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.

1. MS-223-MANAGEMENT OF
INDUSTRIAL RELATIONS
Rani Durgavati Vishva Vidyalaya
Jabalpur (M.P.)
By :- Ashish kumar Yadav

2. Unit 1
1. Introduction
2. Industrial conflict, Industrial Dispute-
1. meaning
2. classification &
3. impacts.
3. Causes of industrial dispute
1. prevention &
2. settlement of dispute
4. Methods for settlement of industrial dispute
1. Theory of Consensus in Industrial Society.

3. Introduction
Industrial relations play an important role in
ensuring security to the working class as well as
economic progress for the nation.
Good labor – management relations are sine qua
non for increasing production and improved
productivity ; and without industrial harmony,
economic harmony is not possible .

4. Industrial Relations Defined
• The labor dictionary defines Industrial Relations
as the relations between employees and
employers in industry.
• According to Dale Yoder “industrial relations
describe relationship between the management
and employees or among employees and their
organization, that characterize the labor force in
all part of the world.
• The international institute of labor relations
has defined it as “social relations in production”.

5. Actors in the IR system:

6. The scope of Industrial Relations
The concept of industrial relations has a very wide
meaning and connotation. In the narrow sense, it
means that the employer, employee relationship
confines itself to the relationship that emerges out of
the day to day association of the management and
the labor.
In its wider sense, industrial relations include the
relationship between an employee and an employer
in the course of the running of an industry and may
project it to spheres, which may transgress to the
areas of quality control, marketing, price fixation
and disposition of profits among others.

7. The scope of Industrial Relations
The scope or industrial relations is quite vast. The
main issues involved here include the following :-
1. Collective bargaining
2. Machinery for settlement
of industrial disputes
3. Standing orders
4. Workers participation in
management
5. Unfair labor practices

8. Objectives of Industrial
Relations
• To safeguard the interest of labor and management
• To avoid industrial conflict or strife and develop harmonious relations
• To raise productivity to a higher level
• To establish and promote the growth of an industrial democracy
• To eliminate or minimize the number of strikes, lockouts .
• To improve the economic conditions of workers in the existing state of
industrial managements and political government.
• Socialization of industries by making the state itself a major employer
• Vesting of a proprietary interest of the workers in the industries in which
they are employed.

9. Industrial Conflict
• Industrial conflict is the situation where
disagreements arise between employees’ and
employers over matters related to the working
conditions.
• Conflict is endemic among human grouping
because of the divergent interests which are
usually diametrically opposed. While employers
must maximize his profit by reducing to the
minimum level the cost of production which is
usually at the detriment of the employees,
employees (usually represented by trade
union)seek to secure a work condition of a bearable
standard and better remuneration.

10. Types of Industrial Conflict
Industrial conflict occurs when employees express their
dissatisfaction with management over the current state
of the management-employee relationship.
The causes of such dissatisfaction are typically matters
related to regular wage payment, wage increase or
remunerations according to terms of the employment
contract.
Employees can express such dissatisfaction in formal
or informal ways.
Formal methods are organized and are planned in
advance, while informal ones are spontaneous and
unorganized, usually taking management by surprise.
There are different types of formal and informal
industrial conflicts.

11. Types of Industrial Conflict
• Strike
• Work-to-rule
• Absenteeism
• Sabotage

12. Formal and Informal Conflict
While informal conflict in an industrial organization is
usually associated with low skilled and purely
educated workmen and such conflicts are
generally unorganized, exhibited in individual
actions such as absenteeism, sabotage, theft etc.
Formal conflict on the other hand is associated with
high skilled and well educated workers who are
properly organized and such formal conflict is
usually spearheaded by union leaders who are
referred to as "agitators". Example of
conflict is strike or withdrawal of service.

13. Causes
Wage demands
1.Usually occur when an agreement expires or esp. concerning
overtime payments.
2.Many employees may believe they need to be paid more but the
employer may not agree.
3.In times of inflationary pressures such as GST, rising oil n interest
rates employees are likely to seek wage increases to maintain their
standards of living.

14. Causes
Working conditions
1. Employees take action if there is a risk to either their or
others at the workplace. OH&S act provides guidelines.
2. Common esp. where there are chances of damage to
hearing, lungs or eyes.
3. Disputes can happen over staff facilities like kitchens,
parking and the equipment used by workers.

15. Causes
Management policies
1. These include concerns over leave
entitlements such as sick leave, holiday
leave, promotion and redundancy
2. Management may change policies without
adequate consultation n this creates a
change to custom and practice.
3. Globalization has encouraged this conflict

16. Causes
Political and Social issues
Involves wider issues (environmental and political)
where employees take action to support a cause. -
Employees are less likely to take strong action to
support a cause given the reduced union power in the
WRA.

17. Industrial Dispute
• An industrial dispute may be defined as a
conflict or difference of opinion between
management and workers on the terms of
employment.

18. Industrial Dispute
As per Section 2(k) of Industrial Disputes Act,1947,
an industrial dispute in defined as any dispute or
difference between employers and employers, or
between employers and workmen, or between
workmen and which is connected with the
employment or non-employment or the terms of
employment or with the conditions of labor, of any
person.

19. Methods for settlement of
industrial dispute
• Collective bargaining
• Conciliation
• Adjudication
• Voluntary arbitration

20. Measures For Improving Industrial
Relations
• Strong and Stable Union
• Mutual Trust:
• Workers’ Participation in Management
• Mutual Accommodation
• Sincere Implementation of Agreements
• Sound Personnel Policies:
• Government’s Role
• Progressive Outlook