1. Trade unions in India originated as workers organized to demand better working conditions, with the first union established in 1890.
2. Unions grew during India's independence movement in the 1920s-1940s. Several important acts protecting workers were passed during this time.
3. Today there are over 56,000 registered unions in India representing workers from various industries and occupations. Unions continue to advocate for workers' rights and better terms of employment.
Trade unions are permanent associations of workers or employers formed to secure economic and social benefits for workers. In India, the major phases of trade union development were from 1850-1900, 1900-1946, and post-1947 when four central trade union organizations were functioning. Trade unions have objectives like improving wages and working conditions for workers. They have functions like negotiating for higher pay and better treatment and providing welfare. However, they also face problems like uneven growth, limited membership, multiple competing unions, and financial issues.
The document discusses industrial relations in India, outlining key aspects of the system such as the legislative framework, key actors (employers, workers, government), and tripartite bodies that aim to balance interests. It also covers the evolution of the system from pre-independence to modern times, noting the impact of globalization and technological changes. Maintaining sound industrial relations is important as it can promote productivity and employment while improving lives, whereas poor relations may stunt industry growth and decrease GDP.
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.
The document provides an overview of industrial relations, including definitions of key terms, the importance of industrial relations, problems in the public sector, the growth of trade unions, and the code of conduct. It also discusses concepts, trade unions, collective bargaining, and disputes in industrial relations.
Trade unions are organizations formed by workers to negotiate with employers on issues like wages, working conditions, and benefits. The key goals of trade unions are to improve terms of employment for workers and enhance their status in society through collective bargaining. Some of the main activities of trade unions include negotiating with management on wages and issues related to job security, working conditions, and welfare facilities. Trade unions also engage in political and social activities to support their members.
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.
the role of state in industrial relations , role of state in IR jagannath ojha
The document discusses the role of the state in industrial relations. It defines industrial relations as the complex interrelations among managers, workers, and government agencies. The key roles of the state are to improve the standard of living through legislation, promote industrial growth while considering labor, act as an impartial umpire in disputes, protect the interests of labor, sustain industrial harmony, support increased production, and properly implement legislation.
The document discusses the nature, meaning, principles, functions and types of trade unions according to the Trade Union Act of 1926 in India. Some key points:
- Trade unions are voluntary organizations formed by workers/employers to promote their collective interests through actions like regulating relations and imposing work conditions.
- The main functions of trade unions are protecting workers' interests through collective bargaining over wages and work conditions, and providing social/welfare benefits to members.
- Trade unions can be reformist, seeking gradual change through bargaining, or revolutionary, aiming to replace the existing economic system. They may be organized by craft, industry or federation.
- The Trade Union Act of 1926 provides for registration of trade
Trade unions are permanent associations of workers or employers formed to secure economic and social benefits for workers. In India, the major phases of trade union development were from 1850-1900, 1900-1946, and post-1947 when four central trade union organizations were functioning. Trade unions have objectives like improving wages and working conditions for workers. They have functions like negotiating for higher pay and better treatment and providing welfare. However, they also face problems like uneven growth, limited membership, multiple competing unions, and financial issues.
The document discusses industrial relations in India, outlining key aspects of the system such as the legislative framework, key actors (employers, workers, government), and tripartite bodies that aim to balance interests. It also covers the evolution of the system from pre-independence to modern times, noting the impact of globalization and technological changes. Maintaining sound industrial relations is important as it can promote productivity and employment while improving lives, whereas poor relations may stunt industry growth and decrease GDP.
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.
The document provides an overview of industrial relations, including definitions of key terms, the importance of industrial relations, problems in the public sector, the growth of trade unions, and the code of conduct. It also discusses concepts, trade unions, collective bargaining, and disputes in industrial relations.
Trade unions are organizations formed by workers to negotiate with employers on issues like wages, working conditions, and benefits. The key goals of trade unions are to improve terms of employment for workers and enhance their status in society through collective bargaining. Some of the main activities of trade unions include negotiating with management on wages and issues related to job security, working conditions, and welfare facilities. Trade unions also engage in political and social activities to support their members.
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.
the role of state in industrial relations , role of state in IR jagannath ojha
The document discusses the role of the state in industrial relations. It defines industrial relations as the complex interrelations among managers, workers, and government agencies. The key roles of the state are to improve the standard of living through legislation, promote industrial growth while considering labor, act as an impartial umpire in disputes, protect the interests of labor, sustain industrial harmony, support increased production, and properly implement legislation.
The document discusses the nature, meaning, principles, functions and types of trade unions according to the Trade Union Act of 1926 in India. Some key points:
- Trade unions are voluntary organizations formed by workers/employers to promote their collective interests through actions like regulating relations and imposing work conditions.
- The main functions of trade unions are protecting workers' interests through collective bargaining over wages and work conditions, and providing social/welfare benefits to members.
- Trade unions can be reformist, seeking gradual change through bargaining, or revolutionary, aiming to replace the existing economic system. They may be organized by craft, industry or federation.
- The Trade Union Act of 1926 provides for registration of trade
Industrial democracy involves workers participating in decision making through methods like workers committees and councils. It treats workers as responsible partners rather than under autocratic management. This leads to improved communication between workers and management and more joint decisions that are agreeable to both parties, promoting industrial peace. Representative forms of industrial democracy can also facilitate communication through consultative bodies.
The document summarizes trends in the Indian trade union movement since the 1990s economic reforms. It notes that the liberalization, privatization, and globalization reforms weakened unions by shifting the economy away from public sector industries and accepting a market-based approach. As a result, unions have seen declining membership and influence as employers adopt tougher stances in negotiations. Additional factors contributing to weaker unions are the rise of individualism among workers and increasing numbers of women in the workforce who are less inclined to participate in unions. However, some unions have adapted by focusing more on social issues and cooperation with management.
Industrial Relations and Trade Unions
Concept of Industrial Relations - Factors affecting industrial
relations, the importance of Industrial Relations, Collective
bargaining;
International Labour Organisation: Genesis, development and
dimensions, aims, and objectives, Organs of the International
Labour Organisation; Role of the Trade Unions in Modern
Industrial Society of India - Trade Union of Employers and
Workers, their forms and types in India.
Trade Union Rights And Responsibilities RevisionMr Ross Miller
The document outlines various rights and responsibilities of trade unions, employers, and union members. Trade unions have the right to recruit new members, ask about changes in wages and conditions, and take industrial action like strikes. Their responsibilities include not putting pressure on people to join and not making unreasonable demands. Union members have the right to participate in elections and actions, and the responsibility to report issues and act lawfully. Employers can face issues like harassment or injuries, and unions may respond through actions such as overtime bans, work slowdowns, or strikes. Unions represent members by taking complaints to management and providing legal services.
The document defines industrial relations as the complex inter-relations between workers, managers, and the government. It involves the systems and procedures used by unions and employers to determine employment conditions and regulate how employers treat employees.
Industrial relations can be seen as having two aspects - cooperation and conflict. This dynamic relationship alternates between cooperation and conflict, then back to cooperation. The main aspects of industrial relations are promoting healthy labor-management relations, maintaining industrial peace, and developing industrial democracy. Parties to industrial relations include labor unions and management.
The objectives of industrial relations are to establish sound relationships between workers and management, avoid industrial conflicts, and improve economic conditions and living standards for workers. Maintaining harmonious industrial relations improves
Collective bargaining is a technique where disputes over employment conditions are resolved through negotiation rather than coercion. The Industrial Disputes Act of 1947 aims to achieve social justice through collective bargaining. Outsiders who lead unions often have little knowledge of the industry or workers' issues, making employers reluctant to negotiate with them. While a ban on outsiders could weaken unions, their influence can undermine collective bargaining when unions are politically affiliated rather than prioritizing workers' interests. Reform is needed to reduce political influence and strengthen internal union leadership focused on workers.
