INDUSTRIAL RELETIONS

COMMONELY DENOTES THAT

employees employers relations in both organised and unorganised sectors. Basically, relations between: Management
workers trade unions

by Dr.M.Latha Natarajan

Features of I.R.

Existance of 2 parties ( management and labour ) Charatertised by both conflict and cooperation (techniques of workplace, political environment, national labour policy, attitude of trade union,etc.) Includes vital environmental issues Involves the study of conditions to labour, management cooperation. I.R. also study the laws, rules, regulations, agreements,etc. I.R. includes: social science, humanities , behavioural science, laws,etc.
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1)

Important factors;
Institutions = govt. employers, trade union employers, govt bodies, labour court,etc. Character = To study the role of workers, unions and employers. Methods = Collective bargaining, workers participation, discipline, procedures, union regulations,etc. Contents = Employment conditions, pay, working hours, leave, health, safety and welfare measures.
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2)

3)

4)

DEFINITION: according to Dunlop

I.R. may be defined as the complex of inter-relations among workers, managers & government. Importance / Impact of I.R. 1.Lead to mental revolution 2.Conductive environment for new programs 3.High employee morale 4.Reduces industrial disputes 5.Reduce wastages.
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Scope of I.R.
This assignment of people not only influences labour relations but also the social, economical, political, & moral links of whole community.

It includes: i) Labour relations ii) Employers-Employee relations iii) Group relations iv) Community or public relations

by Dr.M.Latha Natarajan

The main aspects of I.R.

1) Promotion & Development of healthy labour & Management. Responsible trade union, job security effective workers participation in management, collective bargaining, welfare work, etc. 2) Maintenance of industrial peace Prevention & settlement of industrial disputes 3) Development of industrial democracy establishment of shop councils &joint management councils , recognition of human rights, proper work environment.
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Factors affecting I.R. 1.Insitutional factors

*labour laws *collective bargaining agreements *labour unions *employers organisations,*state policy etc.

2.Economic factors
*Type of ownership,* domestic or MNC *source of labour * wages between groups * level of employment.

3.Social factors
*social groups *social status *Social values *norms.
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4)Technological factors
*work methods *Type of techniques used *Technological change *R&D Activities

5)Psychological factors
*owners attitude *Perception of workers *workers attitude towards work *Motivation *Morale *interest *dissatisfaction 6)Political factors *poiltical institutions *system of govt. * attitude of govt.
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7)Enterprise related factors

*management style *value system *organisational health *organisational climate *competition *adoptability of change *various policies of HRM 8)Global factors *International relations *Global conflicts *Global Culture *economical trading policies *international trade agreements *international labour agreements

by Dr.M.Latha Natarajan

Components of I.R. system An I.R. system is made up of certain institutions:

Workers and their institutions ^ Bulk of work, work monotonous, unhygienic work environment, close control by managers, dissatisfaction with the system ^ workers form trade unions to safeguard the interest of workers _ better wages _ good working conditions _ To get all rights.

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The management

_ Jobs, terms and conditions of employment

_ Mgt. styles, and quality of relations

_ RENSIS LIKERT styles

exploitative authority system (Commodity) benevolent authority system (child) consultative authority system (co, union) participative authority system (friend)

The government
Protective legislations
Grievance handling machinery
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Organisations

relations

for Industrial

Success of I.R. program in an enterprise 1.ability of human resource 2.man-management policies two kinds of I.R. personnel's i) Line managers:- who are directly responsible for production.---Decide, control, executive. ii) Staff managers (HR):- who function mainly in an advisory capacity.---Guide, advise, counsel. * A line role -An coordinator role - a staff role
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Dimensions of I.R. work

Procurement recruitment and selection of employees Development training & development, career planning, performance appraisal Compensation pay compensation & fringe benefits. Integration Motivation, industrial relations, grievance handling, collective bargaining, workers participation in management. Maintenance Health & safety, communication, Counseling.
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Separation Retirement, lay-off, discharge Welfare measures. Management of social security program. Maintenance of employee records. Undertaking studies in the field of HRM / IR. Public relations HRM Consultant, govt., outside agencies.

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Pre requisites of successful I.R. program

Top management support. Developing sound HRM & IR Policies Development of sound HRM & IR practices Provision of adequate supervision and training. Follow up of results

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Perspectives / Approaches to I.R.

Approaches are: 1. Psychological Approach to I.R.
-I.R. deeply rooted in perception & attitude -A study by Mason Harie Executives Two groups of behaviour Union leader

Concludes, -conflicts between labour & management -negative perception -even honest party is looked with suspicion
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2)Sociological approach to I.R.

