1) Industrial relations refer to the relationships between workers, their organizations, employers and employer organizations, as well as government bodies that regulate workplace interactions. 2) There are different theoretical perspectives on defining industrial relations, including institution-based, social psychology-based, and class-based definitions. 3) Key aspects of industrial relations systems include contracts, collective bargaining, dispute resolution, and the influence of government, unions and employer associations. Industrial relations aim to balance conflict and cooperation between labor and management.

1. cf}wf]lus
;DaGw

2. kl/ro

3. ;fdfGo cy{df eGbf æcf}Bf]lus ;DaGwÆ
Joj:yfkg ÷/f]huf/bftf / >lds jLrsf] ;DjGw xf]
.
of] sfd >lds / pgLx?sf] ;+u7g, /f]huf/bftf /
pgLx?sf] ;+u7g Pjd /fHo / o;sf lgsfox?sf
ljleGg txdf x'g] cGt/ls|ofsf] k|lqmof xf] .

5. ;}4flGts kÔ
klxnf]
(1) Institutional-based definitions:
industrial relations are the sum of institutional processes that establish and administer the rules regulating workplace relations
(2) Social Psychology-based definitions:
industrial relations are the sum of social psychological interactions between individuals
(3) Class-based definitions:
industrial relations are the sum of institutions, interactions and processes that are a product of wider social and economic
influences, in particular the class divisions of contemporary capitalism
!= ;+:yfut cfwf/ M
cf}wf]lus ;DaGw ;+:yfut k|s[ofx?sf] hf]8 xf], h;n]
lgod sfg'g¢f/f sfo{:ynsf] ;DaGwnfO{ JAoj:yfkg
ub{5 .
@= ;fdflhs ;demsf] cfwf/ M
cf}wf]lus ;DaGw AolQmx? aLr cGt/lqmofx?sf]
;fdflhs ;demsf] hf]8 xf] .
#= ju{sf] cfwf/ M
cf}wf]lus ;DaGw ;+:yfx?, cGt/lqmofx? / k|s[ofx?sf]
hf]8 xf] hf] vf; u/]/ jQ{dfg k"Flhjfbn] ju{ ljefhgjf6
a[xb ;fdflhs / cfly{s k|efjx?sf] pkh xf] .

6. ;}4flGts kIf
bf];|f]
(4) Human Resource Management:
contracts of employment (involving trade unions, worker collectives, labour courts and government agencies), as well as management of
conflict arising out of the personal interactions of individuals in the workplace, are part of labour management functions ( i.e. recruitment,
selection, training, development, performance management, and so on)
(5) Employment Relations (or Employee Relations):
contracts of employment (involving trade unions, worker collectives, labour courts and government agencies), as well as the management
of conflict arising out of the personal interactions of individuals in the workplace, are part of workplace relations, together with the normal
functions of Human Resource Management.
$=dfgj ;+zfwg Aoj:yfkg M
/f]huf/Lsf zt{x? - 6«]8 o'lgogx?, >ldsx?, >d cbfnt / ;/sf/L
lgsfox?sf] ;xeflutfdf _, ;fy} AolQmx? aLrsf] AolQmut
cGt/lqmofx?jf6 sfo{:yndf pAhg] ¢GbnfO{ Aoj:yfkg ug'{ >d
Aoj:yfkg s[ofsnfkx? sf] lx:;f xf] . - h:t} M lgo'lQm, tflnd, ljsf;,
k/kmf]dG; Ao:yfkg cflb . _
%= /f]huf/L ;DaGw - cyjf >d ;DaGw _ M
/f]huf/Lsf zt{x? - 6«]8 o'lgogx?, >ldsx?, >d cbfnt / ;/sf/L
lgsfox?sf] ;xeflutfdf _, ;fy} AolQmx? aLrsf] AolQmut
cGt/lqmofx?jf6 sfo{:yndf pAhg] ¢GbnfO{ Aoj:yfkg ug'{ sfo{:yn
;DaGwsf] lx:;f xf] . ;fy ;fy} dfgj ;+zfwg Aoj:yfgsf] ;fdfGo
s[ofsnfk xf] .