The document discusses workers' participation in management in India. It defines workers' participation as the involvement of non-managerial employees in organizational decision-making. It outlines various models of participation including works committees, joint management councils, nominating worker directors, and shop councils. The objectives, strategies, reasons for limited success, and measures to improve effectiveness are also summarized.
Trade unions are organized groups of workers that seek to protect and advance the interests of their members. The main reasons for creating trade unions are to improve workers' economic conditions, ensure workers' rights are protected, and give employees a voice. Trade unions engage in collective bargaining with employers over issues like wages and benefits. The main types of trade unions are public sector unions, private sector unions, and employers' unions.
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.
This document outlines the key concepts of industrial relations including definitions, parties involved, approaches, and causes of poor relations. It discusses the importance of industrial relations for uninterrupted production and high morale. The three main approaches - unitary, pluralistic, and Marxist - are described along with their underlying assumptions. A case study of labor issues and lack of union rights at Maruti Suzuki India's Manesar plant is also summarized.
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 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.
Trade union Introduction and Types of Trade UnionMonisha Sathish
The document discusses the history and functions of trade unions. It notes that trade unions originally formed to protect workers from unfair treatment by employers. Their main functions are to raise wages and improve working conditions for members. The document then outlines different types of trade unions including craft unions, industrial unions, general unions, and reformist or revolutionary unions. It provides examples and definitions for each type.
This document provides an overview of the trade union movement in India. It defines a trade union as a voluntary association created by workers to protect their collective interests. It outlines the growth of trade unions in India from the pre-World War I period through independence in 1947. Some of the largest central trade unions in India are mentioned. The objectives, functions, weaknesses and legal status of registered trade unions are summarized. The Trade Union Act of 1926 is introduced as the key regulation governing trade union registration in India.
The document discusses trade unions, including their theoretical foundations, legal framework, and structure in India. It describes how trade unions were formed to promote workers' interests through collective action. It outlines different theories on trade union movements and notes that the first national trade union congress in India emerged between 1850-1870. Trade unions play a key role in balancing considerations of enterprise and ensuring workers are not exploited. The legal framework governing trade unions in India is also examined.
Industrial relations refers to the relationships between management and workers in an industrial organization. It involves aspects like trade unionism, collective bargaining, worker participation, and resolving industrial disputes. The relationships are complex and involve managers, workers, and government agencies. Maintaining cooperation and resolving conflicts are important for sound industrial relations. Various approaches like unitary, pluralist, and Marxist view industrial relations and conflicts differently. Dunlop's systems approach views industrial relations as an independent social system influenced by societal factors. Challenges to sound industrial relations include issues related to work nature, compensation, trade unions, employer flexibility, and organizational climate. Developing trust, democratic unions, industrial peace, feedback and a professional approach can help build sound industrial relations.
Industrial relations involves the relationship between management and workers in an organization, including aspects like collective bargaining, trade unionism, and government involvement. It aims to maintain harmony between these parties through rules and regulations while addressing issues around workers' participation, remuneration, and health and safety. The relationships and interactions between employers, employees, unions, and the government shape industrial relations systems and structures within an organization.
Industrial relations & concept and approachesjpbbk
This document discusses industrial relations and provides definitions, perspectives, approaches, factors, and conditions that influence industrial relations. It defines industrial relations as concerning employee-employer relations and the study of attitudes, relationships, and procedures between labour and management. The document outlines psychological, sociological, human relations, systems, and Marxist perspectives on industrial relations and discusses conditions necessary for good relations such as constructive attitudes, clear policies, and enlightened trade unions.
Trade union AND ITS GROWTH AND EVOLUTION IN INDIA sourav mathur
TOPICS COVERED
1 meaning
2 nature
3 objectives
4 function
5 importance
6 criticism
7 1st to vii phrase
8 reason of growth
9 factors responsible for growth
10 post liberalisation phase
11 reason for join union
12 obstacles or challenges
13 future role
14 suggestion for betterment of union
This document defines industrial relations and discusses the key actors and forces that influence industrial relations. It begins by defining industrial relations as the complex relationship between employers and employees in an industrial organization, as defined by several experts. It identifies the three main actors in industrial relations as workers and their organizations (e.g. trade unions), management, and the government. It then discusses the social, political, economic, and psychological forces that influence the patterns of industrial relations. Finally, it outlines conditions necessary for good industrial relations, such as a history of cooperation, economic and social satisfaction of workers, enlightened labor unions, and government policy and legislation.
The document discusses collective bargaining between unions and management. It covers topics like the collective bargaining process, preparing for negotiations, typical bargaining issues, ways to overcome negotiation breakdowns, ratifying agreements, and administering contracts. Collective bargaining aims to establish a union-management relationship and set rules for issues like wages, hours, and grievance procedures for the duration of the labor contract.
Industrial democracy involves workers participating in decision making through methods like workers committees and councils. It treats workers as responsible partners rather than under autocratic management. This leads to improved communication between workers and management and more joint decisions that are agreeable to both parties, promoting industrial peace. Representative forms of industrial democracy can also facilitate communication through consultative bodies.
The document summarizes trends in the Indian trade union movement since the 1990s economic reforms. It notes that the liberalization, privatization, and globalization reforms weakened unions by shifting the economy away from public sector industries and accepting a market-based approach. As a result, unions have seen declining membership and influence as employers adopt tougher stances in negotiations. Additional factors contributing to weaker unions are the rise of individualism among workers and increasing numbers of women in the workforce who are less inclined to participate in unions. However, some unions have adapted by focusing more on social issues and cooperation with management.
Industrial Relations and Trade Unions
Concept of Industrial Relations - Factors affecting industrial
relations, the importance of Industrial Relations, Collective
bargaining;
International Labour Organisation: Genesis, development and
dimensions, aims, and objectives, Organs of the International
Labour Organisation; Role of the Trade Unions in Modern
Industrial Society of India - Trade Union of Employers and
Workers, their forms and types in India.
Trade Union Rights And Responsibilities RevisionMr Ross Miller
The document outlines various rights and responsibilities of trade unions, employers, and union members. Trade unions have the right to recruit new members, ask about changes in wages and conditions, and take industrial action like strikes. Their responsibilities include not putting pressure on people to join and not making unreasonable demands. Union members have the right to participate in elections and actions, and the responsibility to report issues and act lawfully. Employers can face issues like harassment or injuries, and unions may respond through actions such as overtime bans, work slowdowns, or strikes. Unions represent members by taking complaints to management and providing legal services.
The document defines industrial relations as the complex inter-relations between workers, managers, and the government. It involves the systems and procedures used by unions and employers to determine employment conditions and regulate how employers treat employees.
Industrial relations can be seen as having two aspects - cooperation and conflict. This dynamic relationship alternates between cooperation and conflict, then back to cooperation. The main aspects of industrial relations are promoting healthy labor-management relations, maintaining industrial peace, and developing industrial democracy. Parties to industrial relations include labor unions and management.
The objectives of industrial relations are to establish sound relationships between workers and management, avoid industrial conflicts, and improve economic conditions and living standards for workers. Maintaining harmonious industrial relations improves
Collective bargaining is a technique where disputes over employment conditions are resolved through negotiation rather than coercion. The Industrial Disputes Act of 1947 aims to achieve social justice through collective bargaining. Outsiders who lead unions often have little knowledge of the industry or workers' issues, making employers reluctant to negotiate with them. While a ban on outsiders could weaken unions, their influence can undermine collective bargaining when unions are politically affiliated rather than prioritizing workers' interests. Reform is needed to reduce political influence and strengthen internal union leadership focused on workers.
The document discusses workers' participation in management in India. It defines workers' participation as the involvement of non-managerial employees in organizational decision-making. It outlines various models of participation including works committees, joint management councils, nominating worker directors, and shop councils. The objectives, strategies, reasons for limited success, and measures to improve effectiveness are also summarized.
Trade unions are organized groups of workers that seek to protect and advance the interests of their members. The main reasons for creating trade unions are to improve workers' economic conditions, ensure workers' rights are protected, and give employees a voice. Trade unions engage in collective bargaining with employers over issues like wages and benefits. The main types of trade unions are public sector unions, private sector unions, and employers' unions.
