The purpose of this chapter is to review the history of collective bargaining and its association with unionization, advantages and disadvantages, and the process of unionization in detail. It further highlights collective action models used in nursing practice.

Collective action is defined by the author as the acting of a group with one voice to deal with problems. Nurses commonly participate in collection action as seen through the professional organizations, interest group, clubs, community groups, and so forth. The purpose is to develop individually and to improve and support a group with similar interests. Two types of collective action are workplace advocacy and collective bargaining.

Workplace advocacy encompasses activities that are undertaken to address problems within the work environment commonly identified as committees, task forces, and so forth. Collective bargaining is the practice of employees as a group negotiating with management related to wages, work practices, safety, quality and job security, and so forth. Legislation that has evolved over time and its effects on the workplace are summarized in the content demonstrating change and support for nursing and other professionals.

Collective bargaining agents are chosen to work with unions to represent a group of employees who have not achieved a desired outcome. Unions work with an agent to formally and legally organize groups to present desires to management. A contract is typically developed to define a work agreement regarding specific issues. Terminology used in bargaining is extensively outlined, along with the process of unionization. Select pros and cons to unionization are reviewed.