Industrial conflicts
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The document defines industrial conflict as expressions of dissatisfaction within the employment relationship regarding employment contracts and bargaining. Causes of conflicts include severe work restrictions, insufficient wages, lack of bonus payments, failure to recognize unions, temporary employment, and poor working conditions. Effects are unrest, economic losses from strikes, worsened lives for laborers, and threats to peace if conflicts escalate. Methods for resolving disputes are conciliation through third party mediation, arbitration where a neutral arbitrator makes a judgment, and adjudication by the government which can be voluntary or compulsory. The document also discusses a specific 13-day strike at Maruti Suzuki car plant in India.
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trade unions
Registration of trade unions allows them to obtain legal status and protections under the law. At least 7 members are needed to apply for registration by submitting the prescribed form along with registration fees and a copy of the union rules to the Registrar of Trade Unions. If approved, the registrar will issue a certificate of registration to the trade union.
Salient trends of Industrial Relations (IR)
The document provides a historical overview of industrial relations in India from the early 20th century to 2000. It discusses key developments including:
- India shifted from an agricultural to industrial economy after independence in 1947.
- Early labor laws focused on dispute resolution rather than collective bargaining.
- Economic liberalization in the 1990s led to privatization and concerns about job security and flexibility of labor laws.
- Both employers and unions agreed that labor laws needed reform but disagreed on the content and impact on workers' rights.
Workers Participation in Management
This document discusses workers' participation in management (WPM) in India. It defines WPM as a system of communication that allows employees to be informed about company affairs and contribute to management decisions. It describes different levels of WPM involvement from information sharing to administrative and decisive participation. Some common forms of WPM discussed are suggestion schemes, works committees, joint management councils, and shop councils. The document also outlines some reasons for the limited success of WPM in India such as resistance from employers and lack of initiative from unions and government.
Approaches in industrial relation
There are three main approaches to industrial relations: unitary, pluralist, and Marxist. The unitary approach believes conflicts are temporary issues that can be resolved through improved management and teamwork. The pluralist approach sees conflicts as inevitable due to different groups within an organization having different aims and objectives. It advocates for collective bargaining between management and recognized trade unions. The Marxist approach views conflicts as a product of the capitalist system and sees trade unions as a means for workers to react against exploitation by management and create social change.
Trade union and its classifications,types,policies and condition in different...
Trade union, also called labour union , association of labourers in a particular trade,industry, or company, created for the purpose of securing improvements in pay, benefits, working conditions, or social and political status through collective bargaining. Generally, its membership consists of worlers and union leaders, united to protect and promote their common interests.
In each country, there is a trade union legislation(usually a Trade Union Act) gives a legal definition of a trade union, and sets out its objectives.A labor union of workers in related crafts, as distinguished from general workers or a union including all workers industry.
Trade union, also called labourunion , association of laborers in a particular trade, industry, or company, created for the purpose of securing improvements in pay, benefits, working conditions, or social and political status through collective bargaining. (Schumpeter j 2008)
Labor unions or trade unions are organizations formed by workers from related fields that work for the common interest of its members. They help workers in issues like fairness of pay, good working environment, hours of work and benefits. They represent a cluster of workers and provide a link between the management and workers.(Rein chard 1974)
The history of trade union dates back to the guild system that started in Europe, this system aimed to protect selected professions by controlling of advancement and skill mastery. This is how unions came into existence, and is the first example of how numerous workers join together to create their own rules instead of following those set by their employers.
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
Unit 3 labour welfare
This document discusses labor welfare in India. It defines labor welfare as voluntary efforts by employers to provide better working conditions beyond legal requirements. This includes facilities like lighting, ventilation, sanitation, breaks etc. It outlines various statutory welfare measures mandated by law like the Factories Act regarding facilities for washing, clothing, rest, first aid, canteens and creches. It also discusses non-statutory voluntary welfare efforts and the importance of welfare in improving productivity and employee well-being. Social security measures and funds in India to provide protection to workers are also summarized.
Foreign collaboration (ABEYSON JOSE)
Foreign collaboration has special appeal as a growth strategy for developing countries. A foreign company collaborates with a domestic company to start business in the host country. Some advantages of foreign collaboration include developing indigenous production, improving competitive abilities, developing brand image quickly, and increasing foreign exchange earnings. Benefits include earnings from royalty fees, return on financial investment, market expansion, and tax benefits in low-tax host countries. Objectives of foreign collaboration include following foreign government policy, utilizing spare capacity, accessing cheap resources, diversification, stability of export, tax benefits, and bandwagon effect. The regulatory framework for foreign investment and collaboration in India was outlined in 1980 and modified in 1990 and 1991. The role of foreign collaboration includes developing competitive spirit
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trade unions
Registration of trade unions allows them to obtain legal status and protections under the law. At least 7 members are needed to apply for registration by submitting the prescribed form along with registration fees and a copy of the union rules to the Registrar of Trade Unions. If approved, the registrar will issue a certificate of registration to the trade union.
Salient trends of Industrial Relations (IR)
The document provides a historical overview of industrial relations in India from the early 20th century to 2000. It discusses key developments including:
- India shifted from an agricultural to industrial economy after independence in 1947.
- Early labor laws focused on dispute resolution rather than collective bargaining.
