Industrail relations
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Industrial relations comprises the relationships between employers and workers within an industry. It involves workers and their trade unions, employers and their organizations, and the government. The key aspects of industrial relations are to safeguard the interests of labor and management through mutual understanding; avoid industrial conflict to develop harmonious relations; and raise productivity by reducing absenteeism. Positive industrial relations requires progressive management, strong unions built on trust and accommodation, sincere implementation of agreements, worker participation, and sound personnel policies with oversight from the government.
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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.
Idustrial conflicts
This document discusses industrial conflicts between employers and employees in organizations. It defines industrial conflict as occurring when different groups like unions, management, and workers have differing interests and perceptions. Conflict can happen at the organizational level due to interactions between union leaders and management, unions and workers, and management. Some common causes of industrial conflict mentioned are economic issues like wages and bonuses, political instability and affiliations, technological changes and their impacts, psychological and interpersonal issues, and changes to work methods or locations. The document also defines an industrial dispute according to Indian law and distinguishes between bipartite committees involving just employers and employees, and tripartite committees that also include government representation.
Industrial relations- Meaning,Objectives,Causes and Suggestions to Improve IR...
Industrial relations involve the complex relationships between managers, workers, and government agencies. It deals with employment relationships in industries and creating rules to maintain harmonious relations. The main parties involved are employers, employees, and the government. Good industrial relations are important to ensure uninterrupted production, reduce disputes, improve morale, and contribute to economic growth. Poor relations can be caused by factors like unfair wages, poor working conditions, lack of communication, and social or psychological issues. Maintaining sound policies, participative management, responsible unions, employee welfare, grievance procedures, and a constructive attitude can help improve industrial relations.
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 relations
1. The document discusses industrial relations and collective bargaining between employers, employees, and the government. It defines industrial relations and discusses the key parties involved.
2. It then covers objectives, importance, approaches, challenges, and examples related to industrial relations and collective bargaining. It discusses the Maruti Suzuki incident as a case study.
3. The document concludes by defining collective bargaining, discussing its objectives, types (conjunctive, cooperative, productivity), and the collective bargaining process.
Concept of Industrial Relations Industrial Relations
The term ‘Industrial Relations’ comprises of two terms: ‘Industry’ and ‘Relations’.
“Industry” refers to “any productive activity in which an individual (or a group of individuals) is (are) engaged”.
Workers participation in mnagement
This document discusses workers' participation in management. It provides an overview of the history and approaches to workers' participation, including forms of participation described by different authors. It also outlines workers' participation in India, noting the constitutional amendment enabling legislation for participation and discussion of the Participation of Workers in Management Bill introduced in 1990. The document advocates for statutory provisions to enable more specific and meaningful participation of workers at all levels of management.
Industrial disputes
The document provides an overview of industrial relations in Nepal. It begins by defining key terms like industry, relations, and industrial relations. It then discusses the main actors in industrial relations including employees, employers, and the government.
The document outlines Nepal's labor policies and legislation, including features of its labor force, framework of laws like the Labor Act, wages and salaries, working hours and holidays. It also discusses the purpose and objectives of industrial relations systems.
Finally, the document discusses concepts like pluralism and Marxism as perspectives on industrial relations and provides details on the industrial relations process in Nepal involving conciliation, referral to courts, and remedies for unlawful dismissal.
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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.
Idustrial conflicts
This document discusses industrial conflicts between employers and employees in organizations. It defines industrial conflict as occurring when different groups like unions, management, and workers have differing interests and perceptions. Conflict can happen at the organizational level due to interactions between union leaders and management, unions and workers, and management. Some common causes of industrial conflict mentioned are economic issues like wages and bonuses, political instability and affiliations, technological changes and their impacts, psychological and interpersonal issues, and changes to work methods or locations. The document also defines an industrial dispute according to Indian law and distinguishes between bipartite committees involving just employers and employees, and tripartite committees that also include government representation.
Industrial relations- Meaning,Objectives,Causes and Suggestions to Improve IR...