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.
This document outlines the key concepts of industrial relations including definitions, parties involved, approaches, and causes of poor relations. It discusses the importance of industrial relations for uninterrupted production and high morale. The three main approaches - unitary, pluralistic, and Marxist - are described along with their underlying assumptions. A case study of labor issues and lack of union rights at Maruti Suzuki India's Manesar plant is also summarized.
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 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.
Trade union Introduction and Types of Trade UnionMonisha Sathish
The document discusses the history and functions of trade unions. It notes that trade unions originally formed to protect workers from unfair treatment by employers. Their main functions are to raise wages and improve working conditions for members. The document then outlines different types of trade unions including craft unions, industrial unions, general unions, and reformist or revolutionary unions. It provides examples and definitions for each type.
This document provides an overview of the trade union movement in India. It defines a trade union as a voluntary association created by workers to protect their collective interests. It outlines the growth of trade unions in India from the pre-World War I period through independence in 1947. Some of the largest central trade unions in India are mentioned. The objectives, functions, weaknesses and legal status of registered trade unions are summarized. The Trade Union Act of 1926 is introduced as the key regulation governing trade union registration in India.
The document discusses trade unions, including their theoretical foundations, legal framework, and structure in India. It describes how trade unions were formed to promote workers' interests through collective action. It outlines different theories on trade union movements and notes that the first national trade union congress in India emerged between 1850-1870. Trade unions play a key role in balancing considerations of enterprise and ensuring workers are not exploited. The legal framework governing trade unions in India is also examined.
Industrial relations refers to the relationships between management and workers in an industrial organization. It involves aspects like trade unionism, collective bargaining, worker participation, and resolving industrial disputes. The relationships are complex and involve managers, workers, and government agencies. Maintaining cooperation and resolving conflicts are important for sound industrial relations. Various approaches like unitary, pluralist, and Marxist view industrial relations and conflicts differently. Dunlop's systems approach views industrial relations as an independent social system influenced by societal factors. Challenges to sound industrial relations include issues related to work nature, compensation, trade unions, employer flexibility, and organizational climate. Developing trust, democratic unions, industrial peace, feedback and a professional approach can help build sound industrial relations.
Industrial relations involves the relationship between management and workers in an organization, including aspects like collective bargaining, trade unionism, and government involvement. It aims to maintain harmony between these parties through rules and regulations while addressing issues around workers' participation, remuneration, and health and safety. The relationships and interactions between employers, employees, unions, and the government shape industrial relations systems and structures within an organization.
Industrial relations & concept and approachesjpbbk
This document discusses industrial relations and provides definitions, perspectives, approaches, factors, and conditions that influence industrial relations. It defines industrial relations as concerning employee-employer relations and the study of attitudes, relationships, and procedures between labour and management. The document outlines psychological, sociological, human relations, systems, and Marxist perspectives on industrial relations and discusses conditions necessary for good relations such as constructive attitudes, clear policies, and enlightened trade unions.
Trade union AND ITS GROWTH AND EVOLUTION IN INDIA sourav mathur
TOPICS COVERED
1 meaning
2 nature
3 objectives
4 function
5 importance
6 criticism
7 1st to vii phrase
8 reason of growth
9 factors responsible for growth
10 post liberalisation phase
11 reason for join union
12 obstacles or challenges
13 future role
14 suggestion for betterment of union
This document defines industrial relations and discusses the key actors and forces that influence industrial relations. It begins by defining industrial relations as the complex relationship between employers and employees in an industrial organization, as defined by several experts. It identifies the three main actors in industrial relations as workers and their organizations (e.g. trade unions), management, and the government. It then discusses the social, political, economic, and psychological forces that influence the patterns of industrial relations. Finally, it outlines conditions necessary for good industrial relations, such as a history of cooperation, economic and social satisfaction of workers, enlightened labor unions, and government policy and legislation.
The document discusses collective bargaining between unions and management. It covers topics like the collective bargaining process, preparing for negotiations, typical bargaining issues, ways to overcome negotiation breakdowns, ratifying agreements, and administering contracts. Collective bargaining aims to establish a union-management relationship and set rules for issues like wages, hours, and grievance procedures for the duration of the labor contract.
Working life -_industrial_relations[1]Faith Martin
Industrial relations involve the relationship between employers and employees. Good relations lead to ongoing discussions and disputes being settled without strikes, while poor relations result in disputes, strikes, lost pay and profits.
Trade unions organize workers to protect their interests by negotiating wages, conditions, and representing members. The main union bodies are the Irish Congress of Trade Unions (ICTU) which represents unions, and the Irish Business & Employers Confederation (IBEC) which represents employers.
Disputes can be resolved through discussions between workers and management, or through conciliation with the Labour Relations Commission or arbitration with the Labour Court as a last resort.
The document discusses industrial relations and trade unions. It defines industrial relations as the relationship between employers and employees, and the role of different parties in maintaining this relationship. Trade unions are defined as voluntary organizations formed by workers or employers to promote their collective interests. The objectives and requirements of a successful industrial relations program are outlined. The key principles, objectives, and functions of trade unions are explained, including their militant, fraternal, political and social roles. The document also covers grievance management procedures.
This document summarizes key concepts in industrial relations, including:
1) The changing nature of employment relationships from centralized regulation to decentralized agreements and contingent work.
2) The roles of trade unions and employer associations in collectively bargaining for workers and businesses.
3) Important industrial relations concepts like collective bargaining, grievance handling, and conflict management approaches.
This document provides an overview of collective bargaining. It defines collective bargaining as a type of negotiation used by employees to work with their employers. During collective bargaining, workers' representatives negotiate with the employer to reach a contract covering issues like hours, wages, benefits, and workplace rules. The final agreed-upon contract is called a collective bargaining agreement. The document then discusses the collective bargaining process, levels of collective bargaining (e.g. enterprise, sectoral), problems that can occur, and the importance of collective bargaining to employers, employees and society.
Collective bargaining is a process between employers and employees or their representatives to negotiate terms of employment. It aims to provide stable labor relations and resolve disputes in a mutually agreeable manner. Key issues discussed include pay, hours, training, health and safety. The process involves preparation, discussion of proposals, bargaining, and final settlement agreement. Benefits include participation in decisions and established standards, while disadvantages include reduced individuality and mandatory dues. Negotiations can fail due to unwillingness of parties and changing positions.
This document provides an introduction and overview of a study on industrial relations at GTN Textiles Ltd. The objectives of the study are to assess relationships between different organizational levels and between employees, unions, and employers. The study will analyze industrial democracy and make suggestions to promote congenial relations. The methodology involves interviewing and surveying a sample of 50 workmen and staff using a questionnaire. The study provides context on industrial relations concepts and the company profile of GTN Textiles Ltd.
The document discusses industrial relations in Malaysia. It defines industrial relations as the relationship between workers and employers in the work environment. It then outlines key aspects of industrial relations such as employment laws, terms and conditions of work, and the rights and obligations of employers and employees. It describes Malaysia's tripartite industrial relations system involving employers, employees, and the government. It also discusses the roles of organizations like the National Labor Advisory Council, International Labor Organization, and various departments within the Ministry of Human Resources that oversee industrial relations in Malaysia.
Labor relations and collective bargainingAsegedech
1. The document discusses labor relations and collective bargaining, noting that workers join unions due to dissatisfaction at work, a desire for more influence, and potential benefits of unions.
2. It explains key US labor laws and outlines important issues in collective bargaining such as wages, benefits, and grievance procedures.
3. The summary provides an overview of labor relations systems, collective bargaining processes, and current challenges facing traditional models from globalization, new employment trends, and ideological shifts favoring individual contracts over collective agreements.
