Define Industrial Relation (IR). Discuss in detail nature and importance of IR.

Ans:- Introduction:Industrial Relations are viewed as the process by which people and their organisation interact at the place of work to establish the terms and conditions of employment. The process of interaction stressed not just the resulting standard. Finally, the whole process is viewed as a system. In order to emphasis the interrelation among people their work, organisation and the standards in industrial management. Definition: The term Industrial Relations commonly denotes employee-employer relations in both organized and unorganized sectors of the economy. IR is also know as labour management relations or labour relations, union management, Human relations. According to J.Henry : Industrial Relation is an art, the art of living together for the purpose of production. Nature of IR:- Emphasize, IR is concerned with the relationship between management and workers and the role of regulating mechanism in resolving any industrial dispute. 1) IR covers the following areas: - Collective bargaining - Role of management, unions and government - Machinery for resolution of industrial disputes. - Labour legislation - IR training - Grievance and disciplinary policy 2) IR is characteristics by both conflict and co-operation. This is the boris of adverse relationship. So the focus of IR is on the study of the attitudes, relationship practices and procedures developed by the contending parties to resolve or at least minimize conflicts. 3) IR is concerned by laws, rules and regulations agreevied conditions, policy framework, government transactions, co-operation between management and labour. 4.) To raise productivity to a higher level in an era of full employment by labour turn over and frequent absenteeism. Importance of Industrial Relation (IR):IR is the key for increased productivity in industrial establishment. IR main objectives is to protect workers interest and to improve their economic conditions. 1. IR pattern organized sector and its impact on unorganized sector. The pattern of IR in the organized sector of economy has a definite impact on labour- management relations in the un-organized sector. The trends and pattern established in the organized sector Spillover or influences the practices of even the most unorganized industries. This happen because there is always pressure from a variety of groups on unorganized firm to match its employment and working conditions, benefits etc. with that of organized one. 2. Unions are important force in the Indian political system. The impact of Indian Trade Union on the political system is much wider than an industry. The Indian trade unions which are a fall-out of the politician system are invariably used by both the ruling and opposition parties. In addition, the union

sponsored by the ruling party to influence the legislative process through their interest lobbying activities. 3. Status Difference in the workers of public and private sector. In India, with the adoption of socialistic pattern of society & subsequent acceptance of Industrial policy resolution of 1956, the public sector was entered with the responsibility to accelerate the economic development of the country. 4. Cordial atmosphere. Good IR not only maintain coordinal atmosphere in industry but also facilities production and industrial growth. 5. Healthy Labour-Management Relations: The existence of strong, well-organized, democratic and responsible trade unions and associations of employers. These Organisations enhance the job security of employees, help in increased and give labour a dignified role in society. 6. Maintenance of Industrial peace:Industrial peace can be largely nurtured through the following means: Machinery should be set up for the prevention and settlements of industrial disputes. The government should have the power to refer disputes to adjudication when the situation tends to get out of hand and is faced with economic collapse due to continue stoppage of production on account of long strikes/lockouts when it is in the public interest to do so during periods of emerging or when there is fear of foreign attack or when production needs to be carried on without interruption. 7. Development of Industrial Democracy: Recognition of Human Rights in industry. Increase in labour productivity. The availability of proper work environment. Little to all of us realize that it is the people who creates problem everywhere and it is only who can find solutions too. If there is a problem from employees there is a solution also. Viewing every problem seriously & resorting the manipulation style of IR which emphasis the need of the labour.

