1. The document discusses industrial relations, defining it as the relationships between employers, employees, and the state. 2. It outlines the objectives of industrial relations as safeguarding interests, avoiding conflict, raising productivity, and establishing government control. 3. The roles of the three main actors - employees, employers, and the state - are described. Employees aim to improve terms and conditions while employers focus on motivation and negotiation. The state establishes labor policies and laws.

1. Suprovat Basu-Asst. Prof. -MBA, RERFSuprovat Basu-Asst. Prof. -MBA, RERF
05/14/15 1
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

2.  Meaning & concept
 Definition
 Objective of IR
 Importance of IR
 Role of three actors
 Causes for poor IR
 Developing sound IR
 Code of conduct/discipline
 Objective of code of discipline
 Principle of code of discipline
 Approaches of IR
 Parties to IR
05/14/15 2
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

3.  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”.
 By “relations” we mean “the relationships that
exist within the industry between the
employer and his workmen.”
05/14/15 3
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

4. Definition
“ Industrial relations deal with either the relationships between the
state and employers’ and the workers’ organization and the
relation between the occupational organizations themselves.”
International Labor Organization (ILO)
 Industrial relations are the relations of all those associated in
productive work including industry, agriculture, mining,
commerce, finance, transport and other services.
 The main aspects are the establishment of the conditions
under which the proceeds of the work are divided as
dividend, salaries and wages between shareholders,
employers, management and work people of various
grades- manual, clerical and technical.
05/14/15 4
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

5.  The term industrial relations explains the relationship between
employees and management which stem directly or indirectly from
union-employer relationship.
 The relationships which arise at and out of the workplace
generally include the relationships between individual workers,
the relationships between workers and their employer, the
relationships between employers, the relationships employers and
workers have with the organizations formed to promote their
respective interests, and the relations between those
organizations, at all levels
 The term industrial relations has a broad as well as a narrow
outlook. Originally, industrial relations was broadly defined to
include the relationships and interactions between employers and
employees
 Industrial relations also includes the processes through which
these relationships are expressed (such as, collective bargaining,
workers’ participation in decision-making, and grievance and
dispute settlement), and the management of conflict between
employers, workers and trade unions, when it arises.
05/14/15 5
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

6. Employer-
Employee Relations
Employees
Employee
Associations
Government Courts &
Tribunals
Employer
Associations
Employers
Industrial Relations
Employees
Employers
Government Courts &
Tribunals
Employer
Associations
Trade Union
05/14/15 6
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

7. To safe guard
the interests
To avoid
industrial
conflict
To establish
and maintain
the growth
To raise
productivity
To establish
government
control

8. 1. 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.
2. To avoid industrial conflict or strife and develop
harmonious relations,.
3. To raise productivity to a higher level in an aera of full
employment by lessening the tendency to high
turnover and frequency absenteeism.
4. To improve the economic conditions of workers in the
existing state of industrial managements and political
government
5. To Protect management and labor interests by securing
mutual relations between the two groups.
05/14/15 8
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

9. 6.To Avoid disputes between management and labor,
and create a harmonizing relationship between the
groups so productivity can be increased.
7.Ensure full employment and reduce absenteeism,
hence, increasing productivity and profits.
8.To Provide better wages and living conditions to
labor, so misunderstandings between
management and labor are reduced to a
minimum.
9.To bring about government control over plants
where losses are running high, or where products
are produced in the public interest.
05/14/15 9
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

10.  Uninterrupted production
 Reduction in Industrial Disputes
 High morale
 Mental Revolution
 Reduced Wastage
 Foster Industrial Peace
 Promote Industrial Democracy
05/14/15 10
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

11. Workers
(Trade Union)
Workers
(Trade Union)
Governmen
t (Society)
Governmen
t (Society)
Employers
( Employers
Association)
Employers
( Employers
Association)
Industrial
relations
(IR)
Industrial
relations
(IR)

12.  EMPLOYEES
 STATE
 EMPLOYER
05/14/15 12
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

13. Role of Employee:
 To redress the bargaining advantage on one-on-
one basis
 To secure better terms and conditions for their
members
 To obtain improved status for the worker in
his/her work
 To increase implementation of democratic way of
decision making at various levels
05/14/15 13
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