Industrial relations involve the complex relationships between managers, workers, and government agencies. It deals with employment relationships in industries and creating rules to maintain harmonious relations. The main parties involved are employers, employees, and the government. Good industrial relations are important to ensure uninterrupted production, reduce disputes, improve morale, and contribute to economic growth. Poor relations can be caused by factors like unfair wages, poor working conditions, lack of communication, and social or psychological issues. Maintaining sound policies, participative management, responsible unions, employee welfare, grievance procedures, and a constructive attitude can help improve industrial relations.
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 relations
1. The document discusses industrial relations and collective bargaining between employers, employees, and the government. It defines industrial relations and discusses the key parties involved.
2. It then covers objectives, importance, approaches, challenges, and examples related to industrial relations and collective bargaining. It discusses the Maruti Suzuki incident as a case study.
3. The document concludes by defining collective bargaining, discussing its objectives, types (conjunctive, cooperative, productivity), and the collective bargaining process.
Concept of Industrial Relations Industrial Relations
The term ‘Industrial Relations’ comprises of two terms: ‘Industry’ and ‘Relations’.
“Industry” refers to “any productive activity in which an individual (or a group of individuals) is (are) engaged”.
Workers participation in mnagement
This document discusses workers' participation in management. It provides an overview of the history and approaches to workers' participation, including forms of participation described by different authors. It also outlines workers' participation in India, noting the constitutional amendment enabling legislation for participation and discussion of the Participation of Workers in Management Bill introduced in 1990. The document advocates for statutory provisions to enable more specific and meaningful participation of workers at all levels of management.
Industrial disputes
The document provides an overview of industrial relations in Nepal. It begins by defining key terms like industry, relations, and industrial relations. It then discusses the main actors in industrial relations including employees, employers, and the government.
The document outlines Nepal's labor policies and legislation, including features of its labor force, framework of laws like the Labor Act, wages and salaries, working hours and holidays. It also discusses the purpose and objectives of industrial relations systems.
Finally, the document discusses concepts like pluralism and Marxism as perspectives on industrial relations and provides details on the industrial relations process in Nepal involving conciliation, referral to courts, and remedies for unlawful dismissal.
Industrial Relation Policies of different countries
Industrial relations in Germany are characterized by sector-level collective bargaining between trade unions and employer organizations. Around 18% of employees are union members, with the largest union being the DGB confederation. Works councils represent employees at the company level and have codetermination rights on supervisory boards. Collective agreements provide flexibility while maintaining sector standards on issues like wages and working conditions. A case study describes a strike by Honda workers in China over demands including pay increases and the reinstatement of fired union leaders.
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This document defines and discusses industrial relations. It begins by defining industrial relations as the relationship between management of an industrial enterprise and its employees. It then identifies the key actors in industrial relations as employees, employers, and the government. The document lists several objectives of good industrial relations such as increasing production, reducing disputes, facilitating change, and improving employee morale. It also discusses some common causes of poor industrial relations such as indiscipline, unhealthy working conditions, and disputes over wages.
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BUSA is the unified organization representing South African business interests nationally and internationally. It was formed through the merger of two previous business organizations in 2003. BUSA's objectives include acting as the principal representative of business in South Africa, promoting black economic empowerment, and enabling business to play a role in South Africa's development. Trade unions represent workers' interests through collective bargaining and challenging unfair management decisions. They are classified as occupational, industrial, or general depending on their membership criteria. Workers join trade unions to have more power to address workplace issues, fulfill political beliefs, and satisfy needs related to employment conditions and status.
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Industrial Relations management involves understanding human behavior and relationships in the workplace. It has historically involved understanding the attitudes, behaviors, and implicit faith between employers and employees. Over time, as industries developed in India under British rule, the conditions for Indian laborers became extremely exploitative and poor. Modern Industrial Relations systems aim to safeguard worker and management interests, avoid conflicts, and maintain harmonious relationships through sound personnel policies, participative management, and other factors.
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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.
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Groups of workers join together in labor unions to negotiate with employers over work conditions like pay, hours, benefits, and safety. In Indonesia, labor unions engage in collective bargaining with management and sometimes utilize tactics like strikes, boycotts, and picketing during negotiations over contract issues. Methods for resolving conflicts between unions and employers include mediation, arbitration, and addressing complaints through Indonesia's labor laws and regulations.