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Discuss in detail various approaches & parties to IR. (Perspective/approach) Ans:- A few approaches to IR are discussed here in some what greater detail. (1) Psychological approach to IR.: The psychologists are of the view that the problem of IR are deeply looked in the perception and the attitude of focal perception on his behaviour has been widely studied by Mason tiarie. He studied the behaviour of two different groups namely, Union Leaders and the execution through TAT (Thematic Apperception Test). For the test a photograph of an ordinary middle-aged person served as input, which both the groups were expected to rate. It is interesting to note that both the group rated the photograph in different manner i.e. The Union Leaders referred the person in the photograph as Manager where the group of Executive saw Union Leaders in the photograph. The result of study led have to conclude that :The general impression about a person is radically different when he is seen as a representative of management from that of the person as a representation of labour. The management and labour see each other as less dependable. This variance in perception of parties is largely because of their individual perception. It is for this reason that almost invariably some aspect of the situations is gloried. Some suppressed or totally distorted by the industrial making a indigenous in the issue. 2. Sociological approach to IRs The industry is a social world in maintain and the workshop is in a reality a community made up of various individual and groups with differing personalities, education likes and dislikes and a host of other personal factors such as attitudes and behaviour. In social factors also include like value system, customer norms, symbols, attitude and perception of both labour and management that affect the industrial solutions in variable ways. According to Max Weber:Also holds the view that it is the social structure of the enterprise which determine the relationship between labour and management as well as the attitude of the labour to his job. According to George C. Hamans:In sociological approach to industrial Relations include. Three main elements.: Activities

Interactions

Sentiments

Above elements activities, interactions, and sentiments are essential or required from its members if it is to survive. 3. System approach to Industrial Relations:

John Dunlop has developed a system approach to IR (Industrial Relations) This approach is quite helpful in studying the industrial relations in the sense that it focuses on participants in the process, environmental forces and the output. Further, it studies inter-relations among different facts of industrial relations system:Environmental forces 1. Market or budgetary restraints 2. Technology 3. Distribution of power in society. Participants in the system Union Management Government Outputs Rule of the workplace

4. Gandhian Approach to Industrial Relations:Gandhis View on IRs are based on his fundamental principles of truth and nonviolence, and non possession. Out of these principles evolved the concepts of non-cooperation and trusteeship on which his philosophy of industrial relations rests. This philosophy presumes the peaceful co-existence of capital and labour which calls for the resolution of conflicts by non-violent. Non cooperation, which actually amongst to peaceful strikes in ordinary parlance. Gandhi has accepted the workers right to strike, but remarked that this right is to be exercised in a just cause and in a peaceful and non-violent only after employers fail to respond to their moral appeals. Gandhian approach has given more emphasis on peaceful settlement of Industrial disputes. 5. Unitary Approach:Under unitary approach, IR is granted in mutual cooperation, individual treatments, team work and shared goals. Workplace conflict is seen as a temporary aberration, resulting from poor management, from employees who do not mix well the organisation culture. Unions cooperate with the management and the managements rights to manage is accepted because there is no we-they feeling According to unitary approach emphasis on a reactive IR strategy. They seek that negotiation with employees. Participation of governments tribunals and unions is not sought or are as been necessary harmonious employees solutions. This approach is being criticized as a tool fro employees away from unionism socialism. It is also criticized as manipulative and exploitations. 6. Pluralistic Approach: Totally departs from the unitary approach. The pluralistic approach perceives. Trade unions as legitimate representatives of employee interests.

Organisations as separation of competing interests, where the managements role is to mediate amongst the different interest groups. Stability in IR as the products of concessions and compromises between management & union. Legitimacy of the management authority is not automatically accepted. The theories on pluralism were evalued in the mid sixties and early securities when --------- witnessed a resurgence of Industrial conflicts. However the recent theories of pluralism --------from British Scholars, and in particular form flanders and fox. According to pluralists, industrial conflict is inimitable and it needs to contained within the social mechanism of collective bargaining conciliation and arbitration 7. Marxist Approach:Like the pluralistic, regards conflict between employees and employees as inevitable. Marxist approach focus on the type of society in which an organisation functions. Conflict arises not just because of competing invest within the organisation but because of the division with in society between those who own or manage the means of production and those who have only their labour to after. Industrial conflict with political and social interest. Marxist approach is supportive of capitalism, the unitary approach. A) Employees :There are about 268.19 lakh employees working in the organized sectors in our country. The figure will be a staggering one if the number of the employees in the unorganized is added. It is therefore, useful to certain observation about the Indian users. 1. Commitment to industry: Labour is committed to industrial setting. Thus contributing to stable workplace. 2. Protective Legislation: From time to time, the government has enacted a variety of labour acts. Ours is the only country in world, which has so many acts to protect workers interest. Thanks to protective legislation wages, benefits, ----- conditions, safety and health of workers have improved consideration. 3. Status of the worker: The economic and social status of workers is vastly improved. Improved skill contents of the jobs and increased emoluments have made industrial employment. 4. Employment Pattern: Under employment pattern improved technology of these new industries created new jobs, with greater content, raising the minimum standard of education required. The employment pattern has further changed in the service industries and electronic where in the employment has become more & more sophisticated. Industrial relations in term of the opportunity to: Improved their conditions of employment. Voice any grievance. Exchange views & ideas with management. Share in decision-making. B) Trade unions:

