Definition of industrial relations - industrial relations - Manu Melwin Joy
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Industrial relations involves the study of the relationships between workers, management, unions, and the state regarding employment. It deals with problems arising from human relationships in the workplace, where workers sell their services for a wage while working under an employer's control. Industrial relations aims to regulate these institutionalized employment relationships through individual consultation, collective relations between employer organizations and unions, and government regulation.
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Industrial Relations
This Learning Material will give you an detailed Comprehension on Industrial Relation Systems in India.
Industrial relation
The document discusses key concepts in industrial relations including:
1. It defines industrial relations as the relationships between employees, employers, and unions within organizational settings including collective bargaining and dispute resolution.
2. It outlines the objectives of industrial relations as avoiding disputes between management and labor to increase productivity while also improving workers' living conditions.
3. It discusses the roles of the main actors in industrial relations - employees, employers, and the state through labor laws and policies.
Unit 1
This document provides an overview of the concepts and evaluation of industrial relations management. It discusses the meaning and definitions of industrial relations. It also outlines the key factors that influence industrial relations within enterprises such as the economic, social, and political environments. Furthermore, it examines the evolution of industrial relations in India under British rule and post-independence. The document also explores different approaches to understanding industrial relations from psychological, sociological, and human relations perspectives. Finally, it defines the labor market and its role in industrial relations.
Objectives of industrial relation
The main objective of industrial relations is to develop and maintain congenial labor-management relations. Other objectives include enhancing the economic status of workers, regulating productivity by minimizing industrial conflicts, extending and maintaining industrial democracy, avoiding industrial conflicts and their consequences, and developing and encouraging trade unions to improve workers' strength.
Employment relations and its emerging trends
The document discusses understanding employment relations and its emerging trends. It covers several key points:
1) Employment relations is about managing relationships between employees and involves forming work teams, dealing with conflicts, and navigating various relationship stages from forming to adjourning.
2) The employment landscape is changing significantly due to factors like globalization, new industries, and technological changes. This impacts both employers and employees.
3) Government roles are shifting from controllers to facilitators and new actors like consumers and communities are emerging in employment relations. Laws and court rulings are also adapting to changes.
Unit 1 industrial relations
The document provides an overview of industrial relations, including definitions of key terms, the importance of industrial relations, problems in the public sector, the growth of trade unions, and the code of conduct. It also discusses concepts, trade unions, collective bargaining, and disputes in industrial relations.
Industrial relations
Industrial relations involves the relationship between management and workers in an organization, including aspects like collective bargaining, trade unionism, and government involvement. It aims to maintain harmony between these parties through rules and regulations while addressing issues around workers' participation, remuneration, and health and safety. The relationships and interactions between employers, employees, unions, and the government shape industrial relations systems and structures within an organization.
Industrial relations
This document outlines 8 key factors that affect industrial relations: institutional, economic, social, technological, psychological, political, enterprise-related, and global. Institutional factors include labor laws, unions, and collective bargaining agreements. Economic factors involve unemployment rates, economic cycles, and types of business ownership. Social factors comprise social groups, values, and status. Technological factors center around the type and rate of change of technology used. Psychological factors relate to attitudes and motivation levels. Political factors incorporate systems of government and involvement of political parties. Enterprise-related factors concern management styles and competition. Finally, global factors pertain to international relations, trade policies, and organizations like the ILO.
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Industrial Relations
This Learning Material will give you an detailed Comprehension on Industrial Relation Systems in India.
Industrial relation
The document discusses key concepts in industrial relations including:
1. It defines industrial relations as the relationships between employees, employers, and unions within organizational settings including collective bargaining and dispute resolution.
2. It outlines the objectives of industrial relations as avoiding disputes between management and labor to increase productivity while also improving workers' living conditions.
3. It discusses the roles of the main actors in industrial relations - employees, employers, and the state through labor laws and policies.
Unit 1
This document provides an overview of the concepts and evaluation of industrial relations management. It discusses the meaning and definitions of industrial relations. It also outlines the key factors that influence industrial relations within enterprises such as the economic, social, and political environments. Furthermore, it examines the evolution of industrial relations in India under British rule and post-independence. The document also explores different approaches to understanding industrial relations from psychological, sociological, and human relations perspectives. Finally, it defines the labor market and its role in industrial relations.
