Introduction

Industrial Relations attempt to explain:

 Variations in the conditions

of work
 Degree and nature of worker
participation in decision
making
 Introduction
Industrial Relations attempt to explain:

 Role of labour unions

 Other forms of worker representation
 Patterns of cooperation and conflict
resolution
 Workers
“commodities that
were subject to the
natural laws of
supply and demand”
 Workers

“as an „Input‟, i.e. as

Factor of
Production”
 Workers
“An Individual
differ from
Employer only in
class of Interest ”
 Managers
Classical Theory
 No Distinction Between
Manager and Entrepreneur

 The person who brings

together land, labour, and
capital and puts them to work
 Managers
Specialized Management
A Person Capable Of
Comprehending The
Organization's Various
Specialized Functions And
The People Engaged In
Them
 Managers
Participative Management
Hierarchical Structure
Based on Specialization and
Division of Labour and with
Established Rules and
Regulations Governing
Behaviour
 Managers
Participative Management
Managers Consult with and
Involve Employees at All
Levels of the Organization
in Organizational Problem
Solving and Decision
Making.
 Laissez-Faire
Owner Or Manager Has
Responsibility For The
Welfare Of The Workers
Only Within The Immediate
Plant Situation
 Paternalism

Management Has A Social

Responsibility To The
Communities In Which Its
Plants Are Located
 Demographic Changes

The Scope Of Responsibilities In

Answer To Changes In The
Demographic Makeup Of The
Labour Force And To Various
Social Issues That Affect The
Employment Relationship.
Stockholder V/s Stakeholder
Stockholder
Investors of the
Organization.
Shareholders, Financial
Intuition etc.
 Stockholder V/s Stakeholder
Stakeholder
Have Substantial Interest
in the Organization,
E.g. Customers, Employees,
Suppliers,
Stockholder V/s Stakeholder

Short-Term Profit
Or
Long-Run Objectives
Change in Workforce

Changes In
Demographic And
Social Characteristics
Of The Work Force
Change in Workforce

Labor Demand
Required Skills
Job Diversity
Labor Laws
Assessing Workers’ Interest

Ascertain Worker
Interests,
Expectations,
Attitudes, Values, and
Beliefs.
Assessing Workers’ Interest

Traditional Method
“Survey, Questionnaires
And Interviews”
Assessing Workers’ Interest

Revealed Preferences
Method
“Direct Observation And
Measurement Of Observable
Behaviours”
Voicing Workers' Interests

Means Workers
Prefer To Use To
Assert Their
Interests At The
Workplace
Voicing Workers' Interests

Individual Action
“workers with good educations
and high occupational status
are more likely to assert their
interests individually rather
than through collective
bargaining”
Voicing Workers' Interests

Collective Action
“blue-collar workers likely,
form unions and bargain
collectively to promote and
protect their interests.”
Voicing Workers' Interests

Participative Decision
Making
When Workers see a link between
strategic managerial decisions and
their own long-term economic and
career interests, workers want to
have a voice in those decisions.
 Work
Careers
 Managers
Recruitment

On the Job Training

Job Rotations
Promotions
Retirement
 Managers
Competitive Pressures
Rapid Changing's in Business
Practices, Skill, Knowledge
Crash between Work and Family
Life
Refresher Course, Conferences,
Counselling
 Blue-Collar Workers
Initial Education and Entry Level
Training Period

Trail or Job Matching Period

Stable Period

Retirement
 Blue-Collar Workers
Attitudes Toward Work

 Expectations

 Interest

 Job Satisfaction
 Service Workers
•Service Sector Jobs Vary Widely
•
•Have Higher Income then
Manufacturing Sectors

•Income Varies with Education

and Transferrable Training
 Service Workers
High Women to Men Ratio

Difference in High Paid and Low Paid

Jobs

High Part Time Workers

Vulnerable to Changes
 Technical Professionals
Scientists and Engineers

Mostly Engaged in R&D

Involved with Application of New

Technology, Idea or Discovery to
Commercial Use
 Technical Professionals
Interest and Concerns

•Employment Security

•Long Term Career Opportunity

•Recognition in Field of Work

 Technical Professionals

Career Path
“Duel Ladder System”
Promotion to Senior
Assignments
 Promotion to Administrative
Positions
 Organizational Design

Specialization Of Function
And
Separation Of Authority
 Organizational Design

Participatory Management
And
Flexible Work Systems
 Union Management Relations
Union
“An Association of Labourers in a
Particular Trade, Industry, or Company,
Created for The Purpose of Securing
Improvements in Pay, Benefits,
Working Conditions, or Social and
Political Status Through Collective
Bargaining”
Union Management Relations
Union Organizing

Through Election
By Employer
Government
Union Management Relations
Collective Bargaining
“The Ongoing Process Of
Negotiation Between
Representatives Of Workers
And Employers To Establish
The Conditions Of
Employment.”
Union Management Relations
Collective Bargaining
“Agreement May Cover Wages,
Hiring Practices, Layoffs,
Promotions, Job Functions,
Working Conditions And Hours,
Worker Discipline And
Termination, And Benefit
Programs..”
Union Management Relations
Distributive Bargaining
“One Party “Wins” Through
Hard Bargaining Comes At
The Expense Of The
Interests Or Goals Of The
“Losing” Party..”
Union Management Relations
Integrative Bargaining
“Integrative Bargaining
Approach The Parties Engage
In Cooperative Problem
Solving In An Effort To Achieve
A Resolution From Which Each
Party Benefits.”
 I.C.F.T.U.
International Confederation of
Free Trade Unions

“Founded – 1949
200 Member Organization
Representing 12,50,00,000
Workers in 140 Countries”
 Labor Unions in India
I.N.T.U.C
“Indian National Trade
Union Congress”
Founded in 1947
Largest Trade Union in
India
 Labor Unions in India
A.I.T.U.C
“All India Trade Union
Congress”
Founded in 1920
Second Largest Trade
Union in India
 Conclusions
 Policies and Institutions that can meet
Workers Expectation are Essential for
Growth and Development of Organization

How well an Industrial Relations

System performs its functions has a major
effect on the welfare of individual
workers, their employers, and the society
in which they live.
Please Don’t
Ask Query’s
Please Do
Ask Query’s