The document outlines the strategy for internal communications, media relations, social media, and vendor management for the HR department over the next quarter. The objectives are to ingrain the organization's values and culture, elicit desired employee behaviors, enhance the employer brand, and manage vendors. For internal communications, the plan is to facilitate new hire onboarding, communicate organizational goals, and encourage innovation through events. Media relations will feature the organization as a top employer and share thought leadership. Social media will increase awareness of policies and encourage participation. Vendor management will set KPIs and review performance against cost, quality and timelines.
This document provides an overview of industrial marketing. It begins with an introduction to industrial marketing, then discusses the meaning of industrial marketing and why it is important to study. It outlines several key features of industrial marketing, including that there are fewer but larger business buyers, the buying process is complex, and demand can be inelastic. The document emphasizes that industrial marketing is important because it generates major revenue, requires less expenditure than consumer marketing, and aims to build long-term relationships with business customers.
The document discusses the concept of participative management. It defines participative management as involving employees in decision making processes. It describes various methods of participation like participation through ownership and quality circles. It outlines skills required for participative management like communication, conflict resolution and flexibility. The document also discusses collective bargaining and its importance in determining employment terms and conditions through negotiations between worker representatives and employers.
The document summarizes key aspects of the Industrial Disputes Act, 1947 in India. It defines an industrial dispute as a conflict between management and workers regarding terms of employment. The Act aims to promote amity between employers and employees, settle disputes, prevent illegal strikes and lockouts, and provide relief to workers during layoffs. It establishes mechanisms for conciliation and arbitration of disputes. The Act also defines common forms of disputes like strikes and lockouts, and regulates these during dispute resolution processes. It covers important terms used in the Act like appropriate government, arbitrator, wages, industry and workmen.
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.
WORKERS’ PERSPECTIVE: BASIS OF SELECION AND JOINING A TRADE UNIONinventionjournals
Industrialization is the only key to economic development because it is the fundamental process to utilize the enormous available human assets and other physical & natural resources for the consistent advancement of a developing country, like India. Trade unions are nothing but a ―Pressure Group‖ (also known as Advocacy groups, interest groups, campaign groups, lobby groups, a protest group, or special interest groups), which exert a pressure and use various forms of advocacy on the management/ employers, or even on Govt. in order to influence policy, legislation, opinion, strategy, decisions etc. in favor of the workers/ employees. The aim of all pressure groups is to influence the people who actually have the Decision-making power (management, employer or Govt.). Trade Unionism is a by-product of rapid industrialization right from the colonial era. A trade union is nothing but a well organized group of working class employees for protecting, sustain, and enhanced the group members’ interests and benefits on the basis of unity of strength. Its main objective is to protect & protest its members from exploitation and enhance & advance the interests & benefits of them. They are the most appropriate organizations for complementary and improving the relations between the employer and the employees. India now has more than 84,650 registered trade unions along with an unaccounted number of unregistered trade unions speckled across a wide spectrum of Indian trade & industries. This paper tries to understand what the basic philosophy of an employee behind the selection of a particular trade union over the others.
This document discusses employees' right to unionize in India. It outlines that the Constitution protects the right to form associations under Article 19(1)(c). There are three sectors of the Indian labor market - rural, organized, and urban informal. Trade unions were formed to protect workers' interests through collective bargaining and negotiations. The history of trade unionism in India is divided into three phases from 1850-present, seeing the development of organized unions and political movements. Objectives of unions include representing workers, negotiating contracts, and providing member services. Unions are important for industrial peace by facilitating effective communication and dispute resolution between workers and management.
This document provides an overview of trade unions, including:
- Definitions of a trade union and their key characteristics.
- A brief history of trade union movements starting in the late 18th century in Great Britain and spreading internationally in the 19th century.
- Theories that have been proposed to explain and justify trade union activities, such as those put forward by Hoxie, Marx, the Webbs, and Gandhi.
- Key milestones and periods in the growth of trade unions in India such as the Trade Unions Act of 1926 and increased growth after independence.
- Roles and functions of modern trade unions in promoting workers' interests and cooperating in production.
Trade union, Human Resource Management. Industrial Relationsayushigupta300
This document provides an overview of trade unions, including their meaning, theories, functions, and the trade union movement in India. It defines a trade union as a combination of persons primarily for regulating relations between workers and employers. It discusses several theories of trade unions, including the industrial democracy approach, social psychological approach, capitalism approach, and anti-capitalism approach. The functions of trade unions include militant, federal, inframural, extra-mural, and political functions. The document then outlines the phases of the trade union movement in India from the pre-1918 phase to post-independence and discusses some obstacles faced by trade unions as well as measures to strengthen them.
The document provides a historical overview of the trade union movement in India from the 1850s to present day. It is divided into three phases: 1) 1850-1900 which saw the inception of trade unions in response to poor working conditions, 2) 1900-1947 which was characterized by the development of organized trade unions and political movements, and 3) post-1947 which saw trade unions politicized along party lines and focus on planned economic development. It also discusses the functions, key organizations, limitations, and registration process of trade unions in India.
The document discusses the Trade Unions Act of 1926 in India. It provides context on the history and growth of trade unions in India from the late 19th century. It outlines key aspects of the 1926 Act, including defining trade unions, outlining the registration process, and conferring certain protections and privileges to registered unions. The Act aims to enable lawful organization of labor and collective bargaining. It extends across India and applies to all types of worker and employer unions.
This document provides an overview of the trade union movement in India. It discusses the definition and history of trade unions, including their emergence during the industrial revolution to protect workers from exploitation. The trade union movement in India is divided into four periods: 1875-1918, 1918-1947, 1947-1991, and 1991 to present. Key developments include the formation of the first Indian union in 1890, the Trade Unions Act of 1926, and the influence of the Indian constitution in guaranteeing the right to form associations. The document also lists the major national trade union centers currently operating in India.
The document discusses trade unions, their objectives, functions, and importance. It provides definitions of trade unions and discusses some key points:
1. Trade unions are voluntary organizations formed by workers to collectively protect their interests related to wages, working conditions, and dealing with exploitation.
2. The major objectives of trade unions are better wages and working conditions, protection from exploitation, representation of worker interests, and negotiation through collective bargaining.
3. Trade unions are important for promoting industrial peace, effective communication between workers and management, and aiding economic development. However, they also face problems like small sizes, lack of funds, and political influences.
This document provides an overview of labour law in India, specifically regarding trade unions and collective bargaining. It discusses the history and development of trade unionism in India since the 1920s. It defines what constitutes a trade union and trade dispute according to Indian law. It outlines the process for registering a trade union, including the roles and responsibilities of the Registrar of Trade Unions. Key aspects covered include the legal status and rights of registered trade unions, requirements for applications, and grounds for cancellation or dissolution. The document also distinguishes between the general and political funds of registered trade unions and permissible uses of general funds.
This document provides background on the historical development of trade unionism in India. It discusses how trade unions became necessary with the advent of large-scale industrialization. Some of the key events and factors discussed include Mahatma Gandhi recognizing the need for workers to organize into unions in the early 20th century, the establishment of early unions in the 1920s, and recommendations from the Royal Commission on Labour in the 1930s and subsequent national plans that emphasized the importance of trade unions. The document traces the evolution of trade unions in India from their origins to becoming an accepted part of the country's industrial relations system.
Trade Union means a combination formed for the purpose of regulating the relations not only between workmen and employers but also between workmen and workmen or between employers and employers
- Trade Union Act 1926
This document provides an overview of trade unions and collective bargaining in India. It discusses the history and growth of trade unions in India since the late 19th century. It covers key topics such as the definition of a trade union, procedures for trade union registration, functions of trade unions, important trade unions in India, and the importance of collective bargaining. The document also examines the objectives, scope, process and benefits of collective bargaining between trade unions and management in India.
This document discusses trade unions in India, including their concept, objectives, functions, and role in collective bargaining. It covers the origin and growth of trade unions in India, describing their development in three phases from 1850 to present day. Key topics covered include the objectives of trade unions to represent and negotiate for members, their militant and fraternal functions, and problems currently facing Indian trade unions like uneven growth, weak finances, and inter-union rivalry.
