Management of industrial relations - Document Transcript

1. -1- MANAGEMENT OF INDUSTRIAL RELATIONS (OBHRD-6) Unit 1Q.1:Elaborate the perspective scenario technology with reference toindustrial relations. OrIs technological change affect the industrial relations? If yes, how industrialrelation is being affected by technology in India?Ans:- Industrial relations is an expression used not only for relationship betweenemployer and trade unions but also involving government with the aim of definingpolicies, facing labour problems.Industrial relations include following concept. 1) Rules for employment management 2) Rules and regulation. 3) Role of State Government bodies. 4) Harmonious relations and technology.Industrial relations and technology. Yes, Technological change affects the Industrial Relation. IR impactwith information and communication technologies, their traditional framework isdeeply changing. In fact:- a) Horizontal and pervading all sector, more & more reciprocally linked. b) Dynamic, rapidly innovating. c) Labour and capital saving and principally flexible (Suitable for many purposes)Such changes themselves reflect at industrial or organisation levels well as at thesingle job level. At the organisation level professional requirements, the work placeenvironment, health and safety in the workplace, work satisfaction, working hours,which can be modified considerably for technological change. These changes can,in fact be even more striking in newly founded industries that in corporate the latesttechnological developments and working organisation models which are quitedifferent from those already operating in the same sector, division classical studieson technological innovation have focused on lack of direction in technologicalplanning as a whole and disregard for the impact of any mutations, the impact onlabour is more the result of a series of decisions made by those directlyinvolvements introducing new technologies, including those who are responsible forthe introduction of changes, for management norms as well as those who have tomore with a new technologies that the workers and trade unions.1. Forcing limits of traditional trade unions strategy Trade unions in industrialized countries discover their own methodsinadequate to represent different positions and professional novelties from thelabour market. While management strategies and practices often try to change some 2. -2-of the rule, or the whole industrial relations system, Trade unions point toconcentrate their efforts on a new confederate organisational system. Trade Uniontry to define new strategies facing the problem of companies re-organisation but in abroader sense. It is also build new-styled agreement in socio-economic framework.2. Tele work and new bargaining demand Technological innovations, linked to network and multimedia workdevelopment clearly emphasis meanings and forms of distance working. During therecent past, at organisational level, Tele work has enlightened a need of a flexibleand centralized management at the workforce, asking for a precise individualizationof formal relationship between parties, usually determined by national labour law.Factors influencing technological change. 1. Type of technology used. 2. Rate of technology change 3. Research and development 4. Status level in organisation 5. Government rules. 6. Culture 7. MarketFactors influencing industrial relation. 1. Institutional factors 2. Economic factors 3. Social factors. 4. Psychological factors 5. Political factors 6. Global factors.Conclusions:Technological change affect the industrial relationQ.2- Discuss the role of state in Industrial Relation in India.Ans:- Introduction: According in all industrialized developing and underdevelopedeconomies steps have been taken by the State to

promote a healthy growth of tradeunion and set up a well- organized individual relations machinery to achieveindustrial peace.(A) The changing Role of the State Govt. The government has played at least six roles in industrial relation in India.There are:-i) Laissez faire: During the 19th century, the government played a laissez faire role in industrialrelations. Under laissez faire the workers and employees were left alone to managetheir affairs.ii) Paternalism: By the end of 19th century. The laissez faire role of the government wasreplaced by paternalism. Thinkers like Robert, Rusin and others attracked the 3. -3-attention of the public & the government towards the human working conditions infactories, mines and plantations. The govt. had also set up a Royal Commission onlabour (1929-31)iii) Tripartism : Tripartite form of consultants on the model of the ILO conference. Afterindependence several such forms were formed. The major tripartite bodies formed:-Indian labour conference, standing labour committee, industrial committees forspecific industries etc.iv) Encouragement of voluntarism: The government also promotes voluntarism involving a serious of code toregular labour management relations. These codes include codes of discipline, code of conduct and code ofefficiency and welfare. Specifically the code of disciplines encourages voluntaryarbitration and helps in maintaining discipline at workplace.v) Interventions: The government also plays an interventions role. The intervention is in theform of cancellation and adjudication the industrial dispute Act, 1947 provide suchmeasure to intervene in industrial disputes.vi) Employer: The government also plays the role of the largest employer. The performanceof this role influences labour policy also. Obviously the government takes intoconsideration the interest of public sector while framing its policy.2. Evaluation of industrial relations policies:i) In preindependence India: Industrial relations had its beginning when the British Government in Indiawas constrained to protect its commercial interest in this country. An ILO observes,:For protecting the interest of Labour, employees and workmen Act of 1860.According to Dr. B.R. Ambedkar (1942)The policy of bringing together the three parties, namely the governmentmanagement consultative tripartite forum for all matters of labour policy andindustrial relations was accepted.Other important Act:1920 Bombay Committee1931 Royal Commission on labour1935 Government of India1938 Bombay Industrial Disputes Act,ii) In Post-Independence India In free India, the Industrial disputes act in 1947 the main aims to maintainharmonious relationship between workers and workers, employees to worker,employees to workers.In 1950 the bills were passed by the government.A Labour Relations Bill and a Trade Unions Billiii) Industrial relations policy during the plan period Directives the principles The plan documents Of State policy 4. -4-The Directives principles of State PolicyS.No. Article Reads as followsA Article 39 Equal work for both men & women Health and strengthen workersb. Article 41 Economic Capacity Right to work, to educationc. Article 42 Human conditions of work and maternity relief.d. Article 43 Living wages Social and cultural opportunitiese. Article 43A Development Workers participation managementThe plan documents:a) The first five year plan (1951-56) According to this First Five year Plan emphasized the need for industrialpeace in industry and maintain harmonious relationship between capital and labour. The main aims:- workers right to association providing healthy, lawful action,educational systems.b) The second five year plan (1956-61) According to this plan-Creation of industrial democracy is prerequisite for theestablishment of a socialist society Under this plan emphasis industrial peace. Aseries of voluntary arbitration, code of discipline, code of conduct etc.c) The third Five year plan (1961-66) According to third plan emphasized the economic and social

aspects by industrial peace. (Industrial trade Resolution Act 1962 set up).d) Four five year plan ) 1974-79) Under this plan to improve legislation, welfare of workers, working and livingconditions, fair wage, arrangements for skills training, labour research etc.e) Fifth five year plan ( 1974-1979) Under this plan stressed the need for greater involvement of labour byensuring its vertical mobility in industrial organisations.f) Sixth (1980-85) and Seventh (1985-90) five year plans According to both plants- the important goals of improving the