Objectives of industrial relation
The main objective of industrial relations is to develop and maintain congenial labor-management relations. Other objectives include enhancing the economic status of workers, regulating productivity by minimizing industrial conflicts, extending and maintaining industrial democracy, avoiding industrial conflicts and their consequences, and developing and encouraging trade unions to improve workers' strength.
Employment relations and its emerging trends
The document discusses understanding employment relations and its emerging trends. It covers several key points:
1) Employment relations is about managing relationships between employees and involves forming work teams, dealing with conflicts, and navigating various relationship stages from forming to adjourning.
2) The employment landscape is changing significantly due to factors like globalization, new industries, and technological changes. This impacts both employers and employees.
3) Government roles are shifting from controllers to facilitators and new actors like consumers and communities are emerging in employment relations. Laws and court rulings are also adapting to changes.
Unit 1 industrial relations
The document provides an overview of industrial relations, including definitions of key terms, the importance of industrial relations, problems in the public sector, the growth of trade unions, and the code of conduct. It also discusses concepts, trade unions, collective bargaining, and disputes in industrial relations.
Industrial relations
Industrial relations involves the relationship between management and workers in an organization, including aspects like collective bargaining, trade unionism, and government involvement. It aims to maintain harmony between these parties through rules and regulations while addressing issues around workers' participation, remuneration, and health and safety. The relationships and interactions between employers, employees, unions, and the government shape industrial relations systems and structures within an organization.
Industrial relations
This document outlines 8 key factors that affect industrial relations: institutional, economic, social, technological, psychological, political, enterprise-related, and global. Institutional factors include labor laws, unions, and collective bargaining agreements. Economic factors involve unemployment rates, economic cycles, and types of business ownership. Social factors comprise social groups, values, and status. Technological factors center around the type and rate of change of technology used. Psychological factors relate to attitudes and motivation levels. Political factors incorporate systems of government and involvement of political parties. Enterprise-related factors concern management styles and competition. Finally, global factors pertain to international relations, trade policies, and organizations like the ILO.
INDUSTRIAL RELATION
The document defines industrial relations as the complex inter-relations between workers, managers, and the government. It involves the systems and procedures used by unions and employers to determine employment conditions and regulate how employers treat employees.
Industrial relations can be seen as having two aspects - cooperation and conflict. This dynamic relationship alternates between cooperation and conflict, then back to cooperation. The main aspects of industrial relations are promoting healthy labor-management relations, maintaining industrial peace, and developing industrial democracy. Parties to industrial relations include labor unions and management.
The objectives of industrial relations are to establish sound relationships between workers and management, avoid industrial conflicts, and improve economic conditions and living standards for workers. Maintaining harmonious industrial relations improves
PARTIES TO IR AND THEIR ROLES IN IR
The document discusses the major parties involved in industrial relations: employees, employers, government, and trade unions. It outlines the roles of each party. Employees seek to collectively bargain and improve their terms and conditions through trade unions. Employers associations represent employers in collective bargaining and provide advice to avoid disputes. The government establishes the legal framework and bodies like wage boards and courts to promote satisfaction among employers and employees.
Improving Industrial Relations - Industrial Relations
The following measures may be adopted to achieve better industrial relations:
Strong and Stable Union
Mutual Trust
Workers’ Participation in Management
Mutual Accommodation
Sincere Implementation of Agreements
Sound Personnel Policies
Government’s Role
Progressive Outlook
Industrial relations & concept and approaches
This document discusses industrial relations and provides definitions, perspectives, approaches, factors, and conditions that influence industrial relations. It defines industrial relations as concerning employee-employer relations and the study of attitudes, relationships, and procedures between labour and management. The document outlines psychological, sociological, human relations, systems, and Marxist perspectives on industrial relations and discusses conditions necessary for good relations such as constructive attitudes, clear policies, and enlightened trade unions.
