The resolution of a contentious issue imposed from the outside, such as . B an adjudication authority, cannot satisfy one or both parties. In addition, most collective agreements also provide for an appeal procedure for complaints arising from the interpretation or application of collective agreements. Therefore, collective bargaining should ensure a lasting work peace in business. Legal formulations and binding agreements are concluded, so that both parties are responsible. All legal documents are then signed. This type of negotiation is also called cooperative bargaining. Integration strategies require both management and the union to adopt combative attitudes and to be genuinely interested in the common search for solutions to common problems. Effectively, inclusive negotiations must become a way of life for both sides, with ongoing efforts to improve relations through regular discussions on problems at all levels and the willingness to resolve these issues through the intervention of third parties. After Walton and McKersie, there are two forms of collective bargaining that are collective and inclusive bargaining. Distributed negotiations are a bit of a complex system because the position of the employer and the union (workers` representatives) is something like “we/I can`t go beyond that point, we/I can`t do more than that percentage.” Here, the interest is opposite and both parties want as much as they can get agreement. The motivation here is often to create a situation of profit for oneself and to lose for the other party. While the other form of collective bargaining they have listed in integrative negotiations is completely different, as it attempts to create a win-win situation and the interest of both parties is congruated.

The aim is to broaden the agreement and to be flexible at both ends, so that both parties can be satisfied. The question here is more why a particular subject is important and finding the common point of interest (Walton- MacKersie, 1995). A sample carried out by the Indian employers` organisation for the period 1956-1960 showed that collective agreements were concluded between 32 and 49% in the event of a dispute. Most of the collective agreements have been concluded at the enterprise level. In this context, the National Labour Commission has fully highlighted the progress of the collective agreement. 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. However, new contracts can be written to solve the problems of the previous treaty. In addition, since everyday problems are solved, they set precedents for managing similar problems in the future.