- Economic liberalization in the 1990s led to privatization and concerns about job security and flexibility of labor laws.
- Both employers and unions agreed that labor laws needed reform but disagreed on the content and impact on workers' rights.
Workers Participation in Management
This document discusses workers' participation in management (WPM) in India. It defines WPM as a system of communication that allows employees to be informed about company affairs and contribute to management decisions. It describes different levels of WPM involvement from information sharing to administrative and decisive participation. Some common forms of WPM discussed are suggestion schemes, works committees, joint management councils, and shop councils. The document also outlines some reasons for the limited success of WPM in India such as resistance from employers and lack of initiative from unions and government.
Approaches in industrial relation
There are three main approaches to industrial relations: unitary, pluralist, and Marxist. The unitary approach believes conflicts are temporary issues that can be resolved through improved management and teamwork. The pluralist approach sees conflicts as inevitable due to different groups within an organization having different aims and objectives. It advocates for collective bargaining between management and recognized trade unions. The Marxist approach views conflicts as a product of the capitalist system and sees trade unions as a means for workers to react against exploitation by management and create social change.
Trade union and its classifications,types,policies and condition in different...
Trade union, also called labour union , association of labourers in a particular trade,industry, or company, created for the purpose of securing improvements in pay, benefits, working conditions, or social and political status through collective bargaining. Generally, its membership consists of worlers and union leaders, united to protect and promote their common interests.
In each country, there is a trade union legislation(usually a Trade Union Act) gives a legal definition of a trade union, and sets out its objectives.A labor union of workers in related crafts, as distinguished from general workers or a union including all workers industry.
Trade union, also called labourunion , association of laborers in a particular trade, industry, or company, created for the purpose of securing improvements in pay, benefits, working conditions, or social and political status through collective bargaining. (Schumpeter j 2008)
Labor unions or trade unions are organizations formed by workers from related fields that work for the common interest of its members. They help workers in issues like fairness of pay, good working environment, hours of work and benefits. They represent a cluster of workers and provide a link between the management and workers.(Rein chard 1974)
The history of trade union dates back to the guild system that started in Europe, this system aimed to protect selected professions by controlling of advancement and skill mastery. This is how unions came into existence, and is the first example of how numerous workers join together to create their own rules instead of following those set by their employers.
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
Unit 3 labour welfare
This document discusses labor welfare in India. It defines labor welfare as voluntary efforts by employers to provide better working conditions beyond legal requirements. This includes facilities like lighting, ventilation, sanitation, breaks etc. It outlines various statutory welfare measures mandated by law like the Factories Act regarding facilities for washing, clothing, rest, first aid, canteens and creches. It also discusses non-statutory voluntary welfare efforts and the importance of welfare in improving productivity and employee well-being. Social security measures and funds in India to provide protection to workers are also summarized.
Foreign collaboration (ABEYSON JOSE)
Foreign collaboration has special appeal as a growth strategy for developing countries. A foreign company collaborates with a domestic company to start business in the host country. Some advantages of foreign collaboration include developing indigenous production, improving competitive abilities, developing brand image quickly, and increasing foreign exchange earnings. Benefits include earnings from royalty fees, return on financial investment, market expansion, and tax benefits in low-tax host countries. Objectives of foreign collaboration include following foreign government policy, utilizing spare capacity, accessing cheap resources, diversification, stability of export, tax benefits, and bandwagon effect. The regulatory framework for foreign investment and collaboration in India was outlined in 1980 and modified in 1990 and 1991. The role of foreign collaboration includes developing competitive spirit
Industrial disputes
This document discusses industrial disputes and their settlement. It defines an industrial dispute as any disagreement between employers and employees related to employment terms or conditions. Common causes of disputes include wage demands, unfair labor practices, political interference, and union rivalry. Disputes can be settled through collective bargaining between unions and management, grievance procedures, arbitration, conciliation, adjudication by labor courts, and consultative machinery at various levels.
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.
Theories of Business Cycles
R.G. Hawtrey viewed business cycles as purely monetary phenomena caused by fluctuations in bank credit and money supply. He argued that expansions are caused when banks lower interest rates and expand credit, stimulating borrowing by traders. This leads to increased production, income, spending and demand in a self-reinforcing cycle. Contractions occur when banks tighten credit due to depleted reserves, raising rates and curbing borrowing. This causes falling demand, income, production, prices and profits in a deflationary spiral. Hawtrey saw uncontrolled credit as the root cause of instability, and argued that controlling credit would regulate economic fluctuations.
Unit 4 indutrial safety
This document discusses occupational safety and health in industries. It covers various causes of industrial accidents, prevention methods, statutory safety provisions, occupational hazards, diseases, and health issues faced by workers. It analyzes safety risks in specific hazardous industries like matches/fireworks manufacturing in Sivakasi and gem polishing in Jaipur, where many child workers are exposed to chemicals and physical hazards that can harm their health. The document emphasizes the importance of compliance with factory laws and measures to protect worker safety.
Industrial disputes
1) Industrial disputes mainly arise between employers and employees regarding employment issues like wages, hours, terms of employment.
2) Causes of industrial disputes include industrial factors like dismissal or wages; management attitude like unwillingness to negotiate; issues with government machinery; and other factors like political instability.