The document discusses industrial relations in India, outlining key aspects of the system such as the legislative framework, key actors (employers, workers, government), and tripartite bodies that aim to balance interests. It also covers the evolution of the system from pre-independence to modern times, noting the impact of globalization and technological changes. Maintaining sound industrial relations is important as it can help boost productivity and growth while ensuring social justice and workers' welfare.
The document discusses the functions, importance, and structure of trade unions in India. It outlines the key functions of trade unions as militant, fraternal, political, and social. It highlights the importance of trade unions in helping workers bargain collectively, voice concerns, gain benefits like insurance, and achieve industrial peace. The structure of unions in India includes general unions, industrial unions, craft unions, and federations. Major union movements in India formed in the early 20th century and post-World War II are also summarized.
The document discusses the history and evolution of trade unionism in India. It begins by explaining how trade unions arose as a result of the industrial revolution and factory system. It then provides definitions of trade unions from various sources. The objectives, functions, and problems of trade unions are described. The growth of the trade union movement in India is discussed in phases from the pre-1918 period up until the present day, noting key events, organizations formed, and acts passed. Finally, it addresses recognition of trade unions and their rights.
Trade unions are organizations formed by workers to protect their rights and interests through collective bargaining with employers. The document discusses the definition, origin, growth and objectives of trade unions in India. It explains that trade unions negotiate for better wages and working conditions, safeguard jobs, and cooperate with employers. The Trade Union Act of 1926 provides a legal framework for the registration of trade unions and strengthens their bargaining power.
The document discusses the history and development of the trade union movement in India. It outlines three phases: (1) from 1850-1900 where the conditions for workers were poor and unions began to form; (2) from 1900-1947 when organized unions developed and militant unionism emerged; and (3) after 1947 when the government sought cooperation from unions for economic development and unions became politicized along party lines. The key goals of trade unions are to promote workers' rights, ensure fair wages and working conditions, and represent workers' interests.
The document discusses labour laws and the International Labour Organization (ILO). It notes that labour laws regulate the relationship between employers, employees, and unions, dealing with issues like wages, hours, and conditions. The ILO is a UN agency that sets international labour standards and works to promote decent work and social justice. It has 187 member states and aims to reduce class conflict and unrest by facilitating cooperation on working standards. The ILO was established after WWI to reflect the belief that lasting peace requires social justice and humane labour conditions.
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1) Tourism involves traveling for leisure or business purposes for a limited time. It helps preserve culture and boosts economies by creating jobs.
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Industrial relations in India have evolved significantly over time. Traditionally, relations were those of master-servant during ancient and medieval times, with craftsmen and workers organizing into guilds called Shrenis. Under British rule, the relationship became one of exploitation, with workers having little power. Post-independence, laws and institutions like tripartite bodies and minimum wage laws were established to protect workers. Globalization in the 1990s has led to new challenges, as traditional IR models struggle to adapt to requirements of competitiveness, flexibility and individual bargaining in the emerging global business scenario.
Hero MotoCorp was originally established in 1984 as a joint venture between Hero Group of India and Honda of Japan called Hero Honda Motors Ltd. In 2010, Honda decided to terminate the joint venture and Hero Group bought out Honda's 26% stake, renaming the company Hero MotoCorp. Hero MotoCorp is now the largest motorcycle and scooter manufacturer in India with a 46% market share in the two-wheeler category. The document provides details on the history and formation of Hero MotoCorp, its operations, products, and financial performance.
This document discusses various concepts related to inventory management. It defines inventory as stock of goods and explains that inventory includes raw materials, work in progress, and finished goods for a manufacturing company. It also discusses determining economic order quantity by balancing ordering and carrying costs. Other concepts covered include ABC analysis for inventory classification, just-in-time manufacturing, inventory turnover ratio, and stock keeping units. The overall purpose of inventory management is to avoid understocking or overstocking.
The document summarizes the key aspects of the Factory Act of 1948 in India. The major objectives of the act are to protect laborers from long work hours and ensure healthy, sanitary and safe working conditions. It applies to all factories employing 10 or more workers with power or 20 or more without power. The act mandates various health, safety and welfare measures for workers, including provisions for cleanliness, ventilation, drinking water, latrines, safety of machinery, and welfare facilities like canteens and crèches. It requires factories to be licensed and provides for regular inspections by industrial inspectors.
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Chapter wise All Notes of First year Basic Civil Engineering.pptxDenish Jangid
Chapter wise All Notes of First year Basic Civil Engineering
Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
Linear Measurements: Instruments used. Linear Measurement by Tape, Ranging out Survey Lines and overcoming Obstructions; Measurements on sloping ground; Tape corrections, conventional symbols. Angular Measurements: Instruments used; Introduction to Compass Surveying, Bearings and Longitude & Latitude of a Line, Introduction to total station.
Levelling: Instrument used Object of levelling, Methods of levelling in brief, and Contour maps.
Chapter 4
Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
Text Books:
1. Palancharmy, Basic Civil Engineering, McGraw Hill publishers.
2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
2. Origin of trade union
Trade union in India, as in the most other countries, have bee
the natural outcome of modern factory system. The
development of trade unionism in India has a history-
1. Early period:- Efforts towards organizing the workers for
their welfare were made during the early period of industrial
development by social workers, philanthropist and other
religious leaders mostly on humanitarian grounds.
the first Factories Act, 1881, was passed on the basis of
recommendation of the Bombay Factory Commission.
Due to the limitation of the Act, the workers in the Bombay
Textile Industry under the leadership of N. Lokhande
demanded reduced hours of work, weekly rest days, mid day
recess ad compensation for injuries.
3. The Bombay Mill owner’s Association conceded the demand
for weekly holidays.
Consequently, Lokhande established the first Worker’s Union
in India in 1890 in the name of Bombay Mill- hands
Association.
Some other important unions established during this period.
4. 2. Modest Beginning
The beginning of the labour movement in the modern sense started after
the outlook of World War I in the country.
economic, social and political conditions of the day influenced the growth
of trade union movement in India.
Establishment of ILO in 1919 helped the formation of trade unions in the
country.
A number of trade unions were established between 1919 – 1923.
Category wise unions like Spinner’s union and Weaver’s union came into
existence in Ahmedabad under the inspiration of Mahatma Ghandhi.
These unions were later federated into an industrial union known as
Ahmedabad Textile Labour Association.
This union has been formed on systematic lines and has been functioning
on sound lines, based on the Ghandhian Philosophy of mutual trust,
collaboration and non-violence.
5. 3.Emergence of Leftwing Trade Unions
The period between 1924-1935 :- The year 1921 saw as the
emergence of communist on the Indian scene. The All India
Trade Union Congress (AITUC) was captured by the
communist .
The moderates formed a new organization, called the All India
Trade Union Federation.
Ideological difference and splits had their effect on strikes too.
Majority of strikes were failed.
During this period, a number of important acts were passed in
the country such as-
a. The Mines Act, 1923
b. workmen‘s C compensation Act, 1923
c. The Trade Union Act, 1926
d. The Trade Disputes Act, 1929
6. The passing of Trade union Act ,1926, gave formal recognition to
the worker’s right to organize.
In July, 1929, The Royal Commission on labour was appointed to
enquire into the existing conditions of labour in industrial
undertakings and plantations.
In 1930, India came under the way of world wide depression.
employers introduced wage-cuts and retrenchment.
The government ultimately banned the communist party and
declared the Trade unions controlled by them as illegal.
4. Increase in Trade union activity and unity moves (the period
between 1940-1946) :- this period witnessed an increase in the
number of registered trade unions and their membership.
The National Trade Union Federation (NTUF), which claimed a larger
membership than the AITUC and the AITUC merged together in
1938.
One of the important reason of merger was that no political
decision should be taken unless it command a two- three unions, it
was finally achieved in 1940 with N.M. Joshi who became the
General Secretary of the AITUC.
7. 5. Union Activity during the II World War(the period between
1940-1946)
The unity was shattered during the II World War because of
ideological difference and mounting cost of living.