Industrial Relation trends
This document discusses the paradigm shift occurring in industrial relations in India. It outlines the complex system of employer-employee relations and the various internal and external influences. It identifies the major stakeholders in industrial relations like employers, employees, government and unions. It describes the ideal characteristics of employees and employers. It also discusses the changing profiles of employers and employees and new roles for trade unions. Finally, it notes some of the issues with existing labor laws and the need for reforms and solutions to modernize the industrial relations system in India.
Importance of Industrial Relations - Industrial Relations
A healthy industrial relation is key to the success of an industry and economy. Their significance may be discussed as under –
Uninterrupted production
Reduction in Industrial Disputes
High morale
Mental Revolution
Reduced Wastage
Industrial relations
Industrial relations encompass employment relationships and interactions between management and employees or among employees. There are various approaches to defining and analyzing industrial relations, including institutional, social psychology, and class-based definitions. Theories also examine factors like human resource management, employment relations, and the objectives and nature of industrial relations. Unions, management, and government all play important roles in industrial relations systems.
Industrial relations HRM
This document outlines the key concepts of industrial relations including definitions, parties involved, approaches, and causes of poor relations. It discusses the importance of industrial relations for uninterrupted production and high morale. The three main approaches - unitary, pluralistic, and Marxist - are described along with their underlying assumptions. A case study of labor issues and lack of union rights at Maruti Suzuki India's Manesar plant is also summarized.
Theories of industrial relations - industrial relations - Manu Melwin Joy
Several systematic attempts have been made by industrialists, sociologists and industrial relation theorists to develop the theoretical perspectives to analyze industrial relations and trade unionism.
Labour welfare
This document discusses labour welfare in India. It begins by defining labour welfare as anything provided to employees over and above wages to improve their comfort and motivation. This includes facilities like healthcare, housing, transport, recreation, education and more. Labour welfare is important for employee retention, good employee relations, and motivation. It can be statutory, mandated by law, or non-statutory and voluntarily provided. The document outlines several examples of statutory and non-statutory welfare schemes and programs implemented across various industries in India.
Industrial relations
Industrial relations involve the complex relationships between managers, workers, and government agencies according to J.T. Dunlop's definition. Key features include employment relationships between employers and employees governed by rules and regulations shaped by government intervention. The main parties in industrial relations are employers, employees and their respective unions, and the government, who interact within the social and economic environment. Objectives of industrial relations include maintaining industrial democracy, raising productivity, and avoiding conflicts to ensure industrial peace. Important benefits are uninterrupted production, reduced disputes, high employee morale, and decreased wastage.
Industrial Relations
Industrial relations involves the relationships between employers, employees, and their representative organizations within an industry. It includes the processes of collective bargaining, worker participation, and grievance resolution. The key parties involved are employees, employers, employer associations, trade unions, and the government. Industrial relations are shaped by institutional, economic, and technological factors. The objectives of industrial relations are to minimize conflict, improve productivity and working conditions, and establish effective communication between workers and management. Developing sound industrial relations requires trust between labor and management, top management support, and a professional human resources approach.
industrial relations
This document provides an overview of industrial relations. It begins with defining industrial relations and distinguishing it from human relations. It then discusses the significance of industrial relations in establishing industrial democracy, economic growth, employee morale, optimal resource use, and sound labour legislation. The causes of poor industrial relations and objectives of industrial relations are also outlined. Finally, the document discusses different approaches to understanding industrial relations such as the psychological, economic, and political approaches. It focuses on the importance of perceptions and group dynamics between management and workers in influencing industrial relations.
Industrial relation in india
The document discusses industrial relations in India, outlining key aspects of the system such as the legislative framework, key actors (employers, workers, government), and tripartite bodies that aim to balance interests. It also covers the evolution of the system from pre-independence to modern times, noting the impact of globalization and technological changes. Maintaining sound industrial relations is important as it can promote productivity and employment while improving lives, whereas poor relations may stunt industry growth and decrease GDP.
Industrial relations- Meaning, Approaches to Industrial Relations
The document discusses various concepts and approaches related to industrial relations. It defines industrial relations as the relationship between management and labor. It discusses the evolution of industrial relations in India from ancient times to the post-independence era. It also outlines several key approaches to industrial relations including the unitary, pluralist, Marxist, Gandhian, and systems approaches. Each approach provides a different theoretical perspective on workplace relations and the role of unions, management, and conflict.