7. cjwf/0ff
!= pwf]u -sfo{:yn_ - s'g} klg pTkfbg jf ;]jfdf JolQm ;d"xsf]
;xeflutfnfO{ hgfp‘5 _
@= ;DaGw - sfo{:yn leq Joj:yfkg / >ldssf] ;DaGwnfO{ hgfp‘5 _
• cf}wf]lus ;DaGwn] sfo{:yn jf sfo{:yn aflx/,
>lds aLrsf] ;DaGw, >ldsx? / To;sf]
/f]huf/bftfsf] ;DaGw, /f]huf/bftfx? aLrsf]
;DaGw, /f]huf/bftfx? / o;sf] >ldsx?;+usf]
;DaGw h;n] cf–cfkmgf] xs / lxtsf] nflu
lgdf{0f u/]sf] ;+:yf aLrsf] ;DaGwnfO{ hgfpF5
.
• o;/L cf}wf]lus ;DaGwsf] k|0ffnLn] ;Dk"0f{
;fd"lxs ;f}bfjfhL, lg0f{o k|s[ofdf >ldssf]
;xeflutf, u'gf;f] / åGå Joj:yfkg / /f]huf/bftfx?,

8. cf}wf]lus ;DaGwsf] p2]Zo
• To enhance economic status of worker
• To avoid industrial conflicts and their consequences
• To extend and maintain industrial democracy
• To provide an opportunity to the worker to have a say in the management decision making
• To regulate production by minimizing conflicts
• To provide forum to the workers to solve their problems through mutual negotiations and consultations with management
• To encourage and develop trade union in order to develop workers collective strength
>ldssf] cfly{s x}l;otdf a[l4 ug{
cf}wf]lus ¢Gbx? / o;sf sf/0fx? ;dfKt ug{
cf}wflus k|hftGqnfO{ lj:tf/ / Aojl:yt ug{
Aoj:yfkg lg0f{odf >ldsnfO{ cfkmgf s'/f /fVg kfpg]
cj;/ k|fbg ug{
¢Gb Go'g ul/ pTkfbgnfO{ lgodg ug{
>ldsx?sf ;d:ofx? Aoj:yfkg;+u cfk;L ;xdlt / ;Nnfxjf6
;dfwfg ug{ ;femf d~r pknAw ug{
ljslzt >ldsx?sf] ;fd"lxs ansf] cfwf/df 6«]8 o'lgogsf]
ljsf; tyf pT;flxt ug{ .

9. cf}wflus ;DaGwsf] k|s[lt
• IR arise out of employer employee relations
• IR is a web of rules: formed by the interaction of Govt, industry & labor
• IR is multi dimensional: influenced by complex set of institutional. economic & technological factors
• IR is dynamic and changing: keep pace with employee expectations, trade unions, employer associations and other economic and
social institutions of society
>d Aoj:yfkg÷/f]huf/bftf ;DaGwsf] pTklt
x'G5 .
of] sfg"gx?sf] Pp6f ;+hfn xf] M o;sf]
lgdf{0f ;/sf/, /f]huf/bftf / >ldssf]
cGt/lqmofjf6 lgdf{0f x'G5 .
of] ax'cflds cfofd xf] M of] ;+:yfut, cfly{s /
k|fljlws s'/fx?sf] hl6n z[vnfjf6 k|efljt x'G5 .
of] ultlzn / kl/jQ{glzn xf] M >ldsx/sf]
rfxgfx?, 6«]8 o'lgogx?, /f]huf/bftfx?sf]
;+u7g tyf cGo cfly{s / ;fdflhs ;+:yfx?sf]
;dfhsf] bjfj x'G5 .

