Professional Documents
Culture Documents
Badani Jasmine
According to Dale Yoder, Industrial Relations
describe relationships between management
and employees and their organizations that
characterize or grow out of employment
International Institute of Labor Studies has
defined it as Social Relations in Production
Employer-Employee relations
Trade Union activities
Activities of the state
Public services
Informal and personal employer-employee
relations changing to more formal relations
Growth of formal institutions like trade
unions, employers associations, growth of
sciences of Personnel Management, etc..
From private relationship to a relationship of
public importance
Co-operation
Conflict
Co-operation is the normal feature of
industrial relations. Modern industrial
production is based upon co-operation
between Labour and Capital
Capital stands for the owners of business
enterprises who supply the capital and own
the final products
Labour stands for the workers who man the
factories, mines and other industrial
establishments or services
Conflict, like co-operation, is inherent in the
industrial relations set up, of today
The prevailing industrial unrest, frequency of
work stoppages, and the slowing down of
production, are the expressions of the ever-
present and latent conflict between workers
and the management
Satisfaction of interests of both labour as well
as capital
Like the conflict between any buyer and seller
Cost reduction is a source of conflict
How the labour power is used by the
employer
Traditional source of conflict that is ever
present is distribution of fruits
Industrial dispute is specific
When an industrial conflict acquires a
concrete and specific manifestation, it
becomes an industrial dispute
When the issues of conflict are submitted to
the management for negotiation, they take
the form of industrial disputes
Economic
Division of fruits of the industry
Methods of production and physical working
conditions
Terms of employment
Institutional
Recognition of unions
Membership of unions
Subjects of collective bargaining
Bargaining unit
Union security
Unfair practices
Psychological
Clash of personalities
Behavioral maladjustments
Demands for recognition of workers personality
Authoritarian administration
Lack of scope for self-expression and participation
Undue emphasis on discipline
Denial of Legal and Contractual Rights
Non-implementation of labour laws and
regulations, standing orders, adjudication awards,
and so on
Violation of collective agreements, wage boards
recommendations, customer rights and privileges
and so on
Disputing concerning interests are disputes
regarding creation of specific rights
Disputes regarding rights are disputes
regarding implementation of formed rights
Adverse effects on production, efficiency,
costs, quality, human satisfaction, discipline,
progress and finally the welfare of the society
Corrosive effect is too deep to be neglected
Higher costs results in higher prices for
consumers
Violent strikes and lock-outs
Higher employee absenteeism and turnover