Industrial Relations Systems - Industrial Relations
An industrial relations system consists of the whole gamut of relationships between employees and employees and employers which are managed by the means of conflict and cooperation.
Dunlop’s system theory (1958) – theories of industrial relations - industria...
In this perspective, Dunlop analyzes industrial relations systems as a subsystem of society.
An industrial relations system at any one time in its development is regarded as comprised of certain actors, certain contexts, an ideology which binds the industrial relations system together and a body of rules created to govern the actors at the workplace and work community.
INDUSTRIAL RELATIONS MBA
This document discusses key concepts in industrial relations including definitions of key terms like industry, employer, employee, employment, labor market, and industrial relations. It provides an overview of industrial relations systems and outlines important objectives like avoiding conflict, raising productivity, and establishing industrial democracy. The document also discusses different perspectives on industrial relations including the unitary perspective which sees shared interests between management and workers, the pluralist perspective which sees diverging interests, and the Marxist perspective.
Labour welfare
The document discusses the concept and scope of labor welfare. Labor welfare aims to improve the well-being of workers and make their lives more worthwhile. It involves activities that promote worker health and counteract disadvantages they face. Labor welfare also aims to enable richer lives for workers, develop their sense of responsibility, and fulfill their needs and aspirations while boosting enterprise productivity and efficiency. The scope of labor welfare needs to be dynamic, elastic, and pragmatic to directly improve efficiency and productivity while also focusing on employee well-being.
Characteristics of Industrial Relations in INDIA
The document provides an overview of the characteristics of the industrial relations system in India. Some key points from the summary:
- Trade unions in India are traditionally poorly organized and perceive their main role as opposing management decisions. Bargaining is centralized but parties often disagree on issues.
- The evolution of industrial relations in India occurred in three phases from 1947-1991, starting with import substitution and public sector growth in the first phase. The second phase saw employment and wage crises while the third phase had more independent unionism and regional systems.
- Several central labour acts govern industrial relations in India related to trade unions, wages, working conditions, equality, social security and employment. The Trade Unions Act of 1926
Task 5 contracts of employment
A contract of employment is an agreement between an employer and employee that establishes the employment relationship. Most contracts do not need to be in writing but it is better if they are. The contract begins when an offer is accepted and work starts. A mutual agreement between parties can modify the contract terms outside of the existing agreement. Non-disclosure agreements are commonly used when companies or individuals evaluate potential business relationships to restrict sharing of confidential information. Partnership and collaboration terms are often used interchangeably in policy to describe coordinated efforts between organizations.
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This document discusses different types of contracts used in employment and business. It describes how employment contracts establish the relationship between employers and employees and often include clauses about benefits, confidentiality, inventions, and non-competition. It also explains licensing agreements, NDAs, contract development and management, and collaborative contracts which allow organizations to jointly manage risks and work together on projects.
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INDUSTRIAL RELATION
The document defines industrial relations as the complex inter-relations between workers, managers, and the government. It involves the systems and procedures used by unions and employers to determine employment conditions and regulate how employers treat employees.
Industrial relations can be seen as having two aspects - cooperation and conflict. This dynamic relationship alternates between cooperation and conflict, then back to cooperation. The main aspects of industrial relations are promoting healthy labor-management relations, maintaining industrial peace, and developing industrial democracy. Parties to industrial relations include labor unions and management.
The objectives of industrial relations are to establish sound relationships between workers and management, avoid industrial conflicts, and improve economic conditions and living standards for workers. Maintaining harmonious industrial relations improves
PARTIES TO IR AND THEIR ROLES IN IR
The document discusses the major parties involved in industrial relations: employees, employers, government, and trade unions. It outlines the roles of each party. Employees seek to collectively bargain and improve their terms and conditions through trade unions. Employers associations represent employers in collective bargaining and provide advice to avoid disputes. The government establishes the legal framework and bodies like wage boards and courts to promote satisfaction among employers and employees.