10. cf}wflus ;DaGwsf] k|s[lt
• IR is characterized by forces of conflict and compromise. Individual differences and disagreements resolved through constructive
means.
• Govt influences and shapes IR: with its laws, rules, agreements through executive and judicial machinery
• Scope of IR is very wide as it covers grievances, disciplinary measures ethics, standing orders, collective bargaining, participatory
schemes and dispute settlement mechanism etc
• Interactive and consultative in nature: in resolving conflict,controversies and disputes between labor and management.
of] ¢Gb / ;xdltsf] anx?jf6 rl/tfy{ x'G5 . AolQmut
dtleGgtfx? / c;xltx? ;sf/fTds ;fwgx?¢f/f ;fdfwfg
x'G5 .
;/sf/sf] k|efjx? / cfsf/x? M sfo{sf/L / Goflos
cf}hf/¢f/f P]gx? / sfg"gx? ;xdltxåf/f lgdf{0f x'G5 .
o;sf] Ô]q w]/} Aofks 5 . o;n] u'gf;f]x?, cg'zf;g dfkg gLltx?,
wf]if0ffx?, ;fd"lxs ;f}bfafhL, ;xeflutf l:sd / ¢Gb Aoj;yfkg
;+oGq cflb nfO{ ;d]6 5 .
cGt/lqmofTds / ;xdlto k|s[lt M >lds / Aoj:yfkg
aLrsf] ¢Gb, ljjfbx? / dte]bx?nfO{ lg/fs/0f x'G5 .

11. cf}wf]lus ;DaGwsf ;Defjgf
• Management – Union relationship
• Employer – Employee relationship
• Relationship amongst various groups of employees
• Effect of extraneous factors like state, socio-political- economic factors on workplace relationships
Aoj:yfkg —o'lgog
;DaGw
/f]huf/bftf — >lds
;DaGw
c;DalGwt tTjx?sf] k|efj M sfo{:yn
;DaGwx?df /fHo, ;fdflhs — /fhlglts —
cfly{s tTjx?sf] k|efj
>ldsx?sf ljleGg ;d"xx? aLrsf
;DaGw

12. cf}wf]lus ;daGw k|0ffnL - Industrial
Relation System _
cf}wf]lus ;DaGw k|0ffnLn] >ldsx?, >lds /
/f]huf/bftf aLrsf] ;DaGw ;DaGwL ;Dk"0f{ ;d:of /
Joj:yfgnfO{ hgfp‘5, h;nfO{ åGå / ;xsfo{sf]
ljlwaf6 ;dfwfg jf Joj:yfkg ul/G5 .
;fdfGotof cf}wf]lus ;DaGw / o;sf] k|ls|of sfg"gL
Joj:yfjf6 lgb]{lzt x'G5 / o;sf] :t/ pBdL,
/f]huf/bftf, Joj:yfkg / >ldsx?sf] :jfy{x? aLrsf]
3if{0f Pjd cGt/ls|ofjf6 lgwf{l/t x'g] ub{5 .
t/ uxg?kdf ljn]if0f ug'{kbf{ cf}wf]lus ;DaGw
eg]sf] pTkfbg, pTkfbsTj Ifdtf a[l4, dfgj sNof0f,
Pjd cf}wf]lus k|ultsf nflu o;sf ;Dk"0f{ ;/f]sf/jfnf
lgsfox? aLrsf] ;xsfo{ tyf ;xhLjgsf] snf xf] , h'g
;xsfo{sf] / ;dGjosf] l;k ;+u} ljsl;t x'g] ub{5 .

13. cf}wf]lus ;DaGwsf kIfx?
>lds
>lds
;+u7gx?
;/sf/
/f]huf/b
ftf
/f]huf/bftf
sf]
;+u7gx?
cbfnt
cf}wf]lus ;DaGw

14. ax'ntf
Co-operation -;xof]u
_
Conflict -4G4 _
Authoritarian -
clwsf/jfb _
Paternalism- cleefjsjfb _
PsfTds
Dffgj
;+;fwg
Joj:yfkg
k|0ffnL
Evolution - ljsf;_
Revolution- s|fGtL
_
Dffs{;
>d k|s[of dflysf]
lgoGq0f
k|j]z k|s[of kl/0f
fd
4G4
(dtleGgtf)
lgodg
(sfg"g)
;+:yfx? /
k|s[of
;+:yf ;DalGw
cjwf/0ff
cf}wflus ;DaGw ;DalGw cjwf/0ff
;fdflhs lqmofsnfk
cf}wf]lus ;DaGw ;DalGw
a[xb cjwf/0ff
cf}wf]lus ;DaGwsf kf6fx?
>d ahf/ t'ngfTd
s