3) Preventive measures for industrial disputes include appointing welfare officers, establishing tripartite and bipartite bodies for consultation, implementing standing orders to regulate employment conditions, having grievance procedures to address employee issues, and engaging in collective bargaining between unions and management.
The Gains from International Trade
This document discusses the gains from international trade. It defines gains from trade as the advantages that countries enjoy through specialization and division of labor when participating in international trade. There are static and dynamic gains. Static gains come from short-term reallocation to comparative advantage sectors, while dynamic gains accumulate over time through factors like increased productivity and investment. Countries can measure gains from trade through approaches looking at reduced production costs, improved terms of trade, and increases in real income. Smaller countries tend to benefit more from trade than larger countries due to greater opportunities for specialization.
International Business – Meaning, Definition, History, Scope and Features
International business involves commercial transactions between two parties located in different countries. It includes importing and exporting goods and services, as well as foreign direct investment through vehicles like licensing and franchising agreements. While international business opens opportunities for increased trade and specialization, it also introduces higher risks related to foreign exchange rates, legal compliance in multiple jurisdictions, and longer timeframes. Proper analysis of political, economic, cultural and legal factors is needed before a company establishes foreign operations.
Balance of Payment Disequilibrium and Causes
1.Balance of Payment
The balance of payment of a country is a systematic accounting record of all economic transactions during a given period of time between the residents of the country and residents of foreign countries.
2.Componets of BOP
Current Account
It includes imports and exports of goods and services and unilateral transfer of goods and services.
Capital Account
Under this are grouped transactions leading to changes in foreign assets and liabilities of the country.
3. Accounting Treatment of Items (Debit and Credit Items)
Any item which gives rise to a sale of foreign exchange (an inflow) is recorded as a credit item (+) in the accounts e.g. export of goods and services
Any item which gives rise to the purchase of foreign exchange (an outflow) is recorded as a debit item (-) in the accounts e.g imports of goods and services.
4. BOP Disequilibrium
BOP is a double entry accounting record, then apart from errors and omissions, it must always balance.
The BOP deficit or surplus indicate imbalance in the BOP.
This imbalance is interpreted as BOP Disequilibrium.
A country’s balance of payments is said to be in disequilibrium when its autonomous receipts (credits) are not equal to its autonomous payments (debits).
5.BOP Deficit
A deficit or an unfavorable balance exists when the value of autonomous debit items exceeds the value of autonomous credit items.
6. BOP Surplus
A surplus or a favourable balance exists when the value of autonomous credit items exceeds the value of autonomous debit items.
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 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.
Trade union
The document discusses the concept, characteristics, and functions of trade unions. It states that trade unions emerged to protect workers from exploitation as industrial establishments grew larger. They are voluntary associations formed by workers to promote their economic, social, and vocational interests through collective action. Trade unions negotiate with management on issues like wages and working conditions and provide job security to employees. The document also outlines different theories on why trade unions formed and discusses their structures at national and industry levels in India.
Industrial disputes in india
An industrial dispute is defined as a conflict between management and workers regarding terms of employment. The main causes of industrial disputes in India are low wages, demands for higher bonuses, and requests to improve working conditions like reduced hours, job security, and safety measures. Some measures taken to address industrial disputes include enacting labor laws to regulate factory conditions, introducing profit sharing and worker participation schemes, and adopting a code of discipline between employers and workers to settle disputes.
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.
Economic environment
The document discusses the economic environment and its impact on business. It defines the economic environment as factors such as economic conditions, economic system, policies, and international economic factors that influence business operations. It describes the primary, secondary, tertiary and quaternary stages of economic activity and how environmental factors like economic, social, political, technological, and demographic conditions affect businesses.
hrd-for-workers-1.pptx
This document discusses human resource development (HRD) for workers. It outlines several needs for HRD for workers, including developing their occupational capabilities, intellectual skills, and self-management abilities. The goals of HRD for workers are to treat them as central to organizational development and enable their participation in management decisions. However, HRD implementation for workers has been slow due to assumptions that manager development alone is sufficient, and lack of integration between HRD and industrial relations. The rationale for HRD for workers is that organizational growth requires developing all employee sections. Mechanisms discussed for HRD of workers include training, counseling, worker participation in management, welfare programs, and quality circles. Trade unions also have a role to play in HRD
industrial relation-growth & development)
This document summarizes the history and development of industrial relations in India. It discusses how industrial relations emerged in the late 1910s in the US in response to poor working conditions and the imbalance of power between employers and employees. It then covers the introduction of industries to India under British rule in the 1850s, and the harsh working conditions that led to disputes. Key labor laws were established over time in response to events like World War I and II. Post-independence, the Industrial Truce Resolution established further protections. Globalization in the 1990s impacted skills, participation, and relations. Recent trends include declining union density but more pro-labor policies. Overall industrial relationships have improved but still require work to be fully maintained.
Absolute advantage theory
This document discusses the absolute cost advantage theory of international trade. It originated with Adam Smith who argued that countries should specialize in producing goods where they have an absolute advantage in labor costs. Specialization and trade allows both countries to increase total production. The document provides an example where India has an absolute advantage in cloth and Sri Lanka in coffee. Through trade, both countries can increase total production of both goods from 150 to 400 units. However, the theory has limitations as it only considers labor costs and assumes stable exchange rates.
