JK INSTITUTE OF TECHNOLOGY & MANAGEMENT

HUMAN RESOURCE MANAGEMENT (PROF. PARVATHY K M)

ASSIGNMENT ANSWERS

1. In recent times Industrial relations has witnessed a Paradigm shift. Explain.

The term ‘Industrial Relations’ comprises of two terms:

‘Industry’ and ‘Relations’. “Industry” refers to “any productive activity in
which an individual (or a group of individuals) is (are) engaged”. By
“relations” we mean “the relationships that exist within the industry between
the employer and his workmen.”

The term industrial relations explain the relationship

between employees and management which stem directly or indirectly from
union-employer relationship.

Industrial relations are the relationships between employees

and employers within the organizational settings. The field of industrial
relations looks at the relationship between management and workers,
particularly groups of workers represented by a union. Industrial relations
are basically the interactions between employers, employees and the
government, and the institutions and associations through which such
interactions are mediated.

Industrial relations has become one of the most delicate and

complex problems of modern industrial society. Industrial progress is
impossible without cooperation of labors and harmonious relationships.
Therefore, it is in the interest of all to create and maintain good relations
between employees (labor) and employers (management).
2. Explain the new role of Trade Union in Industrial Relations.

A trade union (or labor union) is an organization of workers

who have banded together to achieve common goals in key areas, such as
working conditions. The trade union, through its leadership, bargains with
the employer on behalf of union members (rank and file members) and
negotiates labor contracts (Collective bargaining) with employers. This may
include the negotiation of wages, work rules, complaint procedures, rules
governing hiring, firing and promotion of workers, benefits, workplace
safety and policies. The agreements negotiated by the union leaders are
binding on the rank and file members and the employer and in some cases
on other non-member workers.

These organizations may comprise individual workers,

professionals, past workers, or the unemployed. The most common, but by
no means only, purpose of these organizations is "maintaining or improving
the conditions of their employment".
The Role of Trade Unions:

Trade unions are unique organisations whose role is

variously interpreted and understood by different interest groups in the
society. Traditionally trade unions role has been to protect jobs and real
earnings, secure better conditions of work and life and fight against
exploitation and arbitrariness to ensure fairness and equity in employment
contexts. In the wake of a long history of union movement and accumulated
benefits under collective agreements, a plethora of legislations and industrial
jurisprudence, growing literacy and awareness among the employees and the
spread of a variety of social institutions including consumer and public
interest groups the protective role must have undergone, a qualitative
 change. It can be said that the protective role of trade unions remains in
form, but varies in substance.

There is a considerable debate on the purposes and role of

trade unions. The predominant view, however, is that the concerns of trade
unions extend beyond 'bread and butter' issues. Trade unions through
industrial action (such as protests and strikes) and political action
(influencing Government policy) establish minimum economic and legal
conditions and restrain abuse of labour wherever the labour is organised.
Trade unions are also seen as moral institutions, which will uplift the weak
and downtrodden and render them the place, the dignity and justice they
deserve.

3. Do you feel strike as a method of settling industrial disputes? Discuss the

causes and effects of shrikes.

Strike action, often simply called a strike, is a work

stoppage caused by the mass refusal of employees to perform work. A strike
usually takes place in response to employee grievances. Strikes became
important during the industrial revolution, when mass labour became
important in factories and mines. In most countries, they were quickly made
illegal, as factory owners had far more political power than workers. Most
western countries partially legalized striking in the late 19th or early 20th
centuries.

Strike action is the weapon of the workers most associated

with industrial disputes, and certainly among the most powerful. In most
countries, strikes are legal under a circumscribed set of conditions. Among
them may be that:

• The strike is decided on by a prescribed democratic process. (Wildcat strikes

are illegal).
• Sympathy strikes, against a company by which workers are not directly
employed, may be prohibited.
 • General strikes may be forbidden by a public order.
• Certain categories of person may be forbidden to strike (airport personnel,
health personnel, teachers, police or firemen, etc.)
• Strikes may be pursued by people continuing to work, as in Japanese strike
actions which increase productivity to disrupt schedules, or in hospitals.

Strikes are sometimes used to put pressure on governments to

change policies. Occasionally, strikes destabilise the rule of a particular political
party.

Effects of Strikes:

• Causes distress among the employees.

• Lowers motivational levels of the organisation or industry.

• Usually brings productivity to a halt affecting production and profitability.

• Harms company or industry image.

• Disturbs health of the employee/worker – management relationship.

• Results in restructuring remuneration or procedure policies which involves

wastage of time and money.

4. What is the difference between suspension rending enquiry and suspension

as punishment?

Suspension is a form of punishment that people receive for

violating rules and regulations.

Suspension is a common practice in the workplace for

being in violation of company policy. Work suspensions occur when a
business manager or supervisor deems an action of an employee, whether
 intentional or unintentional, to be a violation of policy that should result in a
course of punishment, and when the employee's absence during the
suspension period does not hurt the company. This form of action hurts the
employee because s/he will have no hours of work for the period s/he is
suspended for and therefore will not get paid, unless the suspension is with
pay, or is challenged and subsequently overturned. Some jobs, which pay on
salary, may have paid suspensions, in which the affected worker will be
barred from coming to work but will still receive pay. Generally,
suspensions are deemed most effective if the affected worker remains
unpaid. Suspensions are usually given after other means of counseling
statements have been exhausted, but some violations may result in
immediate suspension. Suspensions are tracked, and any number of them,
even one may prevent one from receiving raises, bonuses or promotions, or
could cause dismissal from the company.

Suspension clauses are common components of collective

bargaining agreements. Suspensions may be challenged by employees in
unionised organisations through the filing of a grievance.

Suspension on full pay can also be used when an employee

needs to be removed from the workplace to avoid prejudicing an
investigation. This is used not as a punishment, but in the employer's best
interest. For example, a police officer who shoots a person while on duty
while be given a suspension with pay during the investigation not to punish
but to enable the department to carry out its investigation. Most officers
involved in such shootings end up receiving no punishment.

However there is also often a need for suspension due to an

enquiry of such defaulting or reason when the employee is suspended
temporarily and if justified is entitled to return to work with full/part
compensation and generally an apology by the management to hold the same
designation and dignity.

5. What is Recognition of Trade Unions? How is it different from Registration

of TUs?
 The law of some countries place requirements on unions to
follow particular procedures before certain courses of action is adopted. For
example, the requirement to ballot the membership before a strike or in order
to take a portion of members' dues for political projects. Laws may
guarantee the right to join a union (banning employer discrimination), or
remain silent in this respect. Some legal codes may allow unions to place a
set of obligations on their members, including the requirement to follow a
majority decision in a strike vote. Some restrict this, such as the 'right to
work' legislation in some of the United States.

The recognition of a trade union refers to the need and

fulfillment of certain criteria to be needed to form a trade union like no. of
members in the firm and type of industry and laws regarding trade unions.
The registration of trade unions refers to the registration or legal procedure
of founding the trade union which includes registering as per the norms of
the trade union act and become an official and authentic entity availing all
the rights under the act as well as fulfilling all requirements mentioned by
the same.

Report By: - Vineet. M. Ganvi.

For: - JKITM (HUMAN RESOURCE MANAGEMENT)