Dynamics of industrial relations by mamoria pdf free download

View PDF Dynamics Of Industrial Relations. Hardcover Paperback Currently unavailable. Personnel Management. Mamoria and S. Gankar 1 January Himalaya Publishing. House, New Delhi, Arun Monappa, Ranjeet Nambudiri, View PDF Industrial relations as well as factors affecting industrial relations are specifically View PDF.

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Remember me on this computer. Enter the email address you signed up with and we'll email you a reset link. Need an account? Click here to sign up. Download Free PDF. Industrial Relations and Labour Welfare. Aravinthan John. A short summary of this paper. Geetha Dr. P eer. Chella Dr. C ppan Chellappan Dr. K annan. Indian Labour Statistics. Mamoria C. Conciliation 50 2. Arbitration 54 2. Adjudication 55 2. Industrial progress is impossible without cooperation of labours and harmonious relationships.

Therefore, it is in the interest of all to create and maintain good relations between employees labour and employers management. Industrial relations are the relationships between employees and employers within the organizational settings. The field of industrial relations looks at the relationship between management and workers, particularly groups of workers represented by a union.

Industrial relations are basically the interactions between employers, employees and the government, and the institutions and associations through which such interactions are mediated. Originally, NOTES industrial relations were broadly defined to include the relationships and interactions between employers and employees. From this perspective, industrial relations covers all aspects of the employment relationship, including human resource management, employee relations, and union-management or labour relations.

Now its meaning has become more specific and restricted. Accordingly, industrial relations pertains to the study and practice of collective bargaining, trade unionism, and labour-management relations, while human resource management is a separate, largely distinct field that deals with nonunion employment relationships and the personnel practices and policies of employers. The relationships which arise at and out of the workplace generally include the relationships between individual workers, the relationships between workers and their employer, the relationships between employers, the relationships employers and workers have with the organizations formed to promote their respective interests, and the relations between those organizations, at all levels.

The industrial situation as reflected in the statement of mandays lost on account of strikes and lockouts has shown improvement in recent years. Despite increase in the number of strikes and lockouts in compared to , the mandays lost due to these agitations have actually declined. The total number of strikes and lockouts increased from in to in , but the mandays lost on account of these strikes and lockouts declined from Cotton textiles, engineering and jute hemp and Mesta textiles were the industrial groups which witnessed maximum loss of mandays on account of strikes and lockouts.

Wage and wage related issues, personnel issues, retrenchment and indiscipline have been identified as major reasons behind strikes and lockouts. Protests against privatization and entries of multinationals are issues that have gained importance in recent years. One important issue, which needs to be addressed, is the extant labour laws especially Industrial Disputes Act IDA , which governs lay off, retrenchment and closure.

Central and State Governments have often been inhibited in granting necessary permissions for closure, even when economic compulsions justified granting of such permissions. It has often been observed that the present legal provisions and procedures restrict labour market flexibility and thereby discourage growth of employment. NOTES Considering the radical changes that have taken place in the domestic industrial scenario and the labour market, the Government has decided to set up the Second National Commission on Labour to suggest among others, rationalization of the existing laws in the organized sector so as to make them more relevant and appropriate in the changing context of globalization and opening up of the Indian economy.

Harmonious relationship is necessary for both employers and employees to safeguard the interests of the both the parties of the production. In order to maintain good relationship with the employees, the main functions of every organization should avoid any dispute with them or settle it as early as possible so as to ensure industrial peace and higher productivity.

Personnel management is mainly concerned with the human relation in industry because the main theme of personnel management is to get the work done by the human power and it fails in its objectives if good industrial relation is maintained.

In other words good Industrial Relation means industrial peace which is necessary for better and higher productions. Other commonly referred definitions: i. Industrial Relation is that part of management which is concerned with the manpower of the enterprise — whether machine operator, skilled worker or manager.

Industrial Relation is a relation between employer and employees, employees and employees and employees and trade unions. A few notable features pertaining to Industrial Relations are as under: 1.

Industrial Relation do not emerge in vacuum they are born of employment relationship in an industrial setting. Without the existence of the two parties, i. It is the industry, which provides the environment for industrial relations. Industrial Relation are characterized by both conflict and co-operations.

This is the basis of adverse relationship. So the focus of Industrial Relations in on the study of the attitudes, relationships, practices and procedure developed by the contending parties to resolve or at least minimize conflicts.