15. PsfTdstfsf] l;4fGt
of] l;4fGt k'FhLjfbL lrGtgsf] Ps k|d'v kIfkf]ifs l;4fGt
xf] .
o; l;4fGt cg';f/ pBdL /f]huf/bftf / pgLx?sf ;dfh / >ldsx?sf]
Ps dfq ;femf d"No, :jfy{ / p2]Zo cf}Bf]lus ljsf; x'g' kb{5 .
pBdL ÷/f]huf/bftf / >ldsx? Ps csf{sf k|lt4G4L geO{
;femf p2]Zo k|fKtLsf] p2]Zo s]lGb|o Pp6f l;Ëf]
OsfO{sf ;b:o dfq x'g .
nufgL stf{sf] x}l;otn] o;sf] lgoGq0fsf] clwsf/ klg
/f]huf/bftf / Joj:yfkgx?df g} lglxt x'G5 / x'g'kb{5 .
s;/L pBf]unfO{ ;+rfng ug]{ / >lds;+u s:tf] Jojxf/ ug]{ eGg]
lg0f{osf] ljz]ifflwsf/ / lhDd]jf/L Joj:yfkgnfO{ x'g' kb{5 eg]
>ldsx? pBf]u k|lt jkmfbf/ x'g' kb{5 eGg] dt o; l;4fGtn] /fVb5 .

16. PsfTdstfsf] l;4fGt
pBf]uleq x'g] 4G4x? cljj]sL ultljlwx? x'g . obfsbf
pBf]uleq b]lvg] 4G4? ;fd'lxs ljifo geO{ JolQmut /
;xsfo{sf] qmddf cfpg] ;fdfGo 3if{0fhGo ljjfbx? x'g .
To;sf] ;dfwfg cleefjsLo e"ldsfsf] dfWodn] jf
Joj:yfkgdf cGt/lg{lxt ljz]ifflwsf/sf] tfstsf] k|of]ujf6
Joj:yfkgn] ug'{ kb{5 .
Pp6f pBf]uleq Joj:yfkg / >lds b'O{ ljkl/t ju{ x'g]
geO{ b'j} Pp6} p2]Zosf nflu lqmoflzn l;Ëf] kl/jf/ x'g]
x'+bf 6«]8 o"lgog h:tf] 5'§} lgsfo cgfjZos ljifo xf] .
t;y{ o; l;4fGtsf cg';f/ 6«]8 o"lgog eg]sf] Joj:yfklso
e"ldsf dflysf] x:tIf]k dfq xf] .

17. PsfTdstfsf] l;4fGt
• IR is grounded in mutual cooperation, individual treatment, team work and shared goals.
• Work place conflict is seen as temporary aberration, resulting from poor management
• Employees who do not mix well with organization culture
• Unions cooperate with the management
• Management’s right to manage is accepted because there is no ‘we they” feeling
• Underlying assumption is that everyone benefits when the focus is on common interest and promotion of harmony
o;df cf}wf]lus ;DaGw eGbf cfk;L ;xof]u,
AolQmut s[ofsnfk, ;d"x sfo{ / ;+o'Qm nIox? x'G5 .
o;df sfo{:ynsf åGbnfO{ ;fwf/0f 3if{0fsf] ?kdf lnO{G5,
sdhf]/ Aoj:yfkgsf] kl/0ffd xf] of] .
o;df >ldsx? ,hf] ;+:yfut ;+:s[ltdf /fd|f] ;dflxt x'b}g .
o'lgogx? Aoj:yfkgnfO{ ;3fpF5 .
Aoj:yfkgn] h] h;/L Aoj:yf u5{ To;nfO{ l:jsfl/G5 lsgls
o;df xfdL ltld eGg] s'/f x'b}g .
o;df 7f]; dfGotf 5 ls ;a} nfeflGjt x'G5 ,olb cfkl; rfxgf /
dfGotfsf] ljsf;df Wofg k'/ofP eg] .