Improving Industrial Relations - Industrial Relations
The following measures may be adopted to achieve better industrial relations:
Strong and Stable Union
Mutual Trust
Workers’ Participation in Management
Mutual Accommodation
Sincere Implementation of Agreements
Sound Personnel Policies
Government’s Role
Progressive Outlook
Industrial relations & concept and approaches
This document discusses industrial relations and provides definitions, perspectives, approaches, factors, and conditions that influence industrial relations. It defines industrial relations as concerning employee-employer relations and the study of attitudes, relationships, and procedures between labour and management. The document outlines psychological, sociological, human relations, systems, and Marxist perspectives on industrial relations and discusses conditions necessary for good relations such as constructive attitudes, clear policies, and enlightened trade unions.
Industrial Relation trends
This document discusses the paradigm shift occurring in industrial relations in India. It outlines the complex system of employer-employee relations and the various internal and external influences. It identifies the major stakeholders in industrial relations like employers, employees, government and unions. It describes the ideal characteristics of employees and employers. It also discusses the changing profiles of employers and employees and new roles for trade unions. Finally, it notes some of the issues with existing labor laws and the need for reforms and solutions to modernize the industrial relations system in India.
Importance of Industrial Relations - Industrial Relations
A healthy industrial relation is key to the success of an industry and economy. Their significance may be discussed as under –
Uninterrupted production
Reduction in Industrial Disputes
High morale
Mental Revolution
Reduced Wastage
Industrial relations
Industrial relations encompass employment relationships and interactions between management and employees or among employees. There are various approaches to defining and analyzing industrial relations, including institutional, social psychology, and class-based definitions. Theories also examine factors like human resource management, employment relations, and the objectives and nature of industrial relations. Unions, management, and government all play important roles in industrial relations systems.
Industrial relations HRM
This document outlines the key concepts of industrial relations including definitions, parties involved, approaches, and causes of poor relations. It discusses the importance of industrial relations for uninterrupted production and high morale. The three main approaches - unitary, pluralistic, and Marxist - are described along with their underlying assumptions. A case study of labor issues and lack of union rights at Maruti Suzuki India's Manesar plant is also summarized.
Theories of industrial relations - industrial relations - Manu Melwin Joy
Several systematic attempts have been made by industrialists, sociologists and industrial relation theorists to develop the theoretical perspectives to analyze industrial relations and trade unionism.
Labour welfare
This document discusses labour welfare in India. It begins by defining labour welfare as anything provided to employees over and above wages to improve their comfort and motivation. This includes facilities like healthcare, housing, transport, recreation, education and more. Labour welfare is important for employee retention, good employee relations, and motivation. It can be statutory, mandated by law, or non-statutory and voluntarily provided. The document outlines several examples of statutory and non-statutory welfare schemes and programs implemented across various industries in India.
Industrial relations
Industrial relations involve the complex relationships between managers, workers, and government agencies according to J.T. Dunlop's definition. Key features include employment relationships between employers and employees governed by rules and regulations shaped by government intervention. The main parties in industrial relations are employers, employees and their respective unions, and the government, who interact within the social and economic environment. Objectives of industrial relations include maintaining industrial democracy, raising productivity, and avoiding conflicts to ensure industrial peace. Important benefits are uninterrupted production, reduced disputes, high employee morale, and decreased wastage.
Industrial Relations
Industrial relations involves the relationships between employers, employees, and their representative organizations within an industry. It includes the processes of collective bargaining, worker participation, and grievance resolution. The key parties involved are employees, employers, employer associations, trade unions, and the government. Industrial relations are shaped by institutional, economic, and technological factors. The objectives of industrial relations are to minimize conflict, improve productivity and working conditions, and establish effective communication between workers and management. Developing sound industrial relations requires trust between labor and management, top management support, and a professional human resources approach.
industrial relations
This document provides an overview of industrial relations. It begins with defining industrial relations and distinguishing it from human relations. It then discusses the significance of industrial relations in establishing industrial democracy, economic growth, employee morale, optimal resource use, and sound labour legislation. The causes of poor industrial relations and objectives of industrial relations are also outlined. Finally, the document discusses different approaches to understanding industrial relations such as the psychological, economic, and political approaches. It focuses on the importance of perceptions and group dynamics between management and workers in influencing industrial relations.