Industrial Relation also involve the study of conditions conductive to the labor, managements co-operations as well as the practices and procedures required to elicit the desired co-operation from both the parties. Industrial Relations also study the laws, rules regulations agreements, awards of courts, customs and traditions, as well as policy framework laid down by the governments for eliciting co-operations between labor and management. Besides this, it makes an in-depth analysis of the interference patterns of the executive and judiciary in the regulations of labor—managements relations.

In fact the concepts of Industrial Relations are very broad-based, drawing heavily from a variety of discipline like social sciences, humanities, behavioral sciences, laws etc. Industrial Relation encompasses all such factors that influence behavior of people at work. A few such important factors are details below: 1.

Contents : Includes matter pertaining to employment conditions like pay, hours of works, leave with wages, health, and safety disciplinary actions, lay-off, dismissals retirements etc. To safeguard the interest of labor and management by securing the highest level of mutual understanding and good-will among all those sections in the industry which participate in the process of production. To avoid industrial conflict or strife and develop harmonious relations, which are an essential factor in the productivity of workers and the industrial progress of a country.

To raise productivity to a higher level in an era of full employment by lessening the tendency to high turnover and frequency absenteeism. To establish and nurse the growth of an Industrial Democracy based on labor partnership in the sharing of profits and of managerial decisions, so that ban individuals personality may grow its full stature for the benefit of the industry and of the country as well. To eliminate, as far as is possible and practicable, strikes, lockouts and gheraos by providing reasonable wages, improved living and working conditions, said fringe benefits.

To establish government control of such plants and units as are running at a loss or in which productions has to be regulated in the public interest. Improvements in the economic conditions of workers in the existing state of industrial managements and political government. Control exercised by the state over industrial undertaking with a view to regulating production and promoting harmonious industrial relations. Socializations or rationalization of industries by making he state itself a major employer J.

Vesting of a proprietary interest of the workers in the industries in which they are employed. The main aspects of Industrial Relations are:- i. Labor Relations, i. Employer-employees relations, i. Group relations, i. Community or Public relations, i. Promotions and development of healthy labor-managements relations.

Maintenance of industrial peace and avoidance of industrial strife vii. Development of true industrial Democracy Effects of poor Industrial Relations Poor Industrial Relation produces highly disquieting effects on the economic life of the country. We may enumerate the ill-effects of poor Industrial Relations as under: 1. Multiplier effects: Modern industry and for that matter modern economy are interdependent.

Hence although the direct loss caused due to industrial conflict in any one plant may not be very great, the total loss caused due to its multipliers effect on the total economy is always very great. Costs build up. Absenteeism and labor turnover increase. Plants discipline breaks down and both the quality and quality of production suffer. Resistance of change: Dynamic industrial situation calls for change more or less continuously. Methods have to be improved.

Economics have to be introduced. New products have to be designed, produced and put in the market. Each of these tasks involves a whole chain of changes and this is resisted bitterly if these are industrial conflict.

Frustration and social cost: Every man comes to the work place not only to earn a living. He wants to satisfy his social and egoistic needs also. When he finds difficulty in satisfying these needs he feels frustrated. Poor Industrial Relations take a heavy toll in terms of human frustration. They reduce cordiality and aggravate social tension.

Suggestions to Improve Industrial Relation a. Both management and unions should develop constructive attitudes towards each other b. All basic policies and procedures relating to Industrial Relation should be clear to everybody in the organization and to the union leader.

The personnel manager must make certain that line people will understand and agree with these policies. Suspicious, rumors and doubts should all be put to rest. Several research studies also confirm the idea of dual allegiance. There is strong evidence to discard the belief that one can owe allegiance to one group only. Management should encourage right kind of union leadership.

While it is not for the management to interfere with union activities, or choose the union leadership, its action and attitude will go a long way towards developing the right kind of union leadership. Their significance may be discussed as under — 1. Uninterrupted Production The most important benefit of industrial relations is that this ensures continuity of production.

This means, continuous employment for all from manager to workers. The resources are fully utilized, resulting in the maximum possible production. Smooth running of an industry is of vital importance for several other industries; to other industries if the products are NOTES intermediaries or inputs; to exporters if these are export goods; to consumers and workers, if these are goods of mass consumption.