14.  Creating and sustaining employee motivation
 Ensuring commitment from employees
 Negotiating terms and conditions of employment
with TU leaders
 Sharing decision making with employees
05/14/15 14
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

15.  Labor policies
 Labor laws
 Industrial tribunals
 Wage boards
 Industrial relations policy
05/14/15 15
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

16. The main reasons are as follows:
 An attitude of contempt towards the workers on the part of the
management.
 Inadequate fixation of wages or improper wage structure.
 Indiscipline
 Unhealthy working conditions at the workplace.
 Lack of human relations skills on the part of supervisors and
managers.
 Desire of workers for higher bonus, wages or daily allowances.
 Desire of employers to pay as little as possible to its workers.
05/14/15 16
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

17.  Inadequate welfare facilities.
 Dispute on sharing the gains of productivity.
 Retrenchment, dismissal and lockouts by the management.
 Strikes by the workers.
 Inter-union rivals.
 General economic and political environment such as rising
prices, strikes by others and general indiscipline having
their effect on the employees attitudes.
 Mental inertia on the part of the management.
05/14/15 17
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

18.  Developing trust between Labor & Management
 Maintenance of Industrial Peace
 Continuous feedback & monitoring
 Professional approach
 Existence of sound, democratic TU
05/14/15 18
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

19.  It specifies various obligations for the
management and the workers with the objective
of promoting cooperation between their
representatives.
 To maintain harmonious relations and promote
industrial peace, a Code of Discipline has been
laid down which applies to both public and
private sector enterprises
05/14/15 19
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

20.  Maintain peace and order in industry.
 Promote constructive criticism at all levels of management and
employment.
 Avoid work stoppage in industry.
 Secure the settlement of disputes and grievances by a mutually
agreed procedure.
 Avoiding litigation.
 Facilitate a free growth of trade unions.
 Eliminate all forms of coercion, intimidation and violations of rules
and regulations governing industrial relations.
05/14/15 20
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

21.  There should be no strike or lockout without prior notice.
 No unilateral action should be taken in connection with any
industrial matter.
 Employees should not follow go slow tactic.
 No deliberate damage should be caused to a plant or property
 Acts of violations, intimidation and coercion should not be
resorted
 The existing machinery for the settlement of disputes should be
utilized.
 Actions that disturb cordial relationships should be avoided.
05/14/15 21
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

22.  There are mainly three approaches to IR
1. Unitary approach
2. Pluralistic Approach
3. Marxist Approach
05/14/15 22
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

23. Pluralistic
Co-operation
Conflict
Authoritarian
Paternalism
Unitary
Human
resource
management
Systems
Evolution
Revolution
Marxist
Control of
the labour
process
Input Conversion Output
Conflict
(differences)
Institutions
and
processes
Regulation
(rules)
Approaches to organisations
Approaches to industrial relations
Social action
Wider approaches to industrial relations
Labour market Comparative
05/14/15 23
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

24.  IR is grounded in mutual co-operation, individual
treatment, team work and shared goals.
 Union co-operate with the mgt. & the mgt.’s right to
manage is accepted because there is no ‘ we they
feeling’
 Assumption: Common interest & promotion of harmony
No strikes are there.
 It’s a reactive IR strategy.
 They seek direct negotiations with employees.
05/14/15 24
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

25.  It perceives:
 Org. as a coalitions of competing interest.
 TU as legitimate representatives of employee
interests.
 Stability in IR as the product of concessions and
compromises between mgt. & unions.
 Conflict between Mgt. and workers is understood as
inevitable.
 Conflict is viewed as conducive for innovation and
growth.
 Strong union is necessary.
05/14/15 25
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

26.  Regard conflict as Pluralists…
 Marxists see conflict as a product of the capitalist society.
 Conflict arises due to the division in the society between those who
own resources and those who have only labor to offer.
 For Marxist all strikes are political.
 He regard state intervention via legislation & the creation of Industrial
tribunals as supporting mgt’s interest rather than ensuring a balance
between the competing groups.
05/14/15 26
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata

27. THANK YOU
QUESTIONS?
05/14/15 27
SUPROVAT BASU--Asst. Prof.-MBA,
RERF,Kolkata