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This document discusses different approaches to conceptualizing industrial relations. It begins by defining industrial relations and outlining its scope. It then summarizes John Dunlop's influential systems approach. Dunlop conceptualized an industrial relations system as having three main elements: actors (managers, workers, government agencies), contexts (technological, market, societal power structures) and an ideology that binds them. The contexts particularly shape the system, such as a industry's technology influencing management-labor relations. This systems approach was influential in establishing industrial relations as a discipline.
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Insustrial Relations
This document provides an overview of industrial relations. It defines industrial relations as the relationship between employees and management regarding employment terms and conditions. Good industrial relations are important for continued production and reducing disputes. The key parties in industrial relations are employees, employers, unions, and the government. Unions play an important role in negotiating for employees. The government also plays a role in regulating industrial relations through labor laws and policies. The objectives of industrial relations include developing cooperation between employees and employers and improving productivity and working conditions. Communication and unions are two important factors that can impact industrial relations.
Industrial democracy
The document discusses the concept of industrial democracy, which involves allowing workers to participate in decision-making through methods like strong trade unions. Industrial democracy departs from traditional autocratic management by treating workers as responsible partners. Its objectives are to improve commitment among employees and satisfy their psychological needs by respecting their human dignity. For industrial democracy to work, there must be willingness from employers to treat workers as equals, faith in it from all industrial relations parties, and a desire from workers and management to resolve problems peacefully through democratic means. Benefits include less disputes, higher quality decisions, improved commitment and productivity.
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The document discusses various aspects of industrial relations including objectives like avoiding conflict, raising productivity, and improving workers' economic conditions. It covers topics such as industrial disputes, their causes and settlement methods, collective bargaining, trade unions, worker participation, grievance procedures, and disciplinary actions. The overall goal of industrial relations is to develop harmonious relationships between employees and employers in organizations.
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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.
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This document provides an overview of industrial relations and labor relations in India. It discusses key topics such as:
- The relationship between employers and employees, including trade unions, worker participation, and dispute resolution.
- The process of labor relations, including unionization, collective bargaining between unions and management to negotiate problems and demands, and administering agreed-upon contracts.
- What a labor union is and their role in representing workers and negotiating with employers.
- The process of collective bargaining between employees and employers over issues like compensation, hours, and working conditions.
- Important labor laws in India such as those covering workmen's compensation, payment of wages, factories, and employee benefits.
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HRM and IR approaches
This document compares and contrasts human resource management (HRM) and industrial relations (IR). It notes that HRM focuses on the employee-employer relationship while IR involves four parties: employees, employers, trade unions, and the government. Additionally, it states that HRM formulates objectives, policies and programs for human resources, while IR implementation of HRM policies results in industrial relations. IR contributes to organizational goals while unsound IR can lead to industrial conflicts.
Industrail training
The document discusses industrial training on indoor and outdoor substations at UPCL. UPCL is responsible for electricity distribution and transmission in Uttarakhand state. It operates and maintains substations of various voltages from 66/33/11 KV down to 11/0.4 KV. There are two types of substations - indoor and outdoor. Indoor substations have all equipment mounted indoors while outdoor substations have equipment mounted outdoors and require a standard sized switchyard. Key equipment discussed include transformers, isolators, circuit breakers, fuse sets, lightning arresters, and insulators. The document notes challenges like obtaining forest approvals and transportation difficulties due to weather conditions.
Quality of work life
Quality of work life is a multi-faceted concept that aims to improve employee satisfaction and organizational effectiveness by making work less routine and more rewarding. When quality of work life is high, employees experience more autonomy, recognition, and satisfaction in their work. However, mass production has made many jobs monotonous, reducing meaning and resulting in issues like absenteeism and low performance. Improving factors like working conditions, job content, wages and benefits can enhance quality of work life.
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Industrial Relation Policies of different countries
Industrial relations in Germany are characterized by sector-level collective bargaining between trade unions and employer organizations. Around 18% of employees are union members, with the largest union being the DGB confederation. Works councils represent employees at the company level and have codetermination rights on supervisory boards. Collective agreements provide flexibility while maintaining sector standards on issues like wages and working conditions. A case study describes a strike by Honda workers in China over demands including pay increases and the reinstatement of fired union leaders.
