The core function of collective bargaining in the nursing professional is creating a Conducive environment for both nurses and the patients. In essence, collective bargaining is to promote quality health care services which meet the needs of all the stakeholders in the healthcare sector. However, many see collective bargaining in the nursing professional as economic survival or greediness on the part of nurses. Thus, this has forced many nurses to stay away from participating in the collective bargaining process or joining unions that present their interest (Ellis et al., 2012). Nevertheless, collective bargaining it’s a professional right which aim to improve general welfare of nurses and patient and create a humane working conditions (Brooke, 2013).
One of the essential benefits of the collective bargaining to nurses is empowerment to decision making. This is where the nurses through their union are involved in the formulation and design of policies that govern the patient’s care and control of resources. This will empower nurses to have the resources they require to provide quality health care and have the autonomy to make decisions especially on emergency cases (Ellis et al., 2012). Another area that collective bargaining is important is improving the welfare of the nurses. Nurses are normal human being with needs; family to look after and bills to settle. Thus, they require reasonable wages so that they can sustain their need. Moreover, nurses require adequate time to rest. Thus, the union that represents the nurses should negotiate for good and flexible working hours to prevent fatigue on nurses Duffy, 2011).
However, collective bargaining has an ugly side which makes many nurses to shy away. When the management of a health facility or the government fails or refuses to negotiate with the nurse's union, the last result is always a strike. This makes patients to suffer. This taints the nursing professional in a bad way. As a result of the strike patients suffer and others die. Thus, the public see the nurses as selfish and inhumane who have gone against the ethical standards of their professional. Some health facility management results in firing (dismiss) the nurses who participated in the strike. As such, this cut short their source of livelihood (Brooke, 2013). Therefore, the unions must come up with innovative collective bargaining process like arguing their case before a court of law instead of the strike that endangers the lives of patients. The strike should be the last result (Ellis et al., 2012).
Conclusively, collective bargaining is a significant process in the nursing professional which should be encouraged. This is because it ensures availability of the resources nurses requires to carry out their duty efficiently in accommodating environment.
Reference
Brooke, P.S. (2013) Legal questions: Travel nursing. Nursing, 43(4), 12-13.
Duffy, M. (2011). iNurse: Patient privacy and company policy in online life. American Journal of Nursing, 111(9), 65-69.
Ellis, J.R., & Hartley, C.L. (2012). Nursing in today’s world: Trends, issues and management (10th ed.). Philadelphia, PA: Lippincott, Williams and Wilkins.