System approach actors
The system approach views industrial relations as a system of interacting parts. John Dunlop developed this approach in the 1950s. Key elements of Dunlop's system model include actors (employers, employees, unions/courts), contexts (technological, economic, societal), ideology, and rules. The actors interact and negotiate within this environment framework. Features include actors located within an environment, interacting/negotiating, and interdependence where no single actor can act autonomously. A stable system requires congruence between each actor's views of other actors' roles and the overall system. Criticisms include focusing on structure over processes, formal over informal rules, and being static rather than dynamic.
Trade union
This document provides an overview of trade unions, including their introduction, forms, principles, objectives, essentials, and theories. It discusses the key aspects of trade unions such as how they regulate relations between workers and employers, their goals of improving wages and working conditions, and how they operate at both national and local levels through federations and unions. Theories discussed include Marx's view of trade unions destroying capitalism, Webb's theory of industrial democracy, and Gandhi's philosophy of non-violence and workers' rights. In conclusion, it outlines the main central trade union organizations currently operating in India.
Industrial Relations and Approaches
Introduction to IR
Parties in Industrial Relations
Objectives of Industrial Relations
Importance of Industrial Relations
Factors Affecting Industrial Relations
Approaches To Industrial Relations
Theoretical Perspective
Industrial Dispute Act, 1947 human resources
- Industrial disputes arise between workers and employers due to conflicting interests over wages, working conditions, and other employment terms.
- The Government of India passed the Industrial Disputes Act in 1947 to provide mechanisms for resolving industrial disputes, such as conciliation officers, labor courts, and tribunals.
- Demands for higher wages are the most common cause of industrial disputes in India, as wage growth has not kept pace with rising prices. Other major causes include demands for better bonuses and working conditions.
INDUSTRIAL_DISPUTES.pptx
This document discusses methods for handling industrial disputes, including preventive methods like worker participation in management, collective bargaining, grievance procedures, and standing orders. It also outlines settlement mechanisms under the Industrial Disputes Act like conciliation, courts of enquiry, voluntary arbitration, and adjudication. Finally, it covers different forms of industrial disputes such as strikes, lockouts, picketing, and gherao, as well as interest disputes, rights disputes, unfair labor practice disputes, and recognition disputes.
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Industrial disputes
This document discusses industrial disputes and their settlement. It defines an industrial dispute as any disagreement between employers and employees related to employment terms or conditions. Common causes of disputes include wage demands, unfair labor practices, political interference, and union rivalry. Disputes can be settled through collective bargaining between unions and management, grievance procedures, arbitration, conciliation, adjudication by labor courts, and consultative machinery at various levels.
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.
Theories of Business Cycles
R.G. Hawtrey viewed business cycles as purely monetary phenomena caused by fluctuations in bank credit and money supply. He argued that expansions are caused when banks lower interest rates and expand credit, stimulating borrowing by traders. This leads to increased production, income, spending and demand in a self-reinforcing cycle. Contractions occur when banks tighten credit due to depleted reserves, raising rates and curbing borrowing. This causes falling demand, income, production, prices and profits in a deflationary spiral. Hawtrey saw uncontrolled credit as the root cause of instability, and argued that controlling credit would regulate economic fluctuations.
Unit 4 indutrial safety
This document discusses occupational safety and health in industries. It covers various causes of industrial accidents, prevention methods, statutory safety provisions, occupational hazards, diseases, and health issues faced by workers. It analyzes safety risks in specific hazardous industries like matches/fireworks manufacturing in Sivakasi and gem polishing in Jaipur, where many child workers are exposed to chemicals and physical hazards that can harm their health. The document emphasizes the importance of compliance with factory laws and measures to protect worker safety.
Industrial disputes
1) Industrial disputes mainly arise between employers and employees regarding employment issues like wages, hours, terms of employment.
2) Causes of industrial disputes include industrial factors like dismissal or wages; management attitude like unwillingness to negotiate; issues with government machinery; and other factors like political instability.
3) Preventive measures for industrial disputes include appointing welfare officers, establishing tripartite and bipartite bodies for consultation, implementing standing orders to regulate employment conditions, having grievance procedures to address employee issues, and engaging in collective bargaining between unions and management.
The Gains from International Trade
This document discusses the gains from international trade. It defines gains from trade as the advantages that countries enjoy through specialization and division of labor when participating in international trade. There are static and dynamic gains. Static gains come from short-term reallocation to comparative advantage sectors, while dynamic gains accumulate over time through factors like increased productivity and investment. Countries can measure gains from trade through approaches looking at reduced production costs, improved terms of trade, and increases in real income. Smaller countries tend to benefit more from trade than larger countries due to greater opportunities for specialization.
International Business – Meaning, Definition, History, Scope and Features
International business involves commercial transactions between two parties located in different countries. It includes importing and exporting goods and services, as well as foreign direct investment through vehicles like licensing and franchising agreements. While international business opens opportunities for increased trade and specialization, it also introduces higher risks related to foreign exchange rates, legal compliance in multiple jurisdictions, and longer timeframes. Proper analysis of political, economic, cultural and legal factors is needed before a company establishes foreign operations.