Industrial relation in india
The document discusses industrial relations in India, outlining key aspects of the system such as the legislative framework, key actors (employers, workers, government), and tripartite bodies that aim to balance interests. It also covers the evolution of the system from pre-independence to modern times, noting the impact of globalization and technological changes. Maintaining sound industrial relations is important as it can promote productivity and employment while improving lives, whereas poor relations may stunt industry growth and decrease GDP.
Industrial relations- Meaning, Approaches to Industrial Relations
The document discusses various concepts and approaches related to industrial relations. It defines industrial relations as the relationship between management and labor. It discusses the evolution of industrial relations in India from ancient times to the post-independence era. It also outlines several key approaches to industrial relations including the unitary, pluralist, Marxist, Gandhian, and systems approaches. Each approach provides a different theoretical perspective on workplace relations and the role of unions, management, and conflict.
Industrial Relations Systems - Industrial Relations
An industrial relations system consists of the whole gamut of relationships between employees and employees and employers which are managed by the means of conflict and cooperation.
Dunlop’s system theory (1958) – theories of industrial relations - industria...
In this perspective, Dunlop analyzes industrial relations systems as a subsystem of society.
An industrial relations system at any one time in its development is regarded as comprised of certain actors, certain contexts, an ideology which binds the industrial relations system together and a body of rules created to govern the actors at the workplace and work community.
INDUSTRIAL RELATIONS MBA
This document discusses key concepts in industrial relations including definitions of key terms like industry, employer, employee, employment, labor market, and industrial relations. It provides an overview of industrial relations systems and outlines important objectives like avoiding conflict, raising productivity, and establishing industrial democracy. The document also discusses different perspectives on industrial relations including the unitary perspective which sees shared interests between management and workers, the pluralist perspective which sees diverging interests, and the Marxist perspective.
Labour welfare
The document discusses the concept and scope of labor welfare. Labor welfare aims to improve the well-being of workers and make their lives more worthwhile. It involves activities that promote worker health and counteract disadvantages they face. Labor welfare also aims to enable richer lives for workers, develop their sense of responsibility, and fulfill their needs and aspirations while boosting enterprise productivity and efficiency. The scope of labor welfare needs to be dynamic, elastic, and pragmatic to directly improve efficiency and productivity while also focusing on employee well-being.
Characteristics of Industrial Relations in INDIA
The document provides an overview of the characteristics of the industrial relations system in India. Some key points from the summary:
- Trade unions in India are traditionally poorly organized and perceive their main role as opposing management decisions. Bargaining is centralized but parties often disagree on issues.
- The evolution of industrial relations in India occurred in three phases from 1947-1991, starting with import substitution and public sector growth in the first phase. The second phase saw employment and wage crises while the third phase had more independent unionism and regional systems.
- Several central labour acts govern industrial relations in India related to trade unions, wages, working conditions, equality, social security and employment. The Trade Unions Act of 1926
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Improving Industrial Relations - Industrial Relations
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Theories of industrial relations - industrial relations - Manu Melwin Joy
Industrial relations- Meaning, Approaches to Industrial Relations
Industrial relations- Meaning, Approaches to Industrial Relations
Industrial Relations Systems - Industrial Relations
Industrial Relations Systems - Industrial Relations
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Dunlop’s system theory (1958) – theories of industrial relations - industria...
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The concept of industrial relations has a very wide meaning and connotation. In the narrow sense, it means that the employer, employee relationship confines itself to the relationship that emerges out of the day to day association of the management and the labor.
Industrial Relations and Its Management.pptx
The document discusses various perspectives on industrial relations including from workers, employers, society, and government. It describes industrial relations as the complex relationships between management, workers, and government agencies. It also discusses key theories on industrial relations including Dunlop's systems model which views industrial relations as interconnected parts influenced by external forces, and Weber's social action theory which sees society as a product of human activity rather than external forces.
