Industrial relations are complex and involve relationships between employees, management, unions, and government. The document outlines the concept of industrial relations, including its objectives to improve workers' economic conditions and regulate production. It also discusses common causes of industrial disputes like wages, working conditions, supervision issues, and rigid work rules. The document proposes handling disputes by quickly identifying and resolving grievances based on facts. It suggests some prerequisites for reducing disputes, such as following legislation, having a simple but clear mutual consultation process, and reviewing the dispute resolution process.

1. Title Lorem
Ipsum
Sit Dolor Amet
Industrial
Relation and Way
to Reduce
Industrial
Disputes
Prepared and Presented by:
Mohammad
Rahmatullah
ID: 182006031

2. Content Covered
Industrial Relation and Way to Reduce Industrial Disputes
 Concept of Industrial Relation
 Scope of Industrial Relations
 Industrial Relation’s Objectives
 The Reasons of Industrial Disputes
 The ways to handle the Disputes
 Some prerequisites to Reduce the Disputes

3. Concept of
Industrial
Relation
• Industrial relations are the relations which are the
outcome of the ’employment relationship’ in an
industrial enterprise
• created by the diverse and complex attitudes and
approaches of both management and workers
• Not a simple relationship between the two parties but is
a set of functional interdependence involving a number
of factors
• creates a complex of rules and regulations to govern the
work-place
• The Government/State also regulates the industrial
relations in the country

4. Scope of
Industrial
Relations
• Relationship among employees, between employees and
their superiors or managers.
• Collective relations between trade unions and
management. It is called union-management relations.
• Collective relations among trade unions, employers’
associations and government.

5. Industrial
Relation’s
Objectives
• Improving the economic condition of the labor in
industrial management and political government
• Controlling industries by the State to regulate
production and industrial relations
• Socialization or nationalization of industries by making
the state itself the employer
• Vesting the proprietorship of the industries in the
worker.

6. The Reasons of
Industrial
Disputes
• Economic – wages, overtime, bonus, etc.
• Work environment – poor working conditions,
substandard equipment and machinery, defective tools,
materials, etc.
• Poor quality of supervision – perceived notion of
favoritism, nepotism, bias, etc.
• Work organization – rigid and unfair rules, lack of
recognition, etc.

7. The ways to
handle the
Disputes
• as soon as the grievance arises, it should be identified
and resolved
• acknowledge the manifestation of true and real feelings
of the employees
• gathering appropriate and sufficient facts explaining the
grievance’s nature
• the actual cause of grievance should be identified
• after identifying the causes of grievance, alternative
course of actions should be thought
• execute the decision quickly, and it may not hurt the
employees concerned

8. Some
prerequisites to
Reduce the
Disputes
• Conformity with the prevailing legislations
• Procedure should be basis on mutual consultation
• Simplicity in process
• every step in the procedure should be clear
• Speedy redressal system
• Based on facts
• The process should be reviewed

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