Balance of Payment Disequilibrium and Causes
1.Balance of Payment
The balance of payment of a country is a systematic accounting record of all economic transactions during a given period of time between the residents of the country and residents of foreign countries.
2.Componets of BOP
Current Account
It includes imports and exports of goods and services and unilateral transfer of goods and services.
Capital Account
Under this are grouped transactions leading to changes in foreign assets and liabilities of the country.
3. Accounting Treatment of Items (Debit and Credit Items)
Any item which gives rise to a sale of foreign exchange (an inflow) is recorded as a credit item (+) in the accounts e.g. export of goods and services
Any item which gives rise to the purchase of foreign exchange (an outflow) is recorded as a debit item (-) in the accounts e.g imports of goods and services.
4. BOP Disequilibrium
BOP is a double entry accounting record, then apart from errors and omissions, it must always balance.
The BOP deficit or surplus indicate imbalance in the BOP.
This imbalance is interpreted as BOP Disequilibrium.
A country’s balance of payments is said to be in disequilibrium when its autonomous receipts (credits) are not equal to its autonomous payments (debits).
5.BOP Deficit
A deficit or an unfavorable balance exists when the value of autonomous debit items exceeds the value of autonomous credit items.
6. BOP Surplus
A surplus or a favourable balance exists when the value of autonomous credit items exceeds the value of autonomous debit items.
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 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.
Trade union
The document discusses the concept, characteristics, and functions of trade unions. It states that trade unions emerged to protect workers from exploitation as industrial establishments grew larger. They are voluntary associations formed by workers to promote their economic, social, and vocational interests through collective action. Trade unions negotiate with management on issues like wages and working conditions and provide job security to employees. The document also outlines different theories on why trade unions formed and discusses their structures at national and industry levels in India.
Industrial disputes in india
An industrial dispute is defined as a conflict between management and workers regarding terms of employment. The main causes of industrial disputes in India are low wages, demands for higher bonuses, and requests to improve working conditions like reduced hours, job security, and safety measures. Some measures taken to address industrial disputes include enacting labor laws to regulate factory conditions, introducing profit sharing and worker participation schemes, and adopting a code of discipline between employers and workers to settle disputes.
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.
Economic environment
The document discusses the economic environment and its impact on business. It defines the economic environment as factors such as economic conditions, economic system, policies, and international economic factors that influence business operations. It describes the primary, secondary, tertiary and quaternary stages of economic activity and how environmental factors like economic, social, political, technological, and demographic conditions affect businesses.
hrd-for-workers-1.pptx
This document discusses human resource development (HRD) for workers. It outlines several needs for HRD for workers, including developing their occupational capabilities, intellectual skills, and self-management abilities. The goals of HRD for workers are to treat them as central to organizational development and enable their participation in management decisions. However, HRD implementation for workers has been slow due to assumptions that manager development alone is sufficient, and lack of integration between HRD and industrial relations. The rationale for HRD for workers is that organizational growth requires developing all employee sections. Mechanisms discussed for HRD of workers include training, counseling, worker participation in management, welfare programs, and quality circles. Trade unions also have a role to play in HRD
industrial relation-growth & development)
This document summarizes the history and development of industrial relations in India. It discusses how industrial relations emerged in the late 1910s in the US in response to poor working conditions and the imbalance of power between employers and employees. It then covers the introduction of industries to India under British rule in the 1850s, and the harsh working conditions that led to disputes. Key labor laws were established over time in response to events like World War I and II. Post-independence, the Industrial Truce Resolution established further protections. Globalization in the 1990s impacted skills, participation, and relations. Recent trends include declining union density but more pro-labor policies. Overall industrial relationships have improved but still require work to be fully maintained.
Absolute advantage theory
This document discusses the absolute cost advantage theory of international trade. It originated with Adam Smith who argued that countries should specialize in producing goods where they have an absolute advantage in labor costs. Specialization and trade allows both countries to increase total production. The document provides an example where India has an absolute advantage in cloth and Sri Lanka in coffee. Through trade, both countries can increase total production of both goods from 150 to 400 units. However, the theory has limitations as it only considers labor costs and assumes stable exchange rates.
System approach actors
The system approach views industrial relations as a system of interacting parts. John Dunlop developed this approach in the 1950s. Key elements of Dunlop's system model include actors (employers, employees, unions/courts), contexts (technological, economic, societal), ideology, and rules. The actors interact and negotiate within this environment framework. Features include actors located within an environment, interacting/negotiating, and interdependence where no single actor can act autonomously. A stable system requires congruence between each actor's views of other actors' roles and the overall system. Criticisms include focusing on structure over processes, formal over informal rules, and being static rather than dynamic.
Trade union
This document provides an overview of trade unions, including their introduction, forms, principles, objectives, essentials, and theories. It discusses the key aspects of trade unions such as how they regulate relations between workers and employers, their goals of improving wages and working conditions, and how they operate at both national and local levels through federations and unions. Theories discussed include Marx's view of trade unions destroying capitalism, Webb's theory of industrial democracy, and Gandhi's philosophy of non-violence and workers' rights. In conclusion, it outlines the main central trade union organizations currently operating in India.