Trade unions have a crucial role to play in industrial relations. Trade union is any complication of persons, whether temporary or permanent, formed primarily for the purpose of regulating the relations between workmen and employees, between workmen & workmen between employers and employers. The main objective of trade union to protect and promote the interest of the workers and the conditions of their employments is standard of living, security of employment etc. C) Employers:Employers too, are directly involved in any dispute between the employers and the employees. Employers are endowed with certain in alienable rights vis-a- vis labour. The management has the right to hire and fire any workers, not with standing union restrictions. It is not just firing a worker here and there, but the managements ability to control the economic destiny of workers that matters. The management has the right to relocate, close, merge, takeover or sell a particular plant there actions affect workers interest. Another tactic employed by the management is to gain the loyalty of employees. In employer relations in term of the following activities: Creating and maintaining employee motivation. Achieving of high level of efficiency. Sharing decision making with employees. Obtaining commitment from the workforce. D) Employers Associations:Operate at local, industry and all India levels. The confederation of Indian Industries (CII) is a powerful body at the national level which is doing an admirable job in protecting and preventing the legitimate intensive owners of industries. The main objectives of employers association :-> Developing, growing, collective bargaining . The main objective of CII are:Identifying, reinforcing industries, globalisation, awareness, adaptability, promoting cooperation etc. E) Role of Government:Government intervention in IR is as old as the industry itself. However, till the 19th century, governments everywhere followed the laissez faire policy. They left IR to the managers and workers who were required to solve the problems themselves. Towards the end of 19th century government attitude changed.. The government has set up wage boards, labour courts, tribunals etc. F) Judiciary and employee relations:The power of the judiciary are dual type: The authority of the courts to set the legal disputes Judicial review:- the authority of the court to rule on the constitutionally of legislation. Second concerned the judiciary gets activated, implemented improvement legislature etc.

G) Industrial Relation Strategy IR strategy means long-term planning in industry relation. IR strategy maintains a relation between management and labour. Two types of strategy under IR are: Reactive strategy: Short term strategy Proactive strategy: Long term strategy

H) IR Decision:IR decision always emphasis on communication, relationship, co-ordination, discipline, control competence etc. Factors affecting Industrial Relations: Industrial relations system of an organisation influenced by a variety of factors. a) Institutional factors:are included items like state policy, labour laws, voluntary codes, collective bargaining, labour union etc. b) Economic factors:Are included economic organisations. (Socialist, Communist, Capitalist) types of ownership, individual company, labour market, level of unemployment, economic cycle. C) Social factor:Are included social values, norms, social status; influences industrial relations in the early stages of industrialization. D) Technological factors: Are included types of technology, work methods research & development etc. E) Psychological factors.: Are included workers attitude, towards work. Their motivation, moral interest. The various psychological problems resulting from work has a far reaching impact on workers job and personal life that directly or indirectly influences industrial relation system of an enterprise. F) Political factors:Are included government policies, rules and regulation. Government shaped industrial relation policy structure. G) Enterprise related factors: Fall issues, like style of management, value system, organisation culture and climate. H) Global factors: Are included global cultural, economic and trading policies, role of industrial labour organisation etc. ************************************************************************************************