Reduction in Industrial Disputes Good industrial relation reduces the industrial disputes. Disputes are reflections of the failure of basic human urges or motivations to secure adequate satisfaction or expression which are fully cured by good industrial relations.

Strikes, lockouts, go-slow tactics, gherao and grievances are some of the reflections of industrial unrest which do not spring up in an atmosphere of industrial peace. It helps promoting co-operation and increasing production. High morale Good industrial relations improve the morale of the employees. Employees work with great zeal with the feeling in mind that the interest of employer and employees is one and the same, i.

Every worker feels that he is a co- owner of the gains of industry. The employer in his turn must realize that the gains of industry are not for him along but they should be shared equally and generously with his workers.

In other words, complete unity of thought and action is the main achievement of industrial peace. It increases the place of workers in the society and their ego is satisfied. It naturally affects production because mighty co-operative efforts alone can produce great results.

Mental Revolution The main object of industrial relation is a complete mental revolution of workers and employees. The industrial peace lies ultimately in a transformed outlook on the part of both. It is the business of leadership in the ranks of workers, employees and Government to work out a new relationship in consonance with a spirit of true democracy.

Both should think themselves as partners of the industry and the role of workers in such a partnership should be recognized. It will naturally have impact on production because they recognize the interest of each other. New Programmes New programmes for workers development are introduced in an atmosphere of peace such as training facilities, labor welfare facilities etc.

It increases the efficiency of workers resulting in higher and better production at lower costs. Reduced Wastage Good industrial relations are maintained on the basis of cooperation and recognition of each other. It will help increase production. Wastages of man, material and machines are reduced to the minimum and thus national interest is protected. Thus, from the above discussion, it is evident that good industrial relation is the basis of higher production with minimum cost and higher profits.

It also results in increased efficiency of workers. New and new projects may be introduced for the welfare of the workers and to promote the morale of the people at work. If the twin objectives of rapid national development and increased social justice are to be achieved, there must be harmonious relationship between management and labor. Industrial relations refer to the relations between the employees and the employer in an industry.

Human relations refer to a personnel-management policy to be adopted in industrial organizations to develop a sense of belongingness in the workers improves their efficiency and treat them as human beings and make a partner in industry. Industrial relations cover the matters regulated by law or by collective agreement between employees and employers.

On the other hand, problems of human relations are personal in character and are related to the behavior of worker where morale and social elements predominated.

Human relations approach is personnel philosophy which can be applied by the management of an undertaking. The problem of industrial relations is usually dealt with a three levels — the level of undertaking, the industry and at the national level. Determining factors of industrial relations Good industrial relations depend on a great variety of factors. Some of the more obvious ones are listed below: 1. History of industrial relations No enterprise can escape its good and bad history of industrial relations.

A good history is marked by harmonious relationship between management and workers. A bad history by contrast is characterized by militant strikes and lockouts. Both types of history have a tendency to perpetuate themselves. Once militancy is established as a mode of operations there is a tendency for militancy to continue.

Or once harmonious relationship is established there is a tendency for harmony to continue. Economic satisfaction of workers Psychologists recognize that human needs have a certain priority. Need number one is the basic survival need. Much of men conducted are dominated by this need. Man works because he wants to survive. This is all the more for underdeveloped countries where workers are still living under subsistence conditions. Hence economic satisfaction of workers is another important prerequisite for good industrial relations.

Social and Psychological satisfaction Identifying the social and psychological urges of workers is a very important steps in NOTES the direction of building good industrial relations. A man does not live by bread alone. He has several other needs besides his physical needs which should also be given due attention by the employer.

An organization is a joint venture involving a climate of human and social relationships wherein each participant feels that he is fulfilling his needs and contributing to the needs of others. Off-the-Job Conditions An employer employs a whole person rather than certain separate characteristics. His home life is not separable from his work life and his emotional condition is not separate from his physical condition.

Enlightened Trade Unions The most important condition necessary for good industrial relations is a strong and enlightened labor movement which may help to promote the status of labor without harming the interests of management, Unions should talk of employee contribution and responsibility.

Unions should exhort workers to produce more, persuade management to pay more, mobilize public opinion on vital labor issues and help Government to enact progressive labor laws. These varying backgrounds play a major role in shaping the character of industrial relations. Generally speaking, well-trained and experienced negotiators who are motivated by a desire for industrial peace create a bargaining atmosphere conducive to the writing of a just and equitable collective agreement.