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This document defines and discusses industrial relations. It begins by defining industrial relations as the relationship between management of an industrial enterprise and its employees. It then identifies the key actors in industrial relations as employees, employers, and the government. The document lists several objectives of good industrial relations such as increasing production, reducing disputes, facilitating change, and improving employee morale. It also discusses some common causes of poor industrial relations such as indiscipline, unhealthy working conditions, and disputes over wages.
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BUSA is the unified organization representing South African business interests nationally and internationally. It was formed through the merger of two previous business organizations in 2003. BUSA's objectives include acting as the principal representative of business in South Africa, promoting black economic empowerment, and enabling business to play a role in South Africa's development. Trade unions represent workers' interests through collective bargaining and challenging unfair management decisions. They are classified as occupational, industrial, or general depending on their membership criteria. Workers join trade unions to have more power to address workplace issues, fulfill political beliefs, and satisfy needs related to employment conditions and status.
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This document discusses a study on industrial relations between groups like employees, employers, labor unions, and the government. It used a questionnaire to collect data on topics like working environment, wages, communication, labor unions, management policies, and conflict. The findings and analysis sections summarize the results, while the conclusion discusses causes of poor industrial relations and suggestions for improving relations between these groups.
Isttm hyd ir v2.0
Industrial Relations management involves understanding human behavior and relationships in the workplace. It has historically involved understanding the attitudes, behaviors, and implicit faith between employers and employees. Over time, as industries developed in India under British rule, the conditions for Indian laborers became extremely exploitative and poor. Modern Industrial Relations systems aim to safeguard worker and management interests, avoid conflicts, and maintain harmonious relationships through sound personnel policies, participative management, and other factors.
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.
Labor union
Groups of workers join together in labor unions to negotiate with employers over work conditions like pay, hours, benefits, and safety. In Indonesia, labor unions engage in collective bargaining with management and sometimes utilize tactics like strikes, boycotts, and picketing during negotiations over contract issues. Methods for resolving conflicts between unions and employers include mediation, arbitration, and addressing complaints through Indonesia's labor laws and regulations.
Approaches to-ir-pdf
This document discusses different approaches to conceptualizing industrial relations. It begins by defining industrial relations and outlining its scope. It then summarizes John Dunlop's influential systems approach. Dunlop conceptualized an industrial relations system as having three main elements: actors (managers, workers, government agencies), contexts (technological, market, societal power structures) and an ideology that binds them. The contexts particularly shape the system, such as a industry's technology influencing management-labor relations. This systems approach was influential in establishing industrial relations as a discipline.
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Contents:
Features of Labour Welfare
Approaches to Labour Welfare
Scope of Labour Welfare Works
Functions/Duties of Labour Welfare Officer
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.
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This document provides an overview of industrial relations. It defines industrial relations as the relationship between employees and management regarding employment terms and conditions. Good industrial relations are important for continued production and reducing disputes. The key parties in industrial relations are employees, employers, unions, and the government. Unions play an important role in negotiating for employees. The government also plays a role in regulating industrial relations through labor laws and policies. The objectives of industrial relations include developing cooperation between employees and employers and improving productivity and working conditions. Communication and unions are two important factors that can impact industrial relations.
Industrial democracy
The document discusses the concept of industrial democracy, which involves allowing workers to participate in decision-making through methods like strong trade unions. Industrial democracy departs from traditional autocratic management by treating workers as responsible partners. Its objectives are to improve commitment among employees and satisfy their psychological needs by respecting their human dignity. For industrial democracy to work, there must be willingness from employers to treat workers as equals, faith in it from all industrial relations parties, and a desire from workers and management to resolve problems peacefully through democratic means. Benefits include less disputes, higher quality decisions, improved commitment and productivity.
Industrial dispute
The document discusses various aspects of industrial relations including objectives like avoiding conflict, raising productivity, and improving workers' economic conditions. It covers topics such as industrial disputes, their causes and settlement methods, collective bargaining, trade unions, worker participation, grievance procedures, and disciplinary actions. The overall goal of industrial relations is to develop harmonious relationships between employees and employers in organizations.
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 Relation
Concepts of Industrial Relations, Whats is Industrial Relations from a worker's, employer's, society &govt perspective? Trade Union , What Industrial Disputes?