Industrial unrest increased and the government banned
strikes and lockouts.
Workers realize the need for an organized movement to
secure relief.
The realization lead to an increase in the number of unions in
May 1947, the Indian National Trade union Congress (INTUC)
was born.
The INTUC was the largest federation of trade unions and
therefore the most representative organization of workers in
the country.
8. 6. The Post war and the post independence period
(after 1947)
For the first time, the INTUC was recognized as the most
representative body of the working class in India in 1948 and
its representatives constituted the labour delegation to the
ILO conference in 1948, the Hind Majdoor Sabha(HMS) was
formed and in 1949 the united trade congress was formed.
As years went by, more unions and central organization come
into existence.
7. Present Position:- at present there are about 56,000
registered workers union and 10 central labour organizations
in our country.
A very small percentage of these unions regularly submit data
themselves.
As it is difficult to know about their individual characteristics
and working.
9. Recognition of the trade union
The underlying idea of forming a trade union is to negotiate
and bargain with employers to improve the service ad
employment conditions of workers on their behalf.
This collective bargaining process can be possible only when
the employer recognizes the trade union as a bargaining agent
and agrees to negotiate with it because it is difficult to
negotiate with multiple trade unions is a single organization.
The Trade Union Act, 1926, the only Central Law, which
regulates the working of the unions, does not have any
provision for recognition of trade unions
Some attempts were made to include compulsory recognition
in the Trade Union Act in 1947, 1950,1978 ad 1988, but these
did not get materialized.
10. The usual methods used to determine union strength, which is the
basis for recognition are the following:-
I. Election by Secret Ballot:- Under this system, all eligible workers
of an establishment may vote for their chose union and the
elections are to be conducted by neutral agent, generally the
Register of Unions, in a manner very similar to the conduct of
general elections. Once held, the result of the elections would
remain valid for a minimum period.
II. Check- off method:- under this each individual worker authorizes
management in writing to deduct union fees from his wages and
credit these to the chosen union. This gives management concrete
evidence about the respective strengths of the union.
III. Rule of thumb:- it is one of intelligent guessing by management or
general observations to assess the union strength, either by the
response at gate meeting , strikes or discussions with employees.
This not a reliable method, particularly in large establishments can
also be subject to change at short intervals.
11. In the above methods, the first one is an universally accepted
method used all over the world but there has been no consensus
among the trade unions on that in India.
The second National Commission of Labour(2003) considered the
issues seriously and made the following recommendations:-
a. We recommend that the negotiating agent should be selected for
recognition on the basis of check off system. A union with 66%
membership is entitled to be accepted as the single negotiating
agent, and if no union has the support of more than 25% should
be given proportionate representation on the negotiating table.
b. Secret ballot is logically and financially a difficult process in certain
industries. Check off system has the advantage of ascertaining the
relative strength of trade unions. Check off system should be made
compulsory for all establishments employing 300 or more workers.
Recognition once granted, should be valid for a period of four
years.
12. Rights of Recognized Unions
The right to raise issues with the management.
Right to collect membership fees within the premises of the
organization.
Ability to demand check- off facility.
Ability to put up a notice board on the premises for union
announcements.
Ability to hold discussions with employees at a suitable place within
the premises.
Right to discuss member’s grievance with employer.
Ability to inspect beforehand a place of employment or work of its
members.
Nominations of its representatives on committees formed by the
management for industrial relations purposes as well as in statutory
bipartite committees.
13. Problems Confronting Unions
The following reasons were identified for the slow progress of
trade union in India:-
1.Emergence of outside leadership:- Outside leadership is
playing an important role in the Indian Trade Union
Movement due to the inability of insiders to lead their
movement.
In view of the low education standards and poor command
over English language, low level of knowledge about labour
legislation, unsound financial position, fear of victimization by
the employer and lack of leadership qualities, outside leaders
have come to stay.
The main reason for this trend is that the Trade Unions
Act,1926 , itself provided the scope for outside leadership.
14. The Evil Effects of Outside Leadership
The evil effects of outside leadership analyzed by the National
Commission on Labour are as follows:-
Outside leadership undermined the purposes of Trade Unions
and weakened their authority, personal benefits ,sometimes,
weighed more than unions
Outside leadership has been responsible for slow growth of
Trade Unions.
Internal leadership has not been developed fully.
Most of the leaders cannot understand the worker’s problems
as they do not live the life of a worker.
15. 2. Multiple Unions:- Multiple unions both at the plant and industry
levels pose a serious threat to industrial peace ad harmony in India.
The situation of multiple unions is said to prevail when two or more
unions in the same plant try to assert rival claims over each other
and function with overlapping jurisdiction.
Multiple unions affects the industrial relations system both
positively and negatively.
The negative impacts of multiple unions dominate the democracy,
competition etc.
The nature of competition tends to convert itself into a sense of
unfair competition resulting in their union- rivalry.
The rivalry destroys mutual trust and cooperation among
leadership.
It is the major cause for weakening the trade union movement I
India.
16. 3. Union Rivalry:- The state of rivalry between two groups of the
same union is said to be inter-union rivalry. Inter ad intra
union rivalries have been a potent cause of industrial disputes
in the country. They are responsible for weak bargaining
power of trade unions in collective bargaining. These rivalries
are responsible for slow growth of trade union movement in
the country.
4.Finance :- Most of the trade unions in India suffer from
inadequate funds. The unsound financial position is mostly
due to low membership and low rate of membership fee.
The Trade Union Act, 1926, prescribed the membership fee @ 25
paisa per month. But the National Commission on Labour
recommended the increase of rate of membership
subscription from 25 paisa to Rs. 1 in the year 1990. but the
government did not accept this recommendation.
17. As the National Commission on Labour observe, “ an important
factor limiting the effective functioning of unions in our
country has been their financial weakness.”
In most unions, poor finances are the result of inadequate
membership strength. This, in turn can be traced to the small
size of units. The general picture of finances of unions is
disappointing.
Other factors responsible for the unsound functioning of trade
union in India are:-
a. Uneven growth
b. Illiteracy
c. Low membership
d. Heterogeneous nature of labour
e. Lack of interest
f. Absence of paid office bearers.
18. Measures to strengthen trade union in India
1. United labour front:- unions must present a joint front.
Multiple union dissipate their energies, dilute their power
and reduce their effectiveness. Trade unions should form a
sort of labour party and all the trade unions in the country
should be affiliated to it. It gives adequate strength to the
trade unions both in industry and Parliament.
2. Internal fees :- outside political leadership has developed
due to the absence of internal leadership. Outside
leadership is the main cause for the multiple problems of the
trade unions. These problems can be removed through the
development of leadership talents from within.
Management should encourage internal workers to lead
their own movement. Management and trade unions should
provide educational and training facilities for the
development of internal leadership.
19. 3. Membership fees:- the membership fees should be raised as the
amount of wages of the workers increased significantly. Even the
amended Rs. 12/- per annum is not sufficient. Some other source of
finance may also explored to make trade union financially healthy.
4. Other measures:-
Trade union should extend welfare measures to the members and
actively pursue social responsibilities. Social responsibility of trade
union should go beyond their limited constituency within members
only.
Trade union should make efforts to raise their declining
membership.
Attracting and retaining new breed of workers by scouting and
monitoring them.
Trade union must reorient themselves from political ideological
obsession to Business Partners in progress, sharing the gains.
20. Bureaucratic organization to democratic and service
organization.
Complacency to struggle.
Power hunger to service orientation.
Trade union should be smart, IT savvy, online working to have
connectivity to employers abroad as also International Trade
Unions and other Trade bodies.
In order to make members updated, Trade unions must
organize continuous training and development programs.
The Trade Union Act should be amended in order to avoid
dual membership.
There should be legal provision for the recognition of the
representative union in central legislation also.
Union should not intervene in day to day matters of business.
They must focus on important issues affecting workers.
21. Strategies and tactics for remaining union free
Managers develop long- term strategies and effective tactics to
present unionization of their organizations. Most of them are-
Open communication.