18. PsfTdstfsf] l;4fGt
• Based on reactive strategy. Direct negotiation with employees
• Participation of Govt, tribunals and unions are not sought or are seen as being necessary for achieving harmonious employee relation
k|ltlqmofTds /0fgLlts cfwf/ . >ldsx?;+u l;w} ;xdlt
x'G5 .
;/sf/, 6«La'gn; / o'lgogx?sf] ;xeflutfsf] cfjZostf dxz';
ul/Psf] 5}g a? /fd|f] >d ;DaGwsf] nflu cfjZos sfo{x?
ug]{ b]lvG5 .

19. ax'ntfsf] l;4fGt (Pluraliatic
Approach)
o; dtn] cf}Bf]lus ;DjGwnfO{ ;xof]u / 4G4sf] ;xsfo{sf]
?kdf l:jsfb{5 .
cf}Bf]lus ;dfh leq /x]sf leGg leGg :jfy{x?, dfGotfx? /
p2]Zox?sf sf/0f ;dfh leq b]lvg] / x'g] 4G4x? :jefljs
x'g,
logLx?nfO{ ;+:yfut k|lqmofjf6 gLlt lgodsf] ?kdf
;dfwfgdf ?kfGtl/t ug{ ;lsG5 eGg] wf/0ffnfO{ o; dtn]
kIfkf]if0f ub{5 .
/f]huf/bftf tyf Joj:yfkg k||efjsfl/tf, pTkfbsTj Pjd
gfkmf k|lt s]lGb|t x'g] / >ldssf] rfxgf plrt j]tg, /fd|f]
sfo{ jftfj/0f Pjd /f]huf/Lsf] k|Tofe"lt x'g] x'+bf 4G4
nfO{ :jfefljs / cjZoDefjL 7fGb5 .
o; l;4fGtsf cg';f/ 4G4 cfk}mdf g/fd|f] x'b}g, of]
;dfhsf] utLlzntfsf nflu cfjZos ljifo xf] h;nfO{ pko"qm
Joj:yfkgsf] dfWodjf6 ;sf/fTds tfstdf ?kfGt/0f ug{

20. ax'ntfsf] l;4fGt
o; dtn] 6«]8 o"lgognfO{ ;xhtfsf ;fy l:jsfb{5 / ;+:yf
leqsf] Ps cfGtl/s cGt/lglxt / hfoh lx:;fsf] ?kdf
u|x0f ub{5 .
Joj:yfkgsf] e"ldsf lgodsf] kfngfsf nflu ansf]
k|of]u eGbf ;dfof]hg, ;xdtL / ;xhLs/0fdf s]lGb|t
x'g' kg]{df hf]8 lbG5 .
– ;+:yfleq ;'Id txsf b]lvg] tgfjx? jf ;du| cf}Bf]lus ;dfhleq j[xt
?kdf p7g] d"No dfGotf cfwfl/t ;jfnn] l;h{gf ug]{ 4G4x?
JolQmut ps';d's';, j}wflgs
-sfg"gL_ bjfj jf cf}Bf]lus bjfjsf ?kdf d'vl/t x'g] x‘Fbf cf}Bf]lus
;dfhdf p7g] To:tf] vfn] ;+/rgfTds, ;+:yfut jf JolQmut
4G4x?nfO{ ljleGg txdf j:t'ut jf k|lqmofut ?kdf tyf 4G4
Joj:yfkgsf cfGtl/s jf jfxo ;+/rgfsf] ;xof]udf ;dGjo, ;xdtL /
;Demf}tfsf] dfWodaf6 ;dfwfg ug{ ul/g'kg]{ dfGotfnfO{ o;