The individual : social group :various individual & group

Different personalities, education, family base, emotions, likes, dislikes, attitudes, behaviour, etc.

Differences in individual attitudes, behaviuor, conflicts, Competition Problems in I.R. Social consequences
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3)Human relations approach

Human relations characters emotions, perceptions, attitude, personality etc,

Poor HRM practices, heavy workload Needs of individuals, Autocratic leadership

* * * *

Work satisfaction Positive motivation Democratic leadership style Development of group effectiveness
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4)Socio ethical approach to I.R.

Good I.R. Maintain both labour & management Mutual cooperation Greatest understanding

The study group observed that,

maximum productivity Economical development proper role in workplace sound unionism good cooperation Proper grievance handling machinery
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5)Gandhian approach to I.R.

-Fundamental principles = truth, Non violence & Non possession. - Gandhiji has accepted the workers have right to strike but peaceful & non violent manner. only for reasonable demands avoid strike as far as possible avoid formation of union

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6)System approach of I.R. John Dunlop developed this approach

Environmental forces
1.marketing or budgetary 2. Technology 3.Distribution of power in society

Participants in the system

Union Management Government

Outputs

Rules of the workplace

i) Participants in the system

- Workers and their organisations, management, specialised government agencies like labour court.

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ii) An ideological linking

set of ideas and beliefs helps to integrate the system together as an entity.

iii) The environment components are: a) Technological characteristics

- skill of workers, work method, modern technology & control over their work.

b) Market or environment constrains

- demand and value of production.

c) The locus & balance of power

- workers organisation, employer & the govt. - Conflicts (Less mature: More mature)
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Trade Unionism Webb:

TU is a continuous association of wage earners for the purpose of maintaining or improving the conditions of their working lives. V.V.Giri : TU is such an organisation which is created voluntarily on the basis of collective strength to secure the interacts of workers. Functions / Role of Trade Unions: Improving working conditions Secure fair wages Responsive cooperation in improving production, productivity, Discipline & high standard of quality. . by Dr.M.Latha Natarajan 23

Enlarge opportunities for promotion & training. Promote identity of workers interest with their industry Broadening employees understanding to facilitate technology advances. Promote individual & collective welfare. Provide educational, cultural & recreational facility. To safeguard security of tenure and improve service conditions. Install a sense of responsibility towards organisation & community. Fulfill social responsibilities Influence socio- economic policies of community through active participation.

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Origin & Growth of TU Movement in India

1)Social welfare Period (1875 1918)
# Industrialisation Large scale production Social evils exploitation, poor working conditions, women & child labour, etc. # Sorabji & Shapurji (1875), N.M.Lokhanday(1884) these Workers drew the govt. attention to work conditions & demanded a legislation to protect their interest. # First Bombay factory commission was established in 1875 Indian factories Act,1881, was passed & then amended in 1891 & 1922 # origin for TU Era of Indian Factories cotton mill in Bombay (1854), Jute mill in Bengal (1855) were established
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# Second Bombay Factory Commission (1884) was set up to analyze problems of Factories Act, 1881 # Workers Mass Meet ( 21, April, 1890) with 10,000 workers & a memorial signed by 17,000 workers demanded full days rest ( Saturday working hours up to 6.30pm, 30 min rest at noon, disabled compensation infant labour movement). # Mill owners agreed for weakly holiday to workers which was success to TU movement Bombay Millhands Association Dinbhandhu newspaper to educate workers, express legitimate grievances # Amalgamated society of Railway servants of India & Burma - first registered union # Printers union of Calcutta(1905), Bombay postal union Calcutta and Madras (1907), Kamgar hitwardhah sabha in (1909), Social service leagul(1910)
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# First World War Employers organs formed (1879 1881) Bombay & Bengal Chambers of Commerce, Bombay Mill Owners Association, Calcutta Traders Association, British Indian Association, Indian Jute manufacturer Association & Indian Chambers of Commerce disbanded when their profit motive was met. # Labour movement bill 1918 used moderate methods investigate, petition, legal enactments. Commission. This is period of temporary organizations & labour movement 2) Early TU period ( 1918 1924) # Leadership of TU: social workers politicians # Movement permanent roots after World war I due to after war effects, Swaraj movements ( employer & employee gap widened), success of Russian revolution, 1917, ILO established in 1919(dignity to working class opportunity representative annual conference) Gandhis non-cooperation movement & support for employees. by Dr.M.Latha Natarajan 27