Industrial Relations and Approaches
Introduction to IR
Parties in Industrial Relations
Objectives of Industrial Relations
Importance of Industrial Relations
Factors Affecting Industrial Relations
Approaches To Industrial Relations
Theoretical Perspective
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Similar to Industrial conflicts
Industrial Dispute Act, 1947 human resources
- Industrial disputes arise between workers and employers due to conflicting interests over wages, working conditions, and other employment terms.
- The Government of India passed the Industrial Disputes Act in 1947 to provide mechanisms for resolving industrial disputes, such as conciliation officers, labor courts, and tribunals.
- Demands for higher wages are the most common cause of industrial disputes in India, as wage growth has not kept pace with rising prices. Other major causes include demands for better bonuses and working conditions.
INDUSTRIAL_DISPUTES.pptx
This document discusses methods for handling industrial disputes, including preventive methods like worker participation in management, collective bargaining, grievance procedures, and standing orders. It also outlines settlement mechanisms under the Industrial Disputes Act like conciliation, courts of enquiry, voluntary arbitration, and adjudication. Finally, it covers different forms of industrial disputes such as strikes, lockouts, picketing, and gherao, as well as interest disputes, rights disputes, unfair labor practice disputes, and recognition disputes.
Dispute
Disputes can arise between employers and workers, employers and employers, workers and workers, or employers and the government. There are two main types of disputes - disputes of right relating to existing contracts or agreements, and disputes of interest relating to new terms and conditions. Common causes of disputes include demands for higher compensation due to inflation, insufficient bonuses, poor working conditions, economic downturns, lack of communication, and job insecurity. Disputes can be settled through collective bargaining, conciliation to facilitate an agreement, mediation where a third party proposes solutions, or adjudication where a court makes a binding decision on rights disputes.
Industrial_Disputes_Nurunnahar Akter.pptx
The document presents information on industrial disputes from the perspective of an MBA student in Bangladesh. It defines industrial disputes as differences between workers and employers regarding employment, terms of employment, or working conditions. It describes different types of industrial disputes like strikes, lockouts, and gheraos. It discusses causes of disputes including institutional, employment-related, and psychological factors. It outlines unfair labor practices by management and unions. The document proposes methods for building cooperation between unions and management and describes the industrial dispute settlement procedure of negotiation, conciliation, and arbitration in Bangladesh.
Industrialconflict
Industrial relations refer to the relationship between management and employees in a company. Good industrial relations lead to high employee motivation, morale and productivity, while poor relations result in less motivated employees and lower productivity. Industrial conflict occurs when groups like unions, management and workers have differing interests and perceptions. The document outlines various causes of industrial conflict like economic, political and technological factors. It also describes different forms of industrial disputes like strikes and lockouts, as well as preventive measures like collective bargaining and trade unions, and the statutory dispute resolution machinery involving conciliation, arbitration and adjudication.
Chapter 4 Industrial Conflict.pptx
This document discusses various methods for preventing and resolving industrial disputes, including works committees, joint management councils, standing orders, codes of discipline, and grievance procedures. It then describes different approaches for settling disputes, such as collective bargaining, arbitration, conciliation, and adjudication. As a case study, it outlines a dispute between workers and management at a bulb manufacturing company regarding the relocation of the factory to a new site and changes to wages and transportation allowances. The workers engaged in a go-slow tactic and later strike to pressure the company, while the company suspended ring leaders and refused most demands.
Chapter-15: Labor Relations & Collective Burgaining
This document provides an overview of labor unions and collective bargaining. It discusses the role of unions in representing workers' interests to management. Key aspects covered include the formation of unions, national unions, major labor laws, the NLRB process for union certification, collective bargaining and contract negotiations, the scope of bargaining issues, preventing strikes through alternative dispute resolution, and grievance procedures.
Collective-Bargaining-Assignment.docx
Collective bargaining is a process of negotiation between management and workers, represented by trade unions, to determine terms and conditions of employment. It allows workers to band together and have a louder voice to negotiate for better benefits and working conditions. Some key aspects of collective bargaining include it being a voluntary and continuous bipartite process, requiring a favorable political environment, strong independent trade unions, attitudes of compromise from both sides, and avoidance of unfair labor practices. The outcome should be mutually agreeable terms that are put in writing.
Ms 223-management of industrial relations
This document discusses industrial relations and industrial disputes. It defines industrial relations and outlines the key actors. It describes the causes of industrial conflicts, including wage demands, working conditions, management policies, and political/social issues. Industrial disputes are defined as conflicts between management and workers regarding employment terms. Methods for settling disputes include collective bargaining, conciliation, adjudication, and voluntary arbitration. Measures for improving relations include strong unions, mutual trust, workers' participation, accommodation, implementing agreements, sound policies, and a progressive outlook.
FORMS OF UNREST
The document discusses various forms of industrial unrest and disputes such as strikes, lockouts, gherao, picketing, and boycotts. It describes different types of strikes like sympathetic strikes, general strikes, and hunger strikes. It also discusses employer responses to strikes like forming employer associations, lockouts, and terminating striking workers. The role of trade unions in India is changing as unions become more mature and focus on issues like productivity instead of frequent strikes. Major problems faced by Indian trade unions include outside leadership, lack of membership, and weak financial position. Common ways to settle disputes include conciliation, mediation, and arbitration.
