective bargaining activities.

FUTURE OF COLLECTIVE BARGAINING: The use of collective bargaining as a method for nurses to enhance their economic and professional status holds both concerns and promises, especially with the radical changes that are occurring in the health care industry today. The concerns are that the very process of collective bargaining separate rather than unit nurses. Nurses in collective bargaining unit believe that collective bargaining contracts can be vehicles to achieve their goals regarding not only employment and financial issues but also improvements in practice conditions for their patients. The future of collective bargaining for nurses, however, is unknown.

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JOURNAL ABSTRACT
1) Acquiring organizational autonomy and control over nursing practice, through a combination of traditional and non-traditional collective bargaining (CB) strategies, is emerging as an important solution to the nursing shortage crisis. For the past 60 years, nurses have improved their economic and general welfare by organizing through traditional CB, particularly during periods of nursing shortages. During the past decade, however, the downsizing of nursing staffs, systems redesign, and oppressive management practices have created such poor nursing practice environments that improvement in wages no longer is viewed as the primary purpose of CB. Much more essential to nurses is assuring they have a safe practice environment free of mandatory overtime and other work issues, and a voice in the resource allocation decisions that affect their ability to achieve quality health outcomes for patients. The thesis presented in this article is that traditional and non-traditional CB strategies empower nurses to find such a voice and gain control over nursing practice. This article describes the current shortage; discusses how CB can be used to help nurses find a voice to effect change; reviews the American Nurses Association's (ANA's) history of collective action activities; explains differences between traditional and non-traditional CB strategies; and presents a case study in which both strategies were used to improve the present patient care environment.

CONCLUSION
The collective bargaining has its own way between the labour and organization but still the future of it is unknown for nursing community. collective bargaining in labour relations, procedure whereby an employer or employers agree to discuss the conditions of work by bargaining with representatives of the employees, usually a labour union. Its purpose may be either a discussion of the terms and conditions of employment (wages, work hours, job safety, or job security) or a consideration of the collective relations between both sides (the right to organize workers, recognition of a union, or a guarantee of no reprisals against the workers if a strike has occurred).

BIBLIOGRAPHY
A. Daly john, speedy Sandra, Jackson derba; professional nursing, concepts, issues and challenges S P publishers, page no.245-248.
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B. Russell c swansburg; management for nurse managers (2nd edition) page no. 159-

168. C. Basavanthappa B.T; nursing administration (1st edition), jaypee publication, New Delhi, page no. 312-315. D. Anna marriner tomey(2004); guide to nursing management and leadership (7th edition), mosby publications, Missouri, page no. 133-139.

AUDIO VISUAL AIDS

Black board

Chart

Hand out

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KEMPEGOWDA COLLEGE OF NURSING

SUBJECT: ADVANCE NURSING PRACTICE. TOPIC : PROFESSIONAL ORGANIZATIONS AND UNIONS AND INDIVIDUAL AND COLLECTIVE BARGAINING

SUBMITTED TO Mrs.KAMALA.J ASSOCIATE PROFESSOR HOD OF OBG K.C.N, BLORE. BY Ms. VIJAITHA.V (N)
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SUBMITTED

1ST YEAR MSc

K.C.N, BLORE. SUBMITTED ON:

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