On the other hand, ignorant, inexperienced and ill-trained persons fail because they do not recognize that collective bargaining is a difficult human activity which deals as much in the emotions of people as in their economic interests. It requires careful preparation and top —notch executive competence.

It is not usually accomplished by some easy trick or gimmick. Parties must have trust and confidence in each other. They must possess empathy, i. They should put themselves in the shoes of the other party and then diagnose the problem. Other factors which help to create mutual trust are respect for the law and breadth of the vision.

Both parties should show full respect for legal and voluntary obligations and should avoid the tendency to make a mountain of a mole hill. Public policy and legislation NOTES When Government, regulates employee relations, it becomes a third major force determining industrial relations the first two being the employer and the union. Human behavior is then further complicated as all three forces interact in a single employee relation situation.

Nonetheless, government in all countries intervenes in management — union relationship by enforcing labor laws and by insisting that the goals of whole society shall take precedence over those of either of the parties. Government intervention helps in three different ways 1 it helps in catching and solving problems before they become serious. Almost every one agrees that it is better to prevent fires them to try stopping them after they start; 2 It provides a formalized means to the workers and employers to give emotional release to their dissatisfaction; and 3 It acts as a check and balance upon arbitrary and capricious management action.

It is a common knowledge that the industrial worker in India is generally illiterate and is misled by outside trade union leaders who have their own axe to grind. This alone can provide worker with a proper sense of responsibility, which they owe to the organization in particular, and to the community in general. Nature of industry In those industries where the costs constitute a major proportion of the total cast, lowering down the labor costs become important when the product is not a necessity and therefore, there is a little possibility to pass additional costs on to consumer.

Such periods, level of employment and wages rise in decline in employment and wages. This makes workers unhappy and destroys good industrial relations. At the same time, he provides efficient service in the operation of several centralized services A successful industrial relations programme reflects the personnel viewpoint, which is influenced by three main considerations: a.

Individual thinking b. Policy awareness and c. Expected group reaction Individualized thinking makes if imperative for the administrator to consider the entire situation in which the affected individual is placed. In all these different circumstances, reality demands that all the three aspects of the personnel viewpoint should be considered at once in terms of the past, the present and the future.

This viewpoint is held at all the levels of management from the top to the bottom, from the top executives and staff to the line and supervisory personnel. The industrial relations director generally has several assistants who help him to perform his functions effectively, and he usually reports directly to the president or chairman of the board of directors of an organization. The functions of the industrial relations staff are — 1.

Administration, including overall organization, supervision and co-ordination of industrial relations policies and programmes. Liaison with outside groups and personnel departments as well as with various cadres of the management staff. The drafting of regulations, rules, laws or orders and their construction and interpretation.

Position classification, including overall direction of job analysis, salary and wage administration, wage survey and pay schedules. Recruitment and employment of workers and other staff. Employment testing, including intelligence tests, mechanical aptitude tests and achievement tests. Placement, including induction and assignment. Training of apprentices, production workers, foremen and executives.

Employee counseling on all types of personnel problems-educational, vocational, health or behavior problems. Medical and health services. Safety services, including first aid training Group activities, including group health insurance, housing, cafeterial programmes and social clubs. Suggestion plans and their uses in labor, management and production committees. Employee relations, especially collective bargaining with representatives and settling grievances.

Public relations. Research in occupational trends and employee attitudes, and analysis of labor turnover. Employee records for all purposes. NOTES Control of operation surveys, fiscal research and analysis. Benefit, retirement and pension programmes. This is ensured by providing that the industrial relations director should report to a top line authority to the president, chairman or vice president of an organization.

The purpose of such policies is to decide, before any emergency arises, what shall be done about the large number of problems which crop up every day during the working of an organization.

Policies can be successful only when they are followed at all the level of an enterprise, from top to bottom. They should, moreover, be trained in leadership and in communications. A follow up of turnover, absenteeism, departmental morale, employee grievances and suggestion; wage administration, etc.

Hints of problem areas may be found in exit interviews, in trade union demands and in management meetings, as well as in formal social sciences research. Decisions taken through the process of collective bargaining and negotiations between employer and unions are more influential.

Trade unions play an important role and are helpful in effective communication between the workers and the management. They provide the advice and support to ensure that the differences of opinion do not turn into major conflicts.