Dispute
This document discusses the nature and causes of industrial disputes. It begins by defining industrial disputes as any disagreements between employers and employees related to employment terms, conditions, or non-employment. Common forms of industrial disputes mentioned include strikes, lockouts, gherao, and picketing. The document then discusses the main causes of industrial disputes, which can be economic factors like wages, bonuses, and working conditions, or non-economic factors like unfair treatment of workers. Recent examples of large industrial projects in India that faced protests from farmers or local communities are also summarized. The document concludes by outlining options for both judicial and extrajudicial dispute resolution.
Employee empowerment
The document discusses employee participation, empowerment, and labor unions. It defines employee participation as involving employees in decision making rather than just taking orders. Employee empowerment is described as transferring authority to employees to make decisions and take actions. Benefits of participation and empowerment include improved satisfaction, creativity, and less need for supervision. Challenges for managers include giving up control and for employees include initially finding it difficult. The document also outlines the history and functions of labor unions in protecting worker interests and conducting negotiations over mandatory bargaining items like wages and hours. Collective bargaining is defined as management and labor negotiating employment terms through good faith proposals and counterproposals that may result in agreements or impasses.
Industrial disputes(causes and consequences)
This document discusses various types of industrial disputes and their causes and consequences. It defines an industrial dispute as any disagreement between employers and employees related to employment terms or conditions. Causes of disputes include industrial factors like wages and hours, management attitude issues, government machinery problems, and other issues like union rivalry. Consequences include strikes, lockouts, layoffs, and retrenchment, which are also defined in the document. Strikes involve a cessation of work, while lockouts involve employers closing businesses. Layoffs are temporary removals from payroll, while retrenchment is permanent termination for economic reasons.
Collective bargaining
Collective bargaining is a process of negotiation between employers and employee representatives, usually trade unions. It involves both parties making proposals on work conditions until an agreement is reached. Key aspects of collective bargaining include representing workers' interests, establishing rules for the workplace, and maintaining industrial peace. Successful collective bargaining requires mutual understanding, flexibility, and a problem-solving approach from both sides.
Collective bargaining
Industrial disputes harm all stakeholders like employers, employees, and society. They lead to loss of production and profits for management and loss of wages and jobs for employees. Collective bargaining is a process where union representatives and business representatives negotiate agreements on employment terms and conditions. It helps resolve differences, protect worker interests, maintain employer-employee relationships, and arrive at agreements through compromise. The key issues in collective bargaining are wages, working conditions, job security, and grievance procedures. Collective bargaining is important as it develops employee responsibility and bargaining power, increases productivity and morale, and promotes industrial peace in society.
Industrial disputes ppt pdf- Dr. kokila saxena
Industrial disputes are disputes between employer-employees, Employees-employees & Employer-employer on the terms of employment. We have been provided with a strong industrial disputes resolving mechanery in two different kinds such as- Preventive mechanery & Settlement Mechanery
How to Manage Labour Relations at a Workplace
Google's efforts to shrink its workforce in Korea have hit a snag as some employees are refusing to leave. This document discusses several topics related to industrial relations including: the role of labor unions in organizations, the importance of peaceful industrial relations, systems approach to industrial relations, collective bargaining processes, trends in bargaining perspectives, unionization processes, and resolving labor disputes through mediation and arbitration. Key legislation related to industrial relations in India is also outlined.
Business studies Chapter 15 revsion
Trade unions are formal groups formed by employees to protect their rights and represent their interests to employers. They negotiate on issues like wages, benefits, and working conditions. There are different types of trade unions like craft unions for skilled workers and general unions for mixed occupations. Workers join unions to gain benefits like improved pay and conditions, support against unfair treatment, and pensions. Employers sometimes prefer single-union agreements for clearer negotiations and relationships with one main union. If negotiations fail, unions may engage in industrial action like strikes to put pressure on employers.
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 unrest
The document discusses various aspects of industrial disputes and their resolution under the Industrial Disputes Act of 1947 in India. It defines key terms like strikes, lockouts, and gheraos. It outlines the causes of industrial disputes as either economic, relating to issues like wages and bonuses, or non-economic, involving issues like treatment by supervisors. It then describes the various methods of resolving disputes established by the Act, including investigation, negotiation, mediation, conciliation, and arbitration.
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Chapter-15: Labor Relations & Collective Burgaining
Chapter-15: Labor Relations & Collective Burgaining
Industrial relations- Meaning, Approaches to Industrial Relations
Industrial relations- Meaning, Approaches to Industrial Relations
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Role of a leader
A leader is defined as a person who influences a group of people towards achieving a goal. Leadership is required at all levels of management to help interpret and execute plans. A leader represents the organization at events and communicates the organization's rationale to outside groups. They integrate personal goals of employees with organizational goals by coordinating efforts towards a common purpose. A leader solicits support by inviting suggestions and implementing them when possible to gain cooperation. They act as a friend by sharing feelings and opinions, a philosopher by guiding with experience and intelligence, and a guide by communicating plans and policies to employees.
Human Resource Management
This document defines human resource management and outlines its objectives and scope. It defines HRM as planning, organizing, directing, controlling the procurement, development, compensation, and separation of human resources to achieve individual, organizational, and social goals. The objectives of HRM include helping the organization achieve its goals, utilizing human resources effectively, increasing employee satisfaction and development. The scope of HRM includes the personnel, industrial relations, and welfare aspects. It deals with activities such as recruitment, training, compensation, and working conditions.