Labour Relation Presentation
This document provides an overview of industrial relations and labor relations in India. It discusses key topics such as:
- The relationship between employers and employees, including trade unions, worker participation, and dispute resolution.
- The process of labor relations, including unionization, collective bargaining between unions and management to negotiate problems and demands, and administering agreed-upon contracts.
- What a labor union is and their role in representing workers and negotiating with employers.
- The process of collective bargaining between employees and employers over issues like compensation, hours, and working conditions.
- Important labor laws in India such as those covering workmen's compensation, payment of wages, factories, and employee benefits.
Approaches to industrial relations
This document outlines several approaches to industrial relations including psychological, sociological, human relations, Gandhian, human resource management, action theory, unitary, pluralist, Marxist/radical, Weber's social action, socio-ethical, and Oxford approaches. It provides more detail on the psychological, sociological, and human resource management approaches. The psychological approach examines the perceptions and attitudes of union leaders and executives. The sociological approach looks at sociological factors that shape industrial relations. The human resource management approach recognizes that workers want various freedoms and that treating them as objects can increase tensions in the workplace.
HRM and IR approaches
This document compares and contrasts human resource management (HRM) and industrial relations (IR). It notes that HRM focuses on the employee-employer relationship while IR involves four parties: employees, employers, trade unions, and the government. Additionally, it states that HRM formulates objectives, policies and programs for human resources, while IR implementation of HRM policies results in industrial relations. IR contributes to organizational goals while unsound IR can lead to industrial conflicts.
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Industrail training
The document discusses industrial training on indoor and outdoor substations at UPCL. UPCL is responsible for electricity distribution and transmission in Uttarakhand state. It operates and maintains substations of various voltages from 66/33/11 KV down to 11/0.4 KV. There are two types of substations - indoor and outdoor. Indoor substations have all equipment mounted indoors while outdoor substations have equipment mounted outdoors and require a standard sized switchyard. Key equipment discussed include transformers, isolators, circuit breakers, fuse sets, lightning arresters, and insulators. The document notes challenges like obtaining forest approvals and transportation difficulties due to weather conditions.
Quality of work life
Quality of work life is a multi-faceted concept that aims to improve employee satisfaction and organizational effectiveness by making work less routine and more rewarding. When quality of work life is high, employees experience more autonomy, recognition, and satisfaction in their work. However, mass production has made many jobs monotonous, reducing meaning and resulting in issues like absenteeism and low performance. Improving factors like working conditions, job content, wages and benefits can enhance quality of work life.
Quality of work life ppt
The document discusses quality of work life (QWL), which refers to the relationship between employees and their total working environment. QWL aims to create a positive attitude and increase productivity by responding to employee needs. Major issues that affect QWL include pay/benefits, job security, occupational stress, and resource availability. Strategies to improve QWL involve self-managed work teams, participative management, improving worker-supervisor relationships, recognition programs, and organizational health programs. The HR department plays a role in helping organizations address QWL issues.
COLLECTIVE BARGAINING
The concept of collective bargaining was introduced very late in India as trade unions were found only in 20th century. The concept of collective bargaining attained significance only after 1962. The phrase collective bargaining is said to be coined by Sydney and Beatrice Webb and Great Britain. It is made up from two words collective which means “group” and bargaining which means “proposals and counter proposals”. So it is a process in which the representatives of a labour organization & the representatives of business organization meet and attempt to negotiate a contract or agreement, which specifies the nature of employee-employer union relationship.
Industrial relation
The document discusses several key aspects of India's labor market and industrial relations system. It notes that the Indian economy has transitioned from import substitution post-independence to economic liberalization. The labor force is predominantly casual and informal, with only 13% in regular wage employment. There are concerns around job creation, skills, mobility, productivity and competitiveness. Industrial relations involve multiple parties like workers, management, unions and the government and are influenced by economic, social, political and technological factors. The state plays a role in regulating labor issues through various laws and policies.
Collective barganing
Collective bargaining is a process between employers and employees to reach agreements on work conditions. It aims to reach collective agreements on issues like pay, hours, training, and safety. It involves negotiations between employee representatives and employers to determine employment conditions. The result is a collective bargaining agreement. The collective bargaining process involves five steps - preparing negotiation teams, discussing ground rules, proposing positions, bargaining details, and finalizing a settlement agreement.
