Bargaining power: it is the ability of a party in negotiations to reach an agreement on its own terms or at a point close to its preferred position. ii. identify a problem that could hinder the effective use of collective bargaining in state-owned enterprises in order to contain problems identified or to be foreseen. This research will attempt to evaluate the practice of collective bargaining at Unilever PIc. It should be noted, however, that despite the great interest of research in this area, research work remains subject to the following restrictions: delay in the processing of the questionnaire. interviewees: financial constraints; Since time is very valuable for most people, this study will be limited to any information available within a reasonable time, the non-cooperative attitude of certain government officials interviewed or other corporate agents capable of providing the relevant data required, etc. „Respect the right of workers to join or not a legally recognized union, or another organization that defends its collective interests. and to conduct constructive dialogue and negotiations in good faith with trade unions or representative bodies on employment conditions, relations between employment services and issues of mutual interest, to the extent possible given national legislation. The agreement marks the end of a process of constant diligence by continuing to cooperate with IUF and IndustriALL and its members, who represent the vast majority of Unilever`s unionized workers worldwide. The purpose of the study is to broaden the general knowledge of studies. It is also relevant because it aims to measure the role of collective bargaining success in state-owned enterprises such as Unilever PIc. Collective bargaining is therefore a negotiation on issues that differ between both the union and management. In state-owned enterprises, collective bargaining operates according to the rules of law, public order and administrative guidelines.
The process is based on the principle that workers` rights can enter into an over-realized wage and other conditions of service with their employers and that employers have recognized their right. All too often, collective bargaining deals with collective agreements to the extent that they are based on the principle of giving and taking, compromises with concessions and differences of opinion, as stipulated by time and situation. This research therefore provides evidence of Unilever PIc`s actual situation. Collective agreement: The collective agreement is a series of applicable terms and conditions of agreement between a union on behalf of its members and the employer (or group of employers) that regulates the conditions of employment of the workers concerned, usually for a specified period of time (Fashoyin, 1992). „Unilever has a 100-year history of commitment to workers` rights and respect for workers. This is an ambitious agreement on which we will work hard, „negotiations: negotiation applies to a certain process of dialogue between people to resolve their differences and reach an agreement, and in labour relations, it is mainly by representatives of management and workers. Here, too, the results of this study will serve as a recommendation to the government on how to conduct an ideal collective bargaining. This will promote peace and harmony in industry, increase national productivity and efficiency, and minimize industrial conflicts.