21. ax'ntfsf] l;4fGt
• Pluralism is belief in the existence of more than one ruling principle, giving rise to a conflict of interests.
• The pluralist approach to IR accepts conflict between management and workers as inevitable but containable through various
institutional arrangements ( like collective bargaining, conciliation and arbitration etc) and is in fact considered essential for innovation
and growth.
• It perceives organizations as coalitions of competing interests , where the management’s role is to mediate among the different interest
groups.
ax'ntfn] Pp6f eGbf w]/} zfl;lso cjwf/0ffsf] pTkltdf
ljZjf; ub{5 / of] Pp6f ljleGGf rfxgfx?sf] åGbjf6 cfpg]
s'/f xf] .
o; cjwf/0ffn] Joj:yfkg / >ldsx? aLrsf] åGb cjZoeflj
ePsf] s'/f l:jsfb{5 t/ o;nfO{ ljleGg ;+:yfut Joj:yf - h:t} –
;fd"lxs ;f}bfjfhL, slG;n]zg / cfla{6]zg cflb _ tyf cljisf/ /
a[l4sf] nflu cfjZos k|s[of lgwf{/0f ug{ ;lsG5 .
of] ljleGg rfxgfx?sf] cfwf/df ;+u7gx? aLr k|ltikwf{
x'G5 , hxf“ Joj:yfkgn] tL ljleGg ;d"xx?df dWo:tfsf]
e"ldsf lgjf{x u5{ .

22. ax'ntfsf] l;4fGt
• It perceives trade unions as legitimate representative of employee interests
• It also perceives stability in IR as the product of concessions and compromises between management and unions.
• Employees join unions to protect their interests and influence decision making by the management. Unions thus balance the power
between management and employees. In pluralistic approach a strong unions is not only desirable but necessary
o;df 6«]8 o'lgogx?n] >ldsx?sf] rfxgfx?nfO{
sfg'gL?kdf k|ltlglwTj ub{5 .
o;df Joj:yfkg / >lds aLr cf}wf]lus ;DaGwsf] :yfloTjsf]
nflu ;xdlt / ;xsfo{nfO{ klg a'emb5
o;df >ldsx? cfkmgf rfxgfx?nfO{ :yflkt ug{
Joj:yfkgsf] lg0f{o k|s[ofdf k|efj kfg{ o'lgogx?;+u
cfj4 x'G5 . ctM o'lgogx?n] >ldsx? / Joj:yfkgsf]
zlQmdf ;+t'ng Nofp“5 . o; l;4fGtdf alnof] ;+u7g
s]jn O{R5fsf] nflu dfq geO{ cfjZostfsf] ?kdf sfo{
ub{5 .

23. dfs{;jfbL l;4fGt (Marxist Approach)
o; dt cg';f/ k"‘hLjfbL ;dfhdf pTkfbg k|0ffnL gfkmf
s]Gb|LTf x'g] x'‘bf o;n] >d dfly ;b}j cGofo ul//x]sf]
x'|G5 .
k'‘hLjfbL cy{tGqdf zlQm / ;DkQLsf] ljt/0fdf Jofks
c;dfgtf /xg] x'‘bf cf}Bf]lus ;dfhdf 4G4 cj/f]wd"vL x'g]
/ 6«]8 o"lgogx? k'‘hLafbL >d leq x'g] zf]if0fsf lj?4sf]
:jefljs k|ltlqmofx? x'g .
dfs{;jfbL l;4fGt cg';f/ ;fdflhs kl/jt{gsf nflu jlu{o 4G4
cfjZos x'g] x'+bf 6«]8 o"lgogx? ;Demf}tfsf] gfddf
cndln+b} k|ToIf k/f]If?kdf k"+hLjfbs} kIf kf]ifs geP/
s|flGtsf/L ;+u7gdf ?kfGtl/t x'g' kb{5 .
d"n sfd / ;xof]uL sfo{sf cfwf/df >dsf] ljefhg, cfTd
lgoGq0fsf] dfWodaf6 :jfoQ Joj:yfkgsf] ljsf;, gLlt k|ls|of
tyf lgod dfly gf]s/zfxLsf] lgoGq0f cEof;nfO{ o; k4tLn]
Joj:yfklso lgoGq0f / ;+oGqsf] ?kdf kl/eflift ub{5 eg]
csf]{ tkm{ >ldsx?jf6 lgif]wfTds cEof;sf] ?kdf cj/f]w Pjd
;fd'lxstfjfbsf] ?kdf ;+o"Qm ;+rfngsf] cEof;sf nflu

