Summer Project Presentation 2

8/3/2019 Summer Project Presentation 2

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1-Aggricultural sector

2-Idustrial Sector

3- Service sector


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INDUSTRIAL RELATION IN EVERY SECTORS1-Aggricultural sector

This sector includes cultivation and other occupations connected with

agriculture likeanimal husbandary,forestry and bee keeping etc.2-Idustrial Sector

This sector includes large and small manufacturing units

Large-Scale Industrial Relations

Large-scale industrial relations refers to the interactions between organizations,

one representing top-level industry management, and the other representing

employees (unions).Small-Scale Industrial Relations

small-scale industrial relations narrows the description, describing employee

relations on an individual (or micro) level. This term encompasses human

resources departments and other forms of direct employee relations.

3- Service sector

This includes trades, transportation, communication, banking, and other Govt.and Non Govt. sectors.

Changes in the occupational structure of country brings economic

development

The size of the labour force is an important factor which affects the entire

stream of production, savings and capital formation.


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Traditionally the industrial relation system was

Power Rights Interests Negative behaviours Information hoarding

But in 21 century the total system has been changed

By J. Henry Richardson:"Industrial relations is an art, the art of living together for purposes of production. The partieswhile working together learn this art by acquiring the skills of adjustment.

OR, Industrial relations defines the relationship between employers and employeesspecifically within an industry setting is called Industrial Relations. Harmonious relationship isnecessary for both the employers and employees to safeguard the interests of both theparties of production.

Industrial Relations Act was created to provide a foundation that ensures the economicgrowth of businesses while affording workers and employers social and labor justice

.


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Industrial relations are multidimensional in nature and are conditioned with

three sets of determinants namely:-

Industrial factors(such as govt. policy ,labour law, unions of workers and employers

,power structure, community, etc)

Economic factors(such as types of economic ownership like capitalist, socialist, companyownership, nature and composition of labour force, etc.)

Technological factors

(such as techniques of production, capital structure ,rationalization, etc)

Thus industrial relations are a web of rules formed by the interaction by theGovt., the industry and the labour.


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1) Development of Healthy Labour-Management Relations: The promotion ofhealthy labour management relations pre-supposes:

The existence of strong, well-organized, democratic and responsible trade unionsand associations of employers. This can lead to:

Job security of employees

Increased workers' participation in management Negotiations, consultations and discussions

Good labour-management relations.

2) Maintenance of Industrial Peace: Industrial peace pre-supposes the absenceof industrial strife. Industrial peace is essential for increased productivity andharmonious labour-management relations.

The industrial peace can be largely nurtured through the following means: Machinery should be set up for the prevention and settlement of industrial

disputes The industrial peace can also be attained by the creation and maintenance

of implementation cells and evaluation committees which have the powerto look into implementation of agreements, settlements and awards and alsoviolations of statutory provisions laid down under various labour laws.


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(iii) Development of Industrial Democracy: The idea of industrialdemocracy states that the labour should have the right to beassociated with the management of an industry. To achieve this

objective, the following techniques are usually employed:

Establishment of the Shop Councils and Joint Management Councilsat the floor and plant level. These councils aim at:

Improving the working and living conditions of employee

Improving productivity, encourage suggestions fromemployees

Assisting the administration of laws and agreements

Serve as a channel of communication between themanagement and employees

Creating among the employees a sense of participation in thedecision-making process and

Sense of belonging to the industry.


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Employee organizations, such as unions, are powerful entities and are capable of crippling even thelargest industries with strikes, protests and walk-outs. For an industry to grow, it must maintain positive,healthy relations with its employees.

The good industrial relations refer to harmonious relation between the labour union and the management inan organization.

Thus industrial relations in an organization must be cordial. such relations leads to following benefits- 1- Industrial peace 2- Higher productivity 3-Industrial democracy 4-Collective bargaining 5-Fair Benefits of the workers 6-Higher moral 7- Reduces Industrial disputes

8- Reduced Wastage 9- Mental Revolution

Thus, smooth industrial relations are necessary and useful to employers and employees. It is a deal situationfor industrial peace in the country. Rapid industrial growth and productivity are possible when smoothindustrials exist.


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Industrial relations are born out of employment relationship in anindustrial setting. Without the existence of two parties i.e. labour andmanagement, this relationship cannot exist. It is the industry, whichprovides the environment for industrial relations.

Industrial relations are characterized by both conflict and co-operation. So the focus of industrial relations is on the study of theattitudes, relationships, practices and procedures developed by thecontending parties to resolve or at least minimize conflicts.

As the labour and management do not operate in isolation but area part of the large system, so the study of industrial relations alsoincludes vital environmental issues like technology of the workplace,country's socio-economic and political environment, nation's labourpolicy, attitude of trade unions, workers and employers.

Industrial relations also involve the study of conditions conducive tothe labour, management co-operation as well as the practices andprocedures required to elicit the desired co-operation from both theparties.

Industrial relations also study the laws, rules, regulations, agreements,awards of court, customs and traditions, as well as policy frameworklaid down by the government for eliciting co-operation betweenlabour and management. Besides this, it makes an in-depth analysisof the intervening patterns of the executive and judiciary in theregulation of labour-management relations.