A healthy and safe working environment.
Effective remuneration.
Effective training and development programs.
Effective personnel planning, recruitment and selection.
Effective personnel research.
22. Personnel research
The purpose of personnel research is to identify human resource
problems at an early date, so that remedial action may be taken
before the problem gets magnified.
A wide range of problems are covered in the personnel research such
as:-
Wage survey
Effectiveness of various recruitment sources
Test validation
Effectiveness of training efforts
Supervisor’s effectiveness survey
Recent labour settlements
Job analysis
Job satisfaction survey
Survey of employee needs
Performance appraisal validation
Attitude survey towards reward system
Areas of high accident frequency
Turnover analysis
Customer complaints survey
23. Reasons for discouraging unionization by
employers
Employers may discourage unionization. Their fear about unions
stem from:-
Increased cost because of higher remuneration and other
non- monetary benefits and services.
Loss of freedom to reward superior performance.
Loss of control over operations- erosion of management’s
authority.
Lack of ability to adapt quickly to changing demands
24. Introduction of Trade Union
Employees associations are popularly known as trade unions in
IR. Trade unions are not confined to mere striking and
negotiating on behalf of workers. Their role is wider.
Unions may take their presence felt in recruitment and selection.
They may also decide who is to be hired and under what
conditions. Unions can also play an important role in deciding
who is to be promoted, given a new job assignment, sent for
training, terminated or laid off. Many programs which
contribute to QWL and productivity are undertaken by the
management in consultation with and with the co- operation
of the unions
Unions decide wage and salary structure and negotiate revision
once in 3/5 years.
25. Definition of Trade Union
Trade unions are voluntary organizations of workers formed to
promote and protect their interest through collective action.
The Trade Union Act, 1926 defines a Trade union as combination,
whether temporary or permanent, formed-
Primarily for the purpose of regulating the relation between
a. Workmen and employers.
b. Between workmen and workmen.
c. Between employers and employers.
For imposing restrictive conditions on the conduct of any
trade or business and includes any federation of two or more
trade unions.
26. Characteristics of Trade Unions
Association:- A trade union is an association or combination
of employees. It has large number of worker members from
one or more occupations.
Voluntary :- Membership of a trade union is voluntary.
Generally, there is no legal or other pressure to join a trade
union and a person can join or leave the union on his free will.
Permanent :- A trade union is a continuing or permanent
combination rather then a temporary or casual combination.
It has to be a long- term body as otherwise it cannot achieve
its objectives.
Union of common interest:- Members of a trade union have
common interests and problems, which motivates them to
unite. A union seeks to regulate relations between employers
and workers.
27. Collective action:- Trade unions always act through united
action by the members to protect and promote their
economic and other interests.
Sub- systems:- A trade union is sub- system of the social
system. Therefore its character undergoes change with
changes in economic, social, legal and political conditions in
the country. A union functions collectively to protect and
promote the interests of its members within a given socio-
economic system together unified body.
28. Objectives of Trade Unions
Following are the objectives of trade unions:-
To secure for the workers fair wages in the light of the
changing cost of living and prevailing standards of living.
To improve working conditions by securing shorter working
hours, better leave facilities, adequate social security, better
housing and education and other welfare benefits.
To assure the workers a share in the increased profitability of
industry through payment of adequate bonus.
To ensure security of employment by resisting retrenchment.
To protect workers against exploitation and victimization by
the capitalists.
To protect the larger interest of society by assisting in the
improvement of trade and industry.
29. Why workers join Trade Unions?
Workers organize themselves into a trade union due to the following
reasons:-
Steady employment:- Workers form a trade union to secure their
services. Unions take political action to get legislative protection
against dismissal. They also resist any attempt of the employer to
retrench workers.
Economic benefits:- An individual worker is not in a position to
secure good pay and proper working conditions from the employer.
Worker join union because union has great bargaining power to get
these economic benefits for workers.
Check on arbitrary actions:- If workers are not united, an employer
may adopt arbitrary policies and procedures to exploit them.
Workers form unions to ensure rational and uniform personal
policies and their unbiased implementation on the part of
management.
30. Economic security:- Unions protect their members from
various possible economic hazardous such as illness,
accidental injury, unemployment. They contact employers to
pay compensation and retirement benefits. Unions also have
funds to provide financial support to distressed members.
Self- expression:- Workers join unions to communicate with
management. Union serves as a platform through which a
worker can make his voice heard by the employer.
Sense of belonging:- By joining the union worker can
associate with fellow workers and gain social respect. He can
also discuss his problems with trade union leader. Trade union
generate a sprit of self-reliance and self respect among
workers.
31. Recognition and participation:- workers can gain recognition
as equal partners with employer by joining unions. They can
participate in management of industry. They can influence
decisions, affecting their interests, through collective
bargaining.
Industrial relations:- Another reason for workers to join a
union is the need for an adequate machinery to maintain
proper relations between management and labour. Union
provides this machinery through collective action.
Leadership :- Some workers join trade unions to fulfill their
political ambitions. They can use the union as the stepping
stone to become leaders. They may rise in their political
career by obtaining an officer of the union.
32. Functions of trade unions
Protection of workers
Proper standard of living
Grievance redressal
Collective bargaining
Participation
Protests
Education
Welfare and recreation
Legislation
Representation
Advice
communication
33. Functions relating to Industrial organizations
To highlight industrial organization as a joint enterprise
between workers and management and to promote identity
of interest.
To increase production quantitatively as well as qualitatively,
by laying down the norms of production and ensuring their
adequate observance.
To help in maintenance of discipline.
To create opportunities for workers participation in
management and to strengthen labour management co-
operation.
To create favorable opinion of the management towards trade
unions and improve their status in industrial organization.
To impress upon the management the need to adopt
reformative and not punitive, approach towards workers fault.
34. Functions relating to trade unions organization
To formulate policies and plans consistent with those of the
industrial organization and society at large.
To improve financial position by fixing higher subscription, by
realizing the union dues and by organizing special fund raising
campaigns.
To train members to assume leadership position.
To keep away from advocating the adoption of unfair
practices.
To save the union organization from the exploitation by vested
interests personal and political.
To publicize the trade union objectives and functions, to know
people’s reaction towards them and to make necessary
modifications.
35. Functions relating to society
To render all sorts of constructive co- operation in the
formulation and implementation of plans and policies relating
to national development.
To actively participate in the development of programs of
national development.
To launch social campaign against social evils of corruption,
casteism, regionalism, linguism, price rise, black marketing ,
smuggling, illiteracy, and disease etc.
To create public opinion favorable to governments policies
and plans, and to mobilize people’s participation for the
effective implementation.
To enable unorganized sector to organize itself.
36. Types of trade unions
• Craft union:- It is an organization of workers employed in a
particular craft, trade or occupation. Therefore, such unions tend to
be well cohesive.
Due to their identical training and skills, members of a craft union
tend to develop unity among them.
Members are generally crafts concious rather than class concious.
A craft union has strong bargaining power because its workers
possess a specialized skills which cannot be easily replaced in case
of a strike.
But sometime due to different agreement in different crafts, joint
action by workers belonging to different crafts in not easily
possible.
Craft unions tend to oppose technological advancements.
Craft unions are horizontal in character because their members
belong to a single process or group of processes.
In India, crafty unions are found largely among white-collar workers
and professional such as Government employees, bank employees,
doctors, lawyers, teachers etc.
There are very few craft unions of industrial workers.
37. • Industrial unions:- An industrial union is organized on an industry
basis rather than a craft basis.
Its members belong to different crafts within the same industry.
Ahmedabad Textrile Labour Association, the Rashtriya Mill Mazdoor
Sangh etcx.
These unions are vertical in nature because they consist of all type
of workers in an industry.
Industrial unions are more powerful because they consist of both
skilled and unskilled workers.
Such a union cuts across skill and craft distinctions of workers.
It is easier for the employer to bargain with one union to cover all
workers of a particular industry.