24. cfk;L ljZjf; (Trusteeship) sf] l;4fGt
pk/f]Qm tLg k|d'v dtsf cltl/Qm dxfTdf ufGwLjf6
k|:tfljt Trusteeship sf] dfu{ cf}Bf]lus ;DjGw ;DjGwL
csf]{ Pp6f dxTjk"0f{ l;4fGt dflgG5 .
o; dt cg';f/ Joj:yfkls tyf cf}Bf]lus ;+:yfx?df pgLx?sf
pkef]Qmf, >lds, lx:;]bf/ / ;du| ;d'bfo k|ltsf] lhDd]bf/L
cGt/lglxt x'G5 / x'g' kb{5 .
s'g}klg p|Bf]uklt jf Joj;foL cfkm}+df dflns geO{ lglZrt
sfnv08sf nflu ;dfhsf] Pp6f Trustee dfq xf] .
t;y{ p;n] cfkm"nfO{ k"+hL, Joj;fo tyf pBf]usf] dflns
geO{ sfl/Gbf jf ;+/Ifssf] ?kdf 7fGg'kb{5 .
p;sf] p2]Zo JolQmut gfkmf eGbf ;DjlGwt ;du| ;dfhsf]
;Gt'i6Lsf] j9fjfdf s]lGb|t x'g' kb{5 .

25. Trusteeship
t;y{ Pp6f pBf]uktL / Joj;foLn] nfvf}+ ;fwf/0f
JolQmx?n] hLjg lgjf{x u/] em} hLjg ofkgsf nflu
cfjZos dfq ;DklQ Dffq :jo+n] pkef]u ub}{ jf+sL
cflh{t gfkmfnfO{ j[xQ/ ;dfh lxtdf pkof]u x'g] u/L
;+/If0f ug'{ kb{5 .
o; k|sf/ o; dt cg';f/ ;DklQ s'g} Ps JolQm jf
kl/jf/sf] geO{ ;dfhsf ;j} ;b:ox?sf] xf] .
s;}n] o;nfO{ Joj:yfkg ug'{kg]{ x'+bf, o;} s|ddf
s;}n] xfl;n u/]sf] h:tf] dfq b]lvg] xf] .
o;sf] lj:tf/sf] qmddf /f]huf/bftf / >ldssf] ;d"xsf]
l;h{g x'g] ePklg oL ;d"xsf] p2]Zo cfkmgf] lxt lj:tf/
ug]{ geO{ ;du| kf/:kl/s lj:jf;sf ;fy ;dfhsf] clwstd
sNof0ftkm{ s]lGb|t x'g' kb{5 .

26. /f]huf/L ;DaGw
Dunlop’s model
Afftfj/0f
!= >d ahf/
@= k|ljlw
#= ;dfhdf clwsf/sf]
jf8kmf8
tLg snfsf/x?
!= o'lgog
@= Joj:yfkg
#= ;/sf/
kl/0ffd
sfo{:ynsf] lgodx?

27. ;fd"lxs ;f}bfafhLsf k|s[of tyf
r/0fx?

28. x8tfn ug]{ k|fjwfg
!= x8tfn ug]{ cf}lrTotf tyf df+ubfaLsf] kq
Joj:yfks ;dIf k]z u/]sf] #) lbg k'u]kl5 dfq
x8tfn z'? Ufg{ ;lsG5 .
@= pk/f]Qm kqsf ;fy, ;Dk"0f{ >ldsx?sf]
sDtLdf ^) % n] pQm df+usf ;DaGwdf
x8tfndf pqg] s'/fsf] kIfdf uf]Ko dtbfg u/L
kfl/t u/]sf k|:tfj ;d]t /flvPsf] x'g' kg]{5 .
#= pk/f]Qm s'/fx?sf] ;'rgf >d ljefu, ;DalGwt
>d sfof{no tyf :yflgo k|zf;gnfO{ ;d]t lbP/ dfq
x8tfn z'? ug{ ;lsGf]5 .