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.
Collective bargaining
This document provides an overview of collective bargaining, including its definition, evolution, types, process, agreements, levels, conditions for success, trends, and perceptions. Collective bargaining is a negotiation process between labor unions and employers to determine wages, hours, rules and other conditions of employment. It aims to find common ground to reconcile conflicting interests through proposals and counterproposals. The key aspects covered include preparation, discussion, proposals, bargaining and settlement. [/SUMMARY]
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.
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2) The main actors are employers, employees, unions representing workers, and the government which regulates industrial relations through laws.
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The document discusses emerging issues in Nigerian industrial relations. It notes that about 60% of industrial disputes result in industrial actions, representing a failure of relevant agencies. Industrial relations in Nigeria since independence have been characterized by disputes, crises, and unrest in both public and private sectors. The key parties in the industrial relations system are government agencies, employers and their associations, and labor. Collective bargaining is central to industrial relations as it regulates employment terms through negotiated agreements between employers and workers' organizations.
4.3 industrialrelations-.pptx
This document defines and discusses industrial relations. It provides definitions of industrial relations from various sources and discusses the key aspects of industrial relations including the main parties involved (management, employees, government), the nature and features of industrial relations, objectives and scope of industrial relations, importance of industrial relations, causes of poor industrial relations, and suggestions to improve industrial relations.
I LR PPT-1.pptx
The document discusses the concept of industrial relations, its importance, and key aspects like trade unions. Industrial relations involve the relationship between management and workers, particularly groups represented by unions. It aims to safeguard interests of both labor and management through mutual understanding and cooperation. This ensures continuity of production and reduces disputes. Trade unions play an important role in mediating interactions between employers, employees, and the government. The main types are craft unions for specific trades and industrial unions for all workers within an industry.
Industrial relations
Industrial relations encompasses the relationships between employers and employees within an industry. It includes processes like collective bargaining, worker participation in decision making, and dispute resolution. A sound industrial relations system creates a harmonious environment for economic efficiency through cooperation between management, employees, and the government. The key actors are employers, employees, and the government which regulates industrial relations through laws. Good industrial relations are important as they lead to uninterrupted production, reduced disputes, high employee morale, and less wastage.
(2)
This document discusses industrial relations, which refers to the relationships between employers and employees within an industry. It covers the meaning of industrial relations, its importance, objectives, and present status in India. Industrial relations aim to create cooperation between labor and management to maintain harmonious relationships and avoid conflicts. They help establish workplace democracy, economic growth, and improved employee morale. The document also outlines several conceptual models that frame industrial relations, including psychological, sociological, human relations, socio-ethical, and Gandhian approaches.
Industrial relations
Industrial relations encompasses the relationships between management and workers, including aspects like trade unionism, collective bargaining, dispute resolution, and labor law compliance. The key actors are management, workers and their representatives, and the government. Industrial relations aims to regulate these relationships to arrive at solutions that balance conflicting interests like profits and social welfare. A sound industrial relations system maintains harmonious cooperation between these groups to facilitate economic efficiency while also addressing workers' needs.
Industrial relation
Industrial relations involve the relationships between workers, managers, and government that determine work conditions. There are three main actors in industrial relations - employees, employers, and the government. Employees seek to improve wages and working conditions through unions, while employers aim to motivate workers and achieve productivity. The government regulates this relationship through labor laws. Various approaches exist to analyze these relationships such as pluralism, which sees conflicts of interests as normal, and Marxism, which views conflicts as inevitable due to opposing interests of capital and labor. Famous models for understanding industrial relations include John Dunlop's systems approach, which examines how environmental forces, actors, and rules governing the workplace interact as a system.
industrialrelations-140507052458-phpapp01.pptx
This document defines industrial relations as the complex relationship between management and workers in industrial organizations. It discusses key aspects of IR like trade unions, collective bargaining, and dispute resolution. IR aims to maintain harmonious cooperation between employers and employees through participative management, fair compensation, and ensuring worker safety and health. The three main parties involved in IR systems are employers, employees, and the government. The document also outlines several approaches to IR like unitary, pluralist, Marxist, and systems approaches and discusses factors that affect the employer-employee relationship.
