Professional Documents
Culture Documents
Industrial
aspects Trade Union Legislation Methods of settling industrial dispute Collective bargaining Legislation concerning settlement of industrial dispute
Meaning of IR
Dale Yoder Relationship b/w management & employees or among employees & their organisations that characterise or grow out of employment. Elements of IR:
Evolution of IR
Earlier organisations were small, so few employees. Employer could maintain an informal or a personal relation with the employee But as the industry began to expand. More employees joined in. so it was not possible for an employer to maintain a personal relation with every one. As a result employees demands started to be neglected. So a need felt to have a formal structure which could provide the rights of the employees (generally the weaker section of the society).
Dominant aspects of IR
Co-operation
Co-operation b/w labour & capital Co-operation flows from self interest of both the parties
Industrial unrest Stoppage from work Slowing down of production Strikes & lockouts
Conflict
Capitalist society At a particular point of time, demand of only one party can be satisfied. Buyer v/s seller Conflict is not personal, it results from the capitalist system Employer has his own limitations Labour power is different from any commodity Profit maximisation goal of management Authoritarian approach
Adverse effects on production, efficiency, costs, quality, human satisfaction, disciplines, technological & economic progress & welfare of the society Also leads to strikes, lock outs & the vicious circle continues Absenteeism & labour turnover increases
Industrial dispute
Industrial conflict general in nature Industrial dispute specific in nature Disagreement b/w management & labour with respect to wages, working conditions & terms of employment Specific cause of industrial conflict may be treated as causes of industrial disputes also.
Division of fruits of industry (Compensation) Wage structure & demands for higher wages Methods of job evaluation Deduction for wages Incentives Fringe benefits Methods of production & physical working conditions Working conditions Technology & machinery Layouts Changes in production
Terms of employment
Hours of work Shift working Demotion Promotion Layoff Retrenchment Dismissal Job security Retirement, etc
(3) Psychological
Recognition of unions Membership of unions Subjects of collective bargaining Bargaining unit Union security Unfair practices
Clash of personalities Behavioural maladjustments Demands of recognition of workers personality Authoritarian administration Lack of scope for self expression & participation Undue emphasis on discipline
Interest dispute disputes regarding creation of specific rights Rights dispute disputes regarding implementation of those rights Such disputes are also called as Grievances