Worker is saved of the trouble of bargaining with a number of
unions established on a craft basis.
However, skilled workers may feel swamped by unskilled workers
and their specific demands may not be met
In these days, technological and mass production have obliterated
the craft distinctions and therefore, industrial unions are the need
of the hour.
38. • General union:- This type of union consists of workers
employed in different industries and crafts within a particular
city or region. The Jamshedpur Labour Union is the example.
In India there are several industry cum region unions due to
the concentration of some industries in particular regions.
• Federations:- These are national level bodies to which plant
level unions, crafts unions, industrial unions and general
unions are affiliated. Federations are the apex organizations of
workers. They act as coordinating agencies. These are also
called central trade unions
39. Central trade unions in India
Indian National Trade Union Congress(INTUC), 1947
All India Trade Union Congress (AITUC), 1920
Center of Indian Trade Unions (CITU), 1970
Bhartiya Mazdoor Sangh (BMS), 1955
Hind Mazdoor Sabha (HMS), 1948
United Trade Union Congress (UTUC),1971
Hind Mazdoor Kishan Panchayat (HMKP), 1962
National Front of Indian Trade Unions (NFITU) , 1967
40. Collective Bargaining
• Collective bargaining is a procedure by which the terms and
conditions of workers are regulated by agreement between
their bargaining agents and employers.
• The basic objective of collective bargaining is to arrive at an
agreement on wages and other conditions of employment.
• The underlying idea of collective bargaining is that the
employer and employee relations should not be decide
unilaterally or with the intervention of any third party.
• Both parties must reconcile their difference voluntarily
through negotiations, yielding some concessions and making
sacrifices in the process.
• Both parties have, more or less, realized the importance of
peaceful coexistence for their mutual benefit and continued
progress.
41. • Industrial bargaining has three approaches-
I. Unilateral approach in which the employer alone decides the
terms and conditions of employment. This is known as
individual bargaining.
II. Bilateral approach in which the employer and worker
negotiate with each other. When worker men/ their
association and their representatives negotiate with one
another, it is known as bipartite collective bargaining.
III. Tripartite approach in which besides the two main parties, a
third party also intervenes to facilitate settlement.
• Collective bargaining is a process of joint decision making, a
democratic way of life in industry. it establishes a culture of
bipartism and joint consultations for establishing industrial
harmony.
42. Definition of collective bargaining
It is called “collective” because both employers and workers
act as a group rather than as individuals, and it is described as
“bargaining” because the method of reaching an agreement
involves approach proposals and current proposals, offers and
counter- offers and a give and take approach.
According to ILO it is defined as, “ negotiations about working
conditions and terms of employment between an employer
and one or group of employers or one or more employees
organization. On the one hand, and one or more
representatives of worker’s organizations on the other, with a
view to reaching agreement.”
Collective bargaining is a continuous process of solving
problems, on the principle of give and take and balance of
power.
43. Features of collective bargaining
• Collective :- It is collective in two ways. One is that all the workers
collectively bargain for their common interests and benefits. Second
is that workers and management jointly arrive at an amicable
solution through negotiation.
• Strength:- Across the table both parties bargain from a position of
equal strength. It is industrial democracy at work.
• Flexible:- it is a group action where representatives of workers and
management expend energies in order to arrive at a consensus.
This is the unique feature of collective bargaining is that usually the
parties concerned start negotiations with entirely divergent views
but finally reach a middle point acceptable to both. It is a give and
take process.
• Voluntary:- Both workers and management come to the
negotiating table voluntarily in order to have a meaningful view on
various troubling issues. They try to probe each other’s views
thoroughly before arriving at an acceptable solution.
44. • Continuous :- It is a continuous process. It does not commence
with negotiations and end with an agreement. The agreement is
only a beginning of collective bargaining . It is a continuous process
which includes implementation of the agreement and also further
negotiations.
• Dynamic:- It is a dynamic process because the way agreements are
arrived at , the way they implemented the mental make – up of
parties involved keeps changing. As a result, the concept itself
changes, grows and expands over time.
• Power relationship :- Workers want to gain the maximum from
management and management wants to extract the maximum
from workers by offering as little as possible. To reach a solution,
both have to retreat from such positions and accept less than what
is asked for and give more than what is on offer. By doing so
management tries to retain its control on work place matters and
unions attempt to strengthen their hold over workers without any
serious dilution of their powers.
45. • Representation:-The chief participants in collective bargaining
do not act for themselves. They represent the claims of labour
and management while trying to reach an agreement.
• Bipartite process :-The employers and the employee
negotiate the issues directly, face to face or across the table.
There is no third party intervention.
46. Objectives of collective bargaining
To settle disputes relating to wages and working conditions.
To protect the interests of workers through collective action.
To resolve the differences between workers and management
through voluntary negotiations and arrive at a consensus.
To avoid third party intervention in matters relating to
employment.
47. Types of bargaining
• Conjunctive bargaining :- The parties try to maximize their
respective gains. They to settle economic issues such as
wages, benefits, and bonus etc through a zero sum game.
Unions negotiate for maximum wages. Management wants to
yield as little as possible- while getting things done through
workers.
• Co-operative bargaining:- When companies are hit by
recession. They can not offer the kind of wages and benefits
demanded by workers. At the same time they cannot survive
without the worker’s support. Both parties realize the
importance of surviving in such difficulty and are willing to
negotiate the terms of employment in a flexible way.
Labour may accept a cut in wages in return for job security and
higher wages when things improve. Management agrees to
modernize and bring in new technology and invest in
marketing efforts in a phased manner.
48. • Productive bargaining :- In this method worker’s wages and
benefits are linked to productivity. A standard productivity
index is finalized through negotiations initially. Workers do not
have to perform at exceptionally high levels to beat the index.
If they are able to exceed the standards productivity norms
workers will get substantial benefits. A management gain
control over work place relations and is able to tighten the
norms still further in future negotiations.
• Composite bargaining:- In this method labour bargains for
wages as usual but goes a step further demanding equity in
matters relating to work norms, employment levels, manning
standards, environmental hazards, sub- contracting clauses
etc.
Through composite bargaining unions are able to prevent the
dilution of their powers and ensure justice to workers by
putting certain limits on the freedom of employers. For the
employer this is lesser evil when compared to strike and
lockouts.
49. Process of collective bargaining
Process of collective bargaining involves the following stages:-
• Step I: Pre-Negotiation Phase :- This is the stage before
starting collective bargaining. At this stage, the management
wants to estimate the power and capacity of labor unions. At
this stage, all the relevant data, information and figures are
collected so that the stage may be prepared for negotiation.
• Step II : Selection of Negotiators:- at this stage, both the
management and labour unions select their representatives
who will take part in negotiations from their side. Only such
persons are selected as negotiators who are fully acquainted
with the problems on which negotiations are going to be held.
50. • Step III : Strategy of Bargaining :- Management should decide
the basic strategies and policies that will be followed at the
time of bargaining with employees. Every thing must be made
clear before going to the bargaining table. In addition to this,
the management should get due powers to enter into
agreements with workers. Similarly, labor unions should also
determine the strategies on the basis of which they will take
part in negotiation.
• Step IV : Tactics of Bargaining :- The technique of collective
bargaining depends upon the principle of “Give and Take”.
Both the parties try to get more than they sacrifice. All the
aspects of contracts are discussed in details. After this, the
decisions are resolved and reviewed. The services of
government mediators can also be used if required.
51. • Step V : Contract :- fifth stage of the process of collective
bargaining is to enter into a collective agreement. Such
agreements are made for a certain time these agreements
give full details of security of job, grievance handling
procedure, promotion policy, transfer policy, rules regarding
layoff, rules regarding retrenchment, hour of work, rules
regarding leaves, incentive schemes, security and health,
managerial liability etc
• Step VI : Implementation of the contract : The last stage of
the process of collective bargaining is the implementation of
the agreements entered into between management ad labor
unions. Both the parties should honor these agreements
implement them whole heartedly.