introduction_to_industrial_relations.pptx
The document discusses the meaning and concepts of industrial relations. It defines industrial relations as the relationships between employees and management within organizations, including relationships between workers, between workers and employers, and between employer organizations. It outlines three main actors in industrial relations - employees, employers, and the state - and describes their roles. The state establishes labor policies and laws, while employees unionize to negotiate terms and conditions, and employers negotiate with unions and share decision-making with workers. The document also covers approaches to industrial relations like unitary, pluralist, and Marxist, and factors that influence the relationships between employers and employees.
Industrial relations
Industrial relations involves the relationships between employees, employers, and the government within organizational settings. It covers all aspects of the employment relationship, including how employees and employers interact through collective bargaining, grievance procedures, and dispute resolution. Industrial relations aims to establish stable relationships between employers and labor unions while also promoting productivity, employment opportunities, and living standards.
Unit 10 Industrial Relation
Industrial relations deal with the relationships between employers/workers organizations, the state, and these organizations themselves. It involves managing the relationships between three main actors: workers (represented by trade unions), employers (represented by employer associations), and the government. Key issues in industrial relations include communication, unions, wages/benefits, ideology, competitiveness, employer flexibility, the role of government/unions, ethics, and technology. Effectively managing these issues and the inherent adversarial positions between labor and management is important for productive industrial relations.
Ir questionnaire
This document defines and discusses industrial relations. It provides definitions of industrial relations from various sources that focus on the relationship between employers and employees/trade unions. Key aspects of industrial relations discussed include maintaining harmonious relationships to safeguard interests of both parties, avoiding disputes to ensure productivity, and how good industrial relations leads to industrial peace and higher production. The document also outlines objectives, importance, determining factors and differences between industrial relations and human relations.
IREW U1.pptx
industrial relation and employee welfare.. unit 1 that will explain the introductory part of course.. in this student can have understanding of fundamentals of industry and relations between employee and employer. the history is also explained in this how the employer - employee relation has been started and how this topic secured its place in education. in studying of HRM its very important to understand the industry and its principles.
UNIT-1.pptx
This document outlines the objectives and contents of a course on industrial relations. The course aims to help students understand fundamentals of industrial relations, components of relevant acts like the Trade Union Act, and measures around wages, salaries, social security, grievances and disputes. Key topics covered include the concept of industrial relations, factors influencing it, trade unions, wages and salaries acts, social security programs, and handling employee grievances and industrial disputes. The course intends for students to demonstrate understanding of harmonious industrial relations and roles of trade unions, as well as knowledge of relevant acts around wages, salaries and social security.
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Industrail relations
- 2. • The term „Industrial Relations‟ comprises of two terms: „Industry‟ and „Relations‟. “Industry” refers to “any productive activity in which an individual (or a group of individuals) is engaged”. By “relations” we mean “the relationships that exist within the industry between the employer and his workmen.”
- 3. • Workers and their Organizations i.e. Trade Union : The personal characteristics of workers, their culture, educational attainments, qualifications, skills, attitude towards work, etc. play an important role in industrial relations. • Employers and their Organization: The employers are a very important variable in industrial relations. They provide employment to workers and try to regulate their behavior for getting high productivity from them. In order to increase their bargaining power, employers in have organised employers' associations. These associations put pressure on the trade unions and the Government. • Government: The Government or State puts an important influence on industrial relations . Govt regulating wages, bonus and working conditions through various laws relating to labour. The Government keeps an eye on. Both the trade unions and employers' organizations to regulate their behaviours in the interest of the nation
- 4. • To safeguard the interest of labor and management by securing the highest level of mutual understanding and good-will among all those sections in the industry which participate in the process of production. • To avoid industrial conflict or strife and develop harmonious relations, which are an essential factor in the productivity of workers and the industrial progress of a country. • To raise productivity to a higher level in an era of full employment by lessening the tendency to high turnover and frequency absenteeism.
- 5. • Progressive Management out look • Strong & Stable Unions • Mutual Trust. • Mutual Accommodation • Sincere Implementation of Agreements • Workers participation in Management • Sound personnel policies • Government's Role.