The central function of a trade union is to represent people at work. But they also have a wider role in protecting their interests. They also play an important educational role, organizing courses for their members on a wide range of matters. Seeking a healthy and safe working environment is also prominent feature of union activity. Workers have to adjust themselves to the new working conditions, the new rules and policies. Workers coming from different backgrounds may become disorganized, unsatisfied and frustrated.

Unions help them in such adjustment. Trade unions are a part of society and as such, have to take into consideration the national integration as well. Parameters Year ————————————————— — 01 ————————————————————————————————— 1. Average Daily Employment a. Male Workers d. Female Workers e. Child Workers 45 f. Contract Workers 3. Labour Turnover a. Bonus 4. Provident Fund Welfare Expenses 7.

All Employees All Workers Male Workers Female Workers Child Workers Contract Workers NB: 1. Workers are defined to include all persons employed directly or through any agency, whether for wages or not, in any manufacturing process or in cleaning any part of machinery or premises used for manufacturing process or in any other kind of work, incidental to, or connected with the manufacturing process or the subject of manufacturing process.

Puneker, A trade union is a monopolistic combination of wage-earners who as individual producers are complementary to one another but who stand to employers in a relation of dependence for the sale of their labour and production, and that the general purpose of association is in view of that dependence to strengthen their power to bargain with the employers of bargaining collectively. However, for the sake of discussion, these definitions may sound good, but a legalistic definition of trade union is desirable in understanding its concept as prevalent in a particular society.

This is because in the case of industrial dispute or on all union matter, on has to go by what the letter of laws says and not by what people perceive the union to be. Yet the definition with a clear and legal wording is certainly important in relation to getting a trade union registered with the Registrar of Trade Unions and when legal interpretation of trade union is required in the case of industrial disputes etc.

The characteristic which define a trade union includes i A Statement that the organization is a trade union. Accordingly, in India such unions may consist of i. The general labour unions iii. The friendly societies and iv. In China, they refer to the trade union as an association of members of manual wage- earners in enterprises, institutions schools and also working class engaged in irregular employments. They are really NOTES the masses of workers and others employees around the party which are mobilized for the struggle to build a communist society.

It may , however , be noted that all similar organizations cannot truly be regarded as trade unions, because the associations of employers are concerned with influencing the terms of purchase of services in favour of their members which they need for performing particular tasks. The associations of professional persons, too cannot be regarded as true trade unions because their main objectives are to improve the training and education of their members.

Further, such associations include the self-employed as well as the employees. The trade union should, therefore, be regarded as an association only of workers or employees. They are of the view that if professional associations are treated as trade unions, a similar problem may arise for associations of sellers of services, like traveling and commission agents, bankers, insurance and property brokers and hotel- owners, and to include them within the fold of the trade unions would be cumbersome and undesirable.

Sometimes, workers allow their employers to join their unions and vice versa. Such organization may be called trade combinations or mixed combinations as provided in the statutory provisions in Chile, France, Hungary and Romania. In India, such organizations have been referred to as quasi-unions.

They do not expect to attain their objectives in a day because they anticipate and contemplate continuing stream of additional objectives to be adopted from time to time.

The most frequently used techniques by trade union is collective bargaining by which is meant the subordination of individual employer-employee relationships, in so far as the latter involve determination of wages and other conditions of employment-agreements affecting all workers in a group, arrived at by means of bargaining carried on not by workers themselves but by their union representatives. But this does not mean that the advancement of the economic interests of its members is the sole purpose of a trade union.

As they also try to advance the social political and cultural complex co economic, legal, ethical and social problems, which can be understood and met only by knowing the facts and genesis of the viewpoint of organized labour in all its diversity, contradictions and shifting character and by considering this viewpoint in relation to developing social contradictions and social traditions.

The trade unions of to-day are plurist in character and by so slowly changing environment. Trade unions change their methods and their working to adjust themselves to changing circumstances. Therefore, there has been no finality about trade unions their working and their methods.

They have gradually evolved and have now come to occupy an important place in modern industrial order. The trade unions, thus, have made remarkable progress since their inception 5 The origin and growth of trade unions have been i8nfluenced by a number of ideologies: The socio economic and even political movements have influenced trade unions in one or the other way.

There is no doubt there is a class conflict, but it is sought to be met through equality and collective agreements and joint consultations. The state recognizes the rights of the people to work, rest and leisure and maintenance in old age, sickness and disability, education and equal pay of equal work.