# Many unions formed seamen, press, postman port trust, railway, textiles, etc., # First organised union in 1918, - Madras Textile Union by B.P.Wadia mid day break extended to 1 hour, co-operative society, library. # 17 unions formed 1917 to 1919 # In 1920 spinners, weavers union & textile labour association were formed by Gandhi;s initiation with his ideology. # 30, October, 1920 representatives of 64 TU established AITUC under chairmanship of Lala Lajpat Rai with (1,40,854 members) supported by many Congress leaders delegated for ILO, coordinate individual TUs. # Affiliation 125 TU 2.5 lakhs members # Other All Indian organizations 1922, Railway mens Federation postal & telegraph employees recognised by Railway & Postal boards. by Dr.M.Latha Natarajan 28

# Agitation: TU Act requested 1920 N.M.Joshi Father of Trade Unionism TU Act, 1926. # 75% unions formed during this era died.

3) Left Wing Unionism Period ( 1924 1934):

# 1924 unions long & violent strike communist leaders arrest, conviction AITUC emerged as sole representative of Indian Employees, # 1926 1928 peasants parties united in to All India party left influence impetus TU opted left-wing leadership # Communists regained influence in TU by forming Girni Kamgar unions (cotton employees) GIP Railway mens union. The communists entrenched in Bombay, Delhi, Calcutta,Ahemdabad. # 2 parties Rightists / Leftists. # Compromise with communists unacceptable - moderates . # 24 unions came from AITUC and formed AITUF.
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1931 another rift in AITUC, Calcutta session

- Difference

of opinion between communists & leftists so communists framed Red TU congress (RTUC).

4) Trade Unions Unity Period (1935 1938)

# Attempts TU Unity ,efforts by M.N.Roy group This federation of at Bombay formed a trade union committee in1932. This committee conclusions agreeable to both wings of labour AITUC and AITUF. # NFL (National Federation of Labour + AIRF and AITUC joined and named as a national Trade Union Federation (NTUF) # The efforts of V.V.Giri, the path for unity was in 1938 in Nagpur when AITUC decided to associate with NTUF; thus AITUC once again became the sole representative of organised labour.
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5) Second world war period (1939 1945)

1939-II world war strains in Indian TU movement Therefore one group led by Radical Democracy party wanted AITUC to participate in war to support British another group opposed this. So in 1941, Radicals left AITUC unit about 200 unions & forward Indian Federations of Labour (IFL) # IFL recognized by govt. & financial aid has given # Communist supported war released from jail # Congressits & Socialists Quit India cry arrested. # AITUC now non-communists strength picked. # Later periods of war rivalry : AITUC & IFL # AITUC membership picked with 601 unions affiliating to IFL is losing. # AT the end of the war 3 main political groups exists i) AITUC ii) IFL iii) Socialists building Ahmedabad & Jamshedpur. by Dr.M.Latha Natarajan 31

6) Post Independence period (1947 onwards)

# Restructuring of AITUC failed therefore protestors of AITUC ideals formed INTUC in 1947,by a pro-Gandhi wing in congress ; Hindustan Mazdoor Sevak sangh (HMSS). # INTUC supported by Vallabhai Patel. # INTUC joined ICFTU (International confederation of free TU), picked strength AITUC was losing due to approach of INTUC to solve labour problem. # 1948 congress out socialists = Hindustan Mazdoor sabha (HMS) free from govt & political domination. # 1949 Socialists out leftwing trade unionists =UTUC (United trade union congress) # 11949 TU spilt into : INTUC-associated with congress, HMSsocialist party, AITUC communists, UTUC revolutionary by Dr.M.Latha Natarajan 32 socialists party.

1954 : attempts to unite TU communists divided into BMS formed, a non-political TU. # 1970 : AITUC rift communists divided into CPI & CPM . CPI & CPM started CITU (centre for Indian TU) # 1972 : congress spilt INTUC under ruling congress & organisation congress formed NLO # Post independence period TU rivalries based on political / ideological differences.

7) Present Scenario
# TU allied with one political party each hand maids TU rivalries. # TU gained status influence public policy, industrial legislations. # Changes in unionism pattern least interest in purely political matters need to consolidate the gains.
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Central Trade Unions:

1)Indian National Trade Union Congress (INTUC) 2)All India Trade Union Congress (AITUC) 3)United Trade Union Congress (UTUC) 4)Bharatia Mazdoor Snagh (BMS) 5)National Front of Indian Trade Union (NFITU) 6)Centre for Indian Trade Union (CITU)

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