Introduction Of Industrial Relation

1. INDUSTRIAL
RELATIONS

2. Define Industrial Relations
Industrial relations means the nature of
relationship between the employer and employee
in an industrial organization.
According to Pro.Dunlop, "industrial relations
defined as the complex of interrelations among
workers, managers and Government".
Biswanath Ghosh "Industrial relations is an art,
the art of living together for purposes of
production ."

3. V.B Singh, IR is a set of functional
interdependence involving historical, economic,
social, psychological, demographist, technological,
occupational political and legal variables .
Define Industrial Relations (contd.)
According to Encyclopedia Britannica, " Industrial relations
include individual relations and joint consultation between
employers and work people at the place of work, collective
relations between employers and the organizations and the
trade unions and the part played by the state in regulating
these relations."

4. The term "Industrial
relations" has been
variously defined by
different writers. It
may be seen that the
basic feature of the
various definitions of
IRs mentioned
above, in spite of the
differences in words,
remain the same
thus industrial
relations includes:
1. The relations between
employers and employees at the
plant level.
2. The relation between the various
unions.
3. The relations between
employers or their organizations
and trade unions at various level
(Level of plant, region or industry
and national level)
4. The relation between the state
and the unions.
5. The relation between the
employers and the government.

5. Industrial relations system fulfils at least three major functions:
1 . It defines the relative rights and responsibilities of workers,
managers and the state that establishes the power
relationships between them.
2. It channels and controls the responses of workers and
managers to the dislocation frustrations and insecurities
inherent in the industrial process.
3. It establishes the network of rules,other substitutive and
procedural, when govern the work place and work
community.
IRs are therefore, a product of social and economical
systems, they are not the cause but the effect of social,
political and economic forces.
Functions of IRS system

6. The objectives of industrial relations are as follows:
1. To maintain and develop good employer and employee
relations.
2. To maintain industrial peace.
3. To safeguard the interests of labour and management.
4. To avoid as per as possible, industrial conflicts.
5. To establish industrial democracy.
6. To help the economic development of the country.
7. To encourage collective bargaining as a means of self-
regulation.
8. To help maintain discipline amongst workers.
9. To help Government in making laws.
10. To help union and management to develop constructive
attitudes to other.
Objectives of IRS:

7. Scope of industrial relations
The scope of industrial relations include:
1. Relationship among employees between
employees and their superiors or managers.
2. Collective relations between trade unions and
management. It is called union management
relations.
3. Collective relations among trade unions,
employers associations and government.

8. According to John T. Dunlop, 'Industrial societies
necessarily create industrial relations defined as the
complex of interrelations among workers, management
and government.'
Three Actors of Industrial
Relations
Thus three major participants or actors of industrial
relations viz., workers and their organizations,
management and government are identified.

9. The total worker plays an important role in industrial
relations. The total worker includes working age,
educational background, family background,
psychological factors, social background, culture, skills,
attitude towards others work etc. Workers' organizations
prominently known as trade unions.
I. Workers and their organizations:
The main purpose of trade unions is to protect the
workers' economic interest through collective bargaining
and by bringing pressure on management through
economic and political tactics.

10. Employer is a crucial factor in industrial relations. He
employs the worker, pays the wages and various
allowances, regulates the working relations through
various rules, regulations and by enforcing labour laws.
2. Employers and their organisations:
The employer expects the worker to follow the rules,
regulations and laws. He further expects them to
contribute their resources to the maximum. The
difference between the demands of worker and employer
results in industrial conflicts.

11. Government plays a balancing role as a custodian of
the nation. Government exerts its influence on industrial
relations through its labour policy, industrial relations
policy, implementing labour laws, the process of
conciliation and adjudication by playing the role of a
mediator etc.
3. Government:
It tries to regulate the activities and behaviour of both
employees organizations and employers' organizations.

12. Workers
IRS
Employers
Government
Three actors of industrial relations

13. Introduction:
There are some aspects that influence the patterns of
industrial relations. These influences act, interact and
reinforce one another in the course of developing
industrial relations.
Forces which influence the pattern of
industrial relations
Some of the aspects arc mentioned below:
I. Social aspects
2. Psychological aspects
3. Political aspects
4. Economical aspects

14. I. Social aspects:
There are certain social aspects which influence the
pattern of industrial relations. such as:
a) Social status: Workers- have a different social
identity and status. As a result, there is a distance
in relationship.
b) Social groups: Different social groups such as
master- servant, higher-caste, lower caste influence
the pattern of industrial relations.
c) Social values: Different social values play their
role in setting the pattern of industrial relations.