Hrm industrial-relations
Industrial relations refers to the complex relationship between employers and employees that involves more than just handling labor-capital conflicts. It aims to establish harmonious relations and avoid disputes through objectives like raising productivity while limiting government interference. Industrial disputes can arise from economic, management, union, or legal/political factors. Approaches to industrial relations include the unitary view of mutual cooperation, the Marxist view of inevitable class conflict, and the pluralistic view of balancing competing employee and employer interests.
Introduction to ir by Mahabub
This document discusses industrial relations and its importance. It begins by defining industrial relations as the relationship between employees and management, and how good relations are important for productivity and avoiding conflicts. It then provides definitions of industrial relations from various sources. The document outlines objectives of industrial relations like enhancing worker status and minimizing conflicts. It also discusses factors that influence industrial relations like economic, technological and institutional factors. Finally, it briefly describes different approaches to studying industrial relations like the unitary, pluralist, Marxist, social action, and systems approaches.
Introduction to Industrial Relations
Industrial relations involves the complex relationships between management, workers, their representative organizations, and the state, and aims to facilitate production while protecting the rights and interests of both labor and management. It is a dynamic field that depends on factors like a country's socioeconomic systems and changes with social and economic conditions. The main parties involved in industrial relations are workers, management, their organizations, and the government, and the goals include maintaining harmony between labor and employers and avoiding unrest.
Mba ii hrm u-4.4 industrial relations
This document discusses industrial relations, which refers to the relationships between management and labor that arise from employment. It covers factors that influence industrial relations like institutions, economics, and technology. The objectives of industrial relations are outlined, such as enhancing worker economic status and avoiding industrial conflicts. Approaches to industrial relations like psychological, sociological, and human relations are presented. The significance of good industrial relations includes industrial peace, democracy, productivity, and worker benefits.
Objectives of Industrial Relations industrial relations
The primary objective of industrial relations is to maintain and develop good and healthy relations between employees and employers or operatives and management.
Industrial relations
The document discusses industrial relations, including definitions, objectives, nature, importance, and approaches. It can be summarized as follows:
Industrial relations involve the complex relationships between managers, workers, and government agencies regarding conditions of employment. The objectives of industrial relations include enhancing worker economic status and avoiding conflicts to promote industrial peace. Common approaches to analyzing industrial relations include the systems, unitary, pluralist, and Marxist approaches. The roles of government, employers/management, and trade unions in industrial relations are to regulate the workplace, maintain operations, and represent workers respectively.
Industrial relations presentation
Industrial relations involves the complex relationships between employees, employers, and the government. Good industrial relations require cooperation between labor and management to enable industrial progress. Human resources departments help manage industrial relations by advising managers, conducting negotiations, and resolving issues. Key parties in industrial relations include employees, employers, trade unions that support employee rights and bargaining, and employee associations that support workers. Various laws also define employee rights and approaches to industrial relations.
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Definition of industrial relations - industrial relations - Manu Melwin Joy
- 1. Definition of Industrial Relations Industrial Relations
- 2. Prepared By Kindly restrict the use of slides for personal purpose. Please seek permission to reproduce the same in public forms and presentations. Manu Melwin Joy Assistant Professor Ilahia School of Management Studies Kerala, India. Phone – 9744551114 Mail – manu_melwinjoy@yahoo.com
- 3. Industrial Relations • “Industrial relations is the art of living together for purposes of production.” – J. Henry Richardson.
- 4. Industrial Relations • “The subject of industrial relationship deals with certain regulated and institutionalized relationships in industry.” – Allan Flanders.
- 5. Industrial Relations • “The field of industrial relations includes the study of workers and their trade unions, management, employer’s associations and the state institutions concerned with the regulation of employment.” – H.A.Clegg.
- 6. Industrial Relations • “Problems of human relationship arising from the sales of services for a wage and working on the premise of employers and under their control from the subject matter of industrial relations.” – Dale Yoder.
- 7. Industrial Relations • “Problems of human relationship arising from the sales of services for a wage and working on the premise of employers and under their control from the subject matter of industrial relations.” – Dale Yoder.
- 8. Industrial Relations • “The subject of industrial relations includes individual relations and join consultation between employers and work people at the place of work, collective relations between employers and their organizations and trade unions, and the part played by the state in regulating the relations .” – Encyclopedia Britannica