Professional Documents
Culture Documents
Loss of freedom Unhygienic working conditions Employment of children Freedom to contract Dynamics of market
INDUSTRIAL RELATIONS-CONCEPT
Deals with people who are the base of industry Behind every activity there is a human being Problem of IR is most prominent Process by which people and their organ interact at the place of work to establish terms & conditions of employment Denotes employee-employer relations or Labour-management relations
NOTABLE FEATURES OF IR
Involves both conflict & co-operation Environmental issues impact stronglytechnology, socio-economic, political and labor policy, trade unions attitude Relates to study of Laws, rules, awards of courts
SCOPE OF IR
Labour relations I.e.relations between union & management Employer-employee relations-relations between mgmt & employees Group relations-relation between various groups of workmen
COMPONENTS OF IR SYSTEM
It comprises of 3 actors:
Workers (Employees) and their organizations (Trade unions) Management (Employers) and their organizations (Employers assoc/ federation)
Government
APPROACHES TO IR
Psychological approach: Mgmt. and labour see each other as non dependable and looked upon with suspicion Sociological approach: Value systems,customs,norms,attitude & perception of both labour and mgmt affect IR Scanning of all social factors call of time
APPROACHES TO IR (contd..)
Most delicate & tricky HRM policies relating to motivation and leadership style play key role Study of human needs very importantQWL
APPROACHES TO IR (contd..)
Socio-Ethical approach:
IR has some ethical implication Creation of willingness to co-operate as partners Development of a code of ethics & a mgmt philosophy Mgmt. and workers should feel the urge for joint consultation VVGiri -Stress on collective bargaining & mutual negotiations for settlement of disputes
APPROACHES TO IR (contd..)
Gandhian approach: Peaceful co-existence of capital & labour Resolution of conflict by non-violent,non cooperation Accepted workers right to strike but in a just case Capitalist expected to hold industry in trust for community.No room for conflict Indias IR system largely influenced by this approach
APPROACHES TO IR (contd..)
System approach:
Rules of Workplace
MANAGEMENT INTEREST
HIGH LEVEL OF PRODUCTIVITY MAXIMUM PROUCTION OPTIMUM UTILISATION OF RESOURCES DICIPLINED WORK FORCE INDUSTRIAL PEACE TO MAXIMISE PROFIT
LABOUR INTEREST
HIGH REMUNERATION FULFILMENT OF HUMAN NEEDS AND WANTS RECOGNITION, OTHER SOCIAL NEEDS PARTICIPATION IN DECISION MAKING PROTECTION OF RIGHTS, RIGHT TO ORGANISE AND UNIONISE CAREER GROWTH JOB SATISFACTION
MANAGEMENT
TRADE UNION
RECOGNISE RIGHTS AND OBLIGATIONS OF MANAGEMENT KNOW CAPACITY OF INDUSTRY TO PAY REASONABLE EXPECTATIONS AND DEMANDS EDUCATION OF WORKERS SETTLEMENT OF DEMANDS ONLY THROUGH LEGITIMATE, DEMOCRATIC METHODS
TRANSPARENCY INFORMATION SHARING BE FAIR AND REASONABLE GRIEVANCE REDRESSAL MECHANISM SOCIAL DIALOGUE COMPLIANCE WITH LABOUR LAWS HUMAN RESOURCE DEVELOPMENT RECOGNITION
Top management support Development of sound HRM & IR policies Implementation of effective HR & People friendly practices Provision of adequate training
CHARACTERISTICS OF IR SYSTEMS IN INDIA TODAY Unions restricted to organized sector & multiplicity
Varying management styles Excessive state intervention Lacunae in Labour legislation Disputes largely relating to wages Collective bargaining gaining popularity
ROLE/BEHAVIOUR OF ACTORS
(1) WORKERS: Form unions to safeguard interests and act as bargainers In India there are 10 central organizations Mainly political institutions and a regulatory device to management actions
ROLE/BEHAVIOUR OF ACTORS
(2) MANAGEMENT
Key actor in the system Manner to get work done determines the quality of relations Likert identified following leadership styles: Exploitative & authoritative system Benevolent authoritative system Consultative Management Participative Style
ROLE/BEHAVIOUR OF ACTORS
(3) GOVERNMENT
Govt acts as a regulator & judge th century ,govt. never bothered to Till 19 intervene Only early 40s govt. laid need for consultation with labour & management. Enacted legislations, acts & labour laws. In globalization set up,increasing awareness of workers,complexities,the relations of 3 actors will become more complex