The document discusses several aspects of labor management including its key features, objectives, and the relationship between management and workers. It also describes approaches to industrial discipline, forms of industrial democracy, common causes of industrial disputes and grievances, and components of an effective compensation system. The goal of labor management is to achieve objectives through cooperation and mutual understanding between workers and management.

1. LABOUR MANAGEMENT

2. ACTORS

3. Features of Labor Management: Human/Labor focus Management function Pervasive function Continuous commitment Dynamic Mutually oriented Objectives of Labor Management: Goal Achievement Goal Harmony Structure Maintenance Productivity improvement Efficiency promotion Changed management Quality of work life

5. LABOUR MANAGEMENT RELATION: The field of labor relations looks at the relationship between management and workers, particularly groups of workers represented by a union . The relation between them are more harmonious and cooperative than confliction and creates an environment conducive to economic efficiency and the motivation, productivity and development of the employee and generates employee loyalty and mutual trust.`

6. INDUSTRIAL DISCIPLINE The Disciplinary System

7. APPROACHES TO DISCIPLINE 1. Positive Discipline Approach 2. Progressive Discipline Approach Oral reprimands Written reprimand Suspension Dismissal

8. INDUSTRIAL DEMOCRACY Industrial democracy is an arrangement which involves workers making decisions, sharing responsibility and authority in the workplace. there are also representative forms of industrial democracy. Representative industrial democracy includes decision making structures such as the formation of committees and consultative bodies to facilitate communication between management , unions , and staff .

9. INDUSTRIAL DISPUTES Wages and allowances Personnel and retrenchment Indiscipline and violence Bonus Leave and working hours

10. GRIVANCES IN INDUSTRIES In an organization, a grievance may arise due to several factors such as: Violation of management’s responsibility such as poor working conditions Violation of company’s rules and regulations Violation of labor laws Violation of natural rules of justice such as unfair treatment in promotion, etc.

11. SOURCES OF GRIVANCES 1. Grievance resulting from management policies include: Wage rates Leave policy Overtime Lack of career planning Role conflicts Lack of regard for collective agreement Disparity between skill of worker and job responsibility

12. sources of grievance 2.Grievance resulting from working conditions include: Poor safety and bad physical conditions Unavailability of tools and proper machinery Negative approach to discipline Unrealistic targets 3.Grievance resulting from inter-personal factors include: Poor relationships with team members Autocratic leadership style of superiors Poor relations with seniors Conflicts with peers and colleagues

14. COMPENSATION MANAGEMENT Components of compensation system

15. Types of Compensation Direct Compensation Indirect Compensation Strategic Compensation

16. Need of Compensation Management

17. Law of Success You can if you think you can

18. No trade union before 2002 B.S. First movement of labor held at Biratnagar in 2003 B.S. All Nepal Trade Union Congress (ANTUC) in the name of ‘Nepal Majdoor Sangh’ was established in 2004 B.S. Biratnagar workers Union (BWU) was established in 2004 B.S. ANTUC & BWU united in 2008 B.S. The world federation of Trade Union (WFTU) in 2010 B.S. granted membership to ANTUC. Trade union in Nepal Origin and growth of Trade Union in Nepal

19. The existed unions at that time Biratnagar Workers Union Cotton Mills Workers union All Nepal Trade Union Congress Independent worker’s Union Biratnagar mill Workers Association All Nepal United Workers Union All Nepal Trade Union organisation Nepal Labor Union.

20. Major Trade Union Federation in Nepal Nepal Trade Union Congress (NTUC) Democratic Confederation of Nepalese Trade Union (DECONT). General Federation of Nepalese Trade Union (GEFONT).

21. Characteristics of Trade Unionism in Nepal Involvement of political parties. Small number of members. Concentration on Big cities Formation of heterogeneous group.

22. Rights of Trade Union Job security and welfare of their members. Good working condition and improved standard of living. Pay rise, fair salary, wages, bonus incentives. Insurance for the members. No any exploitation by the management. Fixed working hours.

23. Responsibly of Trade Union Make an efforts to establish good relationship between management and workers. To assist in the development of industries by increasing the productivity. Make the workers dutiful and disciplined. Conducting activities providing education to the workers. Provide necessary advice to the Govt. in formulating the labor policy. Protect and Promote the rights of workers. Enhance social and economic standards of the workers.

24. Let ‘s make every e v e n t an impactful one.