15. Several psychological aspects such as motivation,
alienation and morale are significant determinants of
industrial relations.
(Motivation- job satisfaction, job advantages, job
enrichment etc )
2. Psychological aspects:

16. The political framework in different countries such as
democratic system, autocratic system, laissez-faire
system are important determinants of industrial
relations.
3. Political aspects:

17. There are certain economic influences which provide the
basic setting as well as the broader framework for
industrial relations. The economic status of the
employer, and the workers in society differs widely which
influences the pattern of industrial relations.
Some other aspects of economic environment such as -
• Unemployment
• Inflation
• Demand for the product have a serious bearing on the
pattern of relationship in an industrial setting.
4. Economical aspects:

18. Social
Political Economical
Psychological
IRS
Forces which influence the pattern of
industrial relations

19. When in any industry or organization willing co-operation
emanates from employees towards the achievement of
organizational goals, there is said to be good industrial
relations.
Good industrial relations depend on a great variety of
factors. Some of the more important factors are given
below:
CONDITIONS FOR GOOD INDUSTRIAL RELATIONS

20. A good history of industrial relations means harmonious
relationship between management and workers. On the other
hand, a bad history is characterized by militant strikes and
lockouts. Both have perpetuating tendency that dose not mean
they cannot change their attitude.
The probability of conflict is greater when conflict has become
accepted as normal. The probability of peaceful relations is
greater when mutual understanding is expected to continue as a
part of standard operations.
1. History of good industrial relations:

21. Industrial relations depend on the economic satisfaction
of workers. Much of man's conduct is dominated by the
basic survival need because he wants to survive.
2. Economic satisfaction of workers:

22. Identifying the social and psychological needs of workers is a
very important step to determine the good industrial relations.
It has been revealed by the Hawthorn; experiments a man has
several other needs besides his physical needs.
Employment relationship is not only a economic contract,
supportive climate requires more than economic rewards. The
supportive climate of an organization is essentially built
around social and psychological rewards. Worker's
participation in management, job enrichment, suggestion
schemes, redressal of grievances, effective two way
communication are some social & psychological rewards.
3. Social and psychological satisfaction:

23. For good IRS it is not enough that the worker's factory
life alone should be taken care of. His home life is not
totally separable from his work life and his emotional
condition is not separate from his physical condition.
Each affect the other. For this reason worker's off the job
conditions should also be improved.
4. Off the gob conditions:

24. Strong and enlightened labour movement can help to
promote the status of labour without hampering the
interests of management. Labour unions always talk
much of the employer's obligations to the workers, but
say very little about the worker's responsibility to the
employer.
5. Enlightened labour unions:

25. Good industrial relations depend on the ability of
employers, organizations and trade unions to deal with
their mutual problems freely, independently and with
responsibility.
6. Negotiating skills of management & workers:

26. Govt. become a third major force in determining IRs.
Government intervention helps in 3 ways:
7. Public policy & legislation:
• It helps in catching and solving problems before they
become serious.
• It provides formalized means to the workers and
employers for emotional release of dissatisfaction.
• It acts as a check and balance upon different
management action.

27. Better education provide proper sense of responsibility
and thus they will he less influenced by outside forces.
8. Better education:

28. Collective bargaining is the cornerstone of good industrial
relations though the assistance of appropriate
government agencies might be necessary in public
interest.
9. Collective bargaining:

29. The peaceful and harmonious industrial relations depend
on the desire of the employers/management to the
bargain with their employees on the basis of equality.
10. Harmonious industrial relations:

30. Good industrial relations depend on the realization and
urge on the part of employers /managements for the
promotion of their workers welfare.
11. Urge on the part of employers:

31. Good IRs depend on the genuine sympathy of the
general public towards labour .
12. Genuine sympathy:

32. Thus, the existence of strong, independent, responsible
and democratic trade unions and employers
organizations, the recognition of trade unions and the
promotion of collective bargaining, the machinery for the
peaceful settlement of industrial disputes, the existence
of good human relations at the level of the undertaking
and the removal of discriminations of all types based on
any ground including race, religion, nationality or
language would go a long way to improve the pattern of
industrial relations in a country.
Conclusion:

33. Maintenance of sound industrial relations is as crucial and
difficult as that of human relations.
Hence, the following principles should be followed to
maintain sound industrial relations:
Principles of sound industrial relations
1. Recognition of the dignity of the individual and of his
right to personal freedom and equality of opportunity.

34. Principles of sound industrial relations (contd.)
2. Mutual respect, confidence, understanding, goodwill
and acceptance of responsibility on the part of both
employer, management and workers and their
representatives in the exercises of the rights and
duties in the operation of the industry.
3. Similarly, there has to be an understanding between
the various organisations of employers and
employees who represent the management and
workers.