Facility layout
This document discusses facility layout, which is the arrangement of machinery, equipment, and other industrial facilities within a factory or warehouse. The objectives of facility layout include achieving quick production at low cost by minimizing material handling costs, movement of people and material, hazards, accidents, and maximizing production capacity, labor efficiency, employee morale, space utilization, and ease of supervision and maintenance. The types of layouts discussed are straight line or serial layout, process layout, and cellular layout.
Plant maintenance
Plant maintenance is important for efficient production. It helps maintain and increase plant efficiency. There are different types of maintenance like planned, preventive, breakdown, and predictive maintenance. Planned maintenance involves prior planning and is done periodically. Preventive maintenance prevents failures through scheduled activities. Breakdown maintenance repairs equipment after failure. Predictive maintenance predicts and prevents failures through condition monitoring. The objectives of maintenance are to increase reliability, maximize equipment life, optimize production capacity and costs, and ensure safety.
Characteristics of communication
This document discusses the characteristics and types of organizational communication. It outlines that communication should be complete, promote understanding, have substance, and can be oral, written, or gestural. Communication can be formal or informal and is a continuous and vital process for managerial functions that requires mutual understanding. The types of organizational communication include formal and informal communication depending on relationships, upward and downward communication depending on direction, and oral or written communication depending on the way of expression.
Staffing
This document discusses the functions of staffing and directing in human resource management. It defines staffing as the process of recruiting, selecting, training, developing, rewarding employees to utilize their skills effectively. The key functions of staffing include manpower planning, employment standards, sourcing candidates, selection and placement, training, and record maintenance. Directing refers to instructing and leading employees towards organizational goals. Important principles of effective directing are harmony of objectives, unity of command, feedback, and using the appropriate direction technique based on the situation. The document presents different styles of directing such as consultative, free-rein, and autocratic direction.
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本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
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Industrial conflicts
- 2. DEFINITION Industrial conflict : A term which refers to all expressions of dissatisfaction within the employment relationship, especially those pertaining to the employment contract, and the effort bargain.
- 3. Causes of Conflicts: • If industrial work is done under severe restrictions and control, the worker loses his freedom and he is, therefore, discontented. • The most important are wages and allowances. If the workers feel that the remuneration they get for their labour is not sufficient. • If the employer refuses to pay bonus, it gives rise to many disputes.
- 4. • If the employer refuses to recognize trade unions and does not accept the legal demands of the workers. • A large number of workers are engaged as temporary hands. Retrenchment and discharge of employees have caused many disputes. • Unsatisfactory working conditions, hours of work, lack of welfare measures, harsh treatment, favourism, exploitation by bosses and political causes are among other causes of disputes.
- 5. Effect of Industrial Disputes • Unrest and unnecessary tensions engulf the hearts and minds of all the people involved – workers and senior management. • There is Economic Loss due to conflicts as it may result in strikes and lock-outs. This causes low or no production resulting in industrial loss. • The lives of low-level laborers become worse when they are out of work. • When industrial conflicts get out of hand, they become a threat to peace and security. • Industrial losses may cause economic depression because many industries are interlinked. A problem in one industry may drastically affect another industry. Example: Maruti Lockouts
- 6. MARUTI SUZUKI PLANT• The 13-day strike at maruti suzuki india ltd, india’s largest automobile manufacturer. • The plant workers wanted to register a new union—the maruti suzuki employees union (MSEU)
- 7. • The fact that 65 unions in the nearby industrial belts of Noida, Dharuhera, Manesar and Gurgaon had voiced their support and about one lakh workers from 50-odd industrial units in these areas had decided to go on fast last Friday reflects a different workers’ perspective. • Strike by 3,000 Maruti workers found support from 65 unions across companies • Trade unions assert workers’ right to form a union, or to decide which union to join • Ashok Leyland, Hyundai, Honda Motorcycles, GM among those that have faced labour problems
- 8. settlement of industrial disputes The three methods for settlement of industrial disputes are as follows: • 1. Conciliation • 2. Arbitration • 3. Adjudication.
- 9. CONCILIATION Conciliation refers to the process by which representatives of workers and employers are brought together before a third party with a view to persuading them to arrive at an agreement by mutual discussion between them. The alternative name which is used for conciliation is mediation. The third party may be one individual or a group of people.
- 10. Arbitration Arbitration is a process in which the conflicting parties agree to refer their dispute to a neutral third party known as ‘Arbitrator’. Arbitration differs from conciliation in the sense that in arbitration the arbitrator gives his judgment on a dispute while in conciliation, the conciliator disputing parties to reach at a decision.
- 11. Adjudication: • The ultimate legal remedy for the settlement of an unresolved dispute is its reference to adjudication by the government. The government can refer the dispute to adjudication with or without the consent of the disputing parties. • When the dispute is referred to adjudication with the consent of the disputing parties, it is called ‘voluntary adjudication.’ • When the government herself refers the dispute to adjudication without consulting the concerned parties, it is known as ‘compulsory adjudication.
- 12. THANK YOU