29. df+u kq
========
=====
>lds Joj:yfks
jftf{ ;kmn jftf{ ;kmn
jftf{ ;kmn jftf{ ;kmn
jftf{
c;kmn
jftf{
c;kmn
>d sfof{nosf]
/f]xa/df åLkIfLo
jftf{ - !% lbg leq_
>lds
x8tfn
Joj:yfks
tfnfaGbL

30. g]kfndf cf}wf]lus ;DaGw sfg"gL ?k/]vf
s]lGb|o >d ;nnfxsf/ ;ldlt – lqklIfo -bkmf ^@_
>d ;DalGw gLlt / sfg"g th{'df ug]{ ljifodf jftf{ .
k|lti7fgdf >d ;DaGw ;ldlt – b'O{ kIfLo –bkmf ^#_
sNof0fsf/L sf]if, ;~ro sf]if, jf;:yfg Joj:yfkg, pTkfbsTj /
;]jf j[l4 ;DalGw ljifodf jftf{ .
JolQmut ljjfb ;dfwfg k|s[of -bkmf &#_
;fd"lxs ljjfb ;dfwfg k|s[of -bkmf &$_
 /fli6«o:t/sf] sNof0fsf/L sf]if
>d cbfnt - bkmf &$ sf] pkbkmf # – u7g tyf bkmf &$
sf] pkbkmf $ – hfg ;Sg] _

31. g]kfndf cf}Bf]lus ;DjGwsf] ljsf;
!)(# – g]kfndf cf}Bf]lus ;DjGwsf] k|lqmof df cfw'lgs cf}Bf]lus
ultljlwsf] ;'?jft kl5 dfq ePsf] xf] .
@))# df lj/f6gu/sf] cf}Bf]lus If]qdf ePsf] klxnf] g]kfnL >lds
cfGbf]ng kZrft dfq g]kfndf cf}Bf]lus ;DjGwsf] k|lqmofsf]
ljhf/f]kg ePsf] dfGg' kb{5 .
@))& df k|hftGq :yfkgf kZrft >lds cfGbf]ngn] yk utL xfl;n ug{
;Sof] .
@))* >ldssf ;d:ofx? klxrfg ug{ / cfjZos sfg"g lgdf{0fsf nflu
;'emfj lbg] p2]Zosf ;fy ;/sf/jf6 Pp6f cfof]u u7g ul/of] .
@)!$ cfof]usf] ;'emfjsf] cfwf/df /fHon] cf}Bf]lus gLltsf]
3f]if0ff u–of] .
@)!^ b'O{ jif{ kl5 df sf/vfgf / sf/vfgfdf sfd ug]{ >lds ;DjGwL
P]g NofOof] .
@)!& sf] zfxL sbd k5f8L ;Dk"0f{ k|hftfGqLs ;+/rgfx?sf] k|ltjGw

32. g]kfndf cf}Bf]lus ;DjGwsf] ljsf;
@)$^ df k"g{:yflkt k|hftGqn] >ldsx?n]
cfkmgf] ;+u7gsf] lgdf{0fsf] jftfj/0f k|fKt u/]
.
@)$* / @)$( df qmdzM k|ltkflbg >d P]g /
6«]8 o"gLog P]gx?n] cf}Bf]lus ;DjGwsf] gof‘
sfg"gL cfwf/x? vf]Nof] .
@)^# df bf]>f] nf]stfGqLs cfGbf]ngsf]
;kmntf;+u} gLhfdtL sd{rf/Lx?sf] ;+u7g
clwsf/nfO{ ;d]t /fHo4f/f :jLsf/ u–of] . o;/L
sf/vfgfdf sfd ug]{ >ldsx?n] kfPsf] >lds

33. ;d:ofx? M
!= P]g sfg'gsf] k|efjsf/L sfof{Gjogsf] cefj
@= k|efjsf/L >d lgl/If0f k|0ffnLsf] cefj
#= Joj:yfkssf] u}/ lhDj]jf/L k|j[tL
$= /fHosf] k"+lhklIfo rl/q
%= >d If]qsf] j8bf] cgf}krfl/s/0f
^= >d If]qdf cfPsf] gof‘ k|ljlw / Joj:yfkg
&= j9bf] j]/f]huf/L
*= If]qut ;fd'lxs ;f}bfjflhsf] cefj
(= >d ;DjGw ;ldltsf] cJojxfl/s ;+/rgf

34. wGojfb