Walton and McKersie Theory Walton and McKersie observed collective bargaining as comprising of four sub-processes – 

 · Distributive Bargaining, 

 · Integrative Bargaining, 

 · Attitudinal Structuring, and

 · Intra-Organisational bargaining. 

 Distributive bargaining is applicable to situations in which union and management goals are in conflict. Integrative bargaining, on the other hand, refers to bargaining issues that are not necessarily in conflict with those of the other party. Attitudinal structuring is the means by which bargaining parties cultivate friendliness, trust, respect and co-operation. The final sub-process in Walton and Mckersie’s Theory is intra-organisational bargaining wherein the focus is on interaction between the union and management. These four sub-processes interact to help shape the final outcome of collective negotiations as well as the long-term relationship between union and management.