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In simple words, industrial relations are the outcome of the 'employmentrelationships' in industry, i.e. between employers and labour. Thegovernment of a nation or state influences these relations to a greatextent. Thus, there are three main parties in industrial relations:

Workers and their Organizations i.e. Trade Union : The personalcharacteristics of workers, their culture, educational attainments,qualifications, skills, attitude towards work, etc. play an important role inindustrial relations.

Employers and their Organization: The employers are a very importantvariable in industrial relations. They provide employment to workers andtry to regulate their behavior for getting high productivity from them. Inorder to increase their bargaining power, employers in several industrieshave organized employers' associations. These associations putpressure on the trade unions and the Government.

Government: The Government or State exerts an important influenceon industrial relations through such measures as providing employment,intervening in working relationships. and regulating wages, bonus andworking conditions through various laws relating to labour. TheGovernment keeps an eye on. Both the trade unions and employers'organizations to regulate their behaviors in the interest of the nation.


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GOVERNMENT

INDEPENDENT 3RD PARTIES

EMPLOYEES EMPLOYER


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At the micro level, the primary objectives of

industrial relations are

Improving The Economic Conditions Of Workers, Increasing Productivity

And Achieving Industrial Democracy In Industrial

Enterprises.


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Good labour management relation depends on employers and trade unionsbeing able to deal with their mutual problem.

Resolve their problem through collective bargaining.

To industrial conflicts and minimize the occurrences of strikes, lockouts, andgheraos.

To minimize labour turnover and absenteeism by providing job satisfaction toworker and increase their morale.

To established and developing industrial democracy based on worker spartnership in management of industry.

To facilitate govt. control over industries in regulating production and industrialrelations.


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Conflicts develop when an employer and relatedemployee organization cannot reach a compromiseon a critical issue (like compensation or benefits).These disagreements can escalate(rise), garnering

(gain)negative media attention or employee protest.


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:

Economic Performance

Business Success

Employees Experience of Work


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The industrial relations system of an organization is influenced by a variety of factors.These are follows:-

1-Istitutional FactorsIt includes state policy, labour law, voluntary codes, collective bargaining agreement,Labour Unions and the Federations.

2-Economic Factors

This include economic organizations type of ownership like individual, MNC or DomesticCompany, Government, co-operative ownership etc.

3-Social FactorsIt includes social group, social status, social value, caste system.

4-Technological Factors

This includes methods, type of technology used, rate of technology change, R&Dactivity, ability to cope with emerging trends etc.

5-Phsycological FactorsThis includes include items pertaining to industrial relations like owners attitude,perception of workers attitude, perception of workforce ,their attitudes towards work,their motivation, moral, interest, and occupation stress.)


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Low Wages. Low wages have been a perennial problem and have been a source of industrialdispute for years despite the existence of Payment of Wages Act and the Minimum WagesAct. The acts do not seem to be solving the problem due to their poor implementation. Inmany of the factories, workers are still given wages below subsistence level, which leads tohigh degree of dissatisfaction and subsequent decrease in productivity. In many industries,the minimum wages have not been revised at par to compensate for it.

Employment of Women. In the Indian cultural setup, the employment of women is a major problemeven though things have started changing in the recent times. There are special provisionsregarding the employment of women in the Factories Act, which prohibit employment ofwomen during the night shift and also on heavy machinery. Under the Equal RemunerationAct, women are entitled to equality of wages at par with the male workers. Some employersdon't follow the above provisions in letter and spirit and continue to exploit the womenworkers by virtue of their strong position and because of mass illiteracy and superstitionamong the women workers.

Ignorance and illiteracy. Various labour laws that have beer made would be beneficial to theworkers if implemented properly. For this it is important that the workers themselvesunderstand the underlying principles and provisions of the law and demand whatever is dueto them. With high rate of ignorance and illiteracy prevailing among the workers, it car beimagined how many of them know about the laws. It is here that the exploitation of workerstakes place and legal provisions are ignored totally.

Industrial Housing. Another burning issue in the industrial relations field is that of accommodationto the industrial employees. Here the problem is that the firms are not able to provideaccommodation to the employees and further that the house rent allowance (HRA) thatthey provide is not sufficient to keep pace with the ever -rising demands of the landlords

Child Labour. The law requires that no child below the age of 14 is allowed to work in any factory

and the adolescent is not allowed to work in hazardous conditions. The Supreme Court haspassed a ruling strictly prohibiting the employment of children in any kind of factory. But stillone finds instances of violation of law.


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The main problems which are generallyfaced by the industry are:

1. Absenteeism,2. Labour turnover,3. Health,

4. Accidents


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Progressive Management out look

Strong & Stable Unions

Mutual Trust. Mutual Accommodation

Sincere Implementation of Agreements

Workers participation in Management Sound personnel policies

Government's Role.


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Legal framework

Fundamental rights of employers and

workers Bipartite cooperation and collaboration

Building mutual trust and respect

Mutuality of purpose and benefits Good faith behavior

Effective labour dispute settlement

Documents

Summer Project Presentation 2