Industrial Relations

Industrial relations
 Industrial relations include the whole range of relations

between workers , managers and government which
determine the conditions under which work is done in all
types of enterprise.(An organization created for business
ventures)
 ‘Managers’ are those who have the responsibility for the
work of others in the organization
 ‘Workers’ are those for whose work managers are
responsible
 ‘Government’ directly legislate certain terms of employment
and regulate the interaction of managers and workers in
varying degrees
Industrial relations
 Industrial relations commonly denotes

“employee- employer relations”
 Industrial relations are born out of
employment relationship in an industrial
setting
 Industrial relations with people who are the
base of the industry
 The field of industrial relations (also called
labour relations) looks at the relationship
between management and workers, particularly
groups of workers represented by a union.
Objectives of Industrial relations
 Congenial labor management relations

 Regulate the production by minimizing industrial conflict
thereby contributing to economic progress
 Workers to have a say in decision making
 Encourage and develop trade union
 Avoiding industrial conflicts
 To boost the discipline and morale of workers
There are three majors players in industrial
relations
1. Management / employers
2. Labour /workers /employees
3. Government / regulator
 To maintain harmonious relations between
all three major players.
 To contribute to economic prosperity of the
country.
IR covers some of the following Areas
 Collective Bargaining : Negotiation about working conditions and terms of
employment between employer and employee to reach an agreement
 Role of management, unions and government
 Machinery for resolution of industrial disputes :works committee ,
Concillatory officer( settlement) ,labor courts etc.
 Grievances,labor welfare and security
 Trade unions,workers participation
 Labour legislation : Internal social responsibility to provide some basic
amenities apart from pay, protect interest of workers, social welfare

Three actors to IR
 Employee
 Employer
 Government
Employee
 Improve their condition of employment
 Views in any grievances
 Exchange view and ideas with management
 Share in decision making

Trade Unions
 To redress the bargaining power of Individual worker.
 To secure improved terms and conditions of
employment.
 To secure improved status for the worker in his or her
work.
Employer
The employer see IR as
 Creating and maintaining employee motivation
 Obtaining commitment from workforce
 Achieving high levels of efficiency
 Negotiating terms and conditions of employment
Government
 The govt. regulates the relationship between the
management and the labour and seeks to
protect the interest of both the groups.
 The authority of the courts to settle legal
disputes.
Conditions for Good Industrial
Relations
 History of industrial relations (harmonious or rivalry)
 Economic satisfaction of workers (basic survival need)
 Enlightened and responsible labor unions
 Negotiation skills and attitude of management and workers (varying

backgrounds, must possess empathy)
 Legislation :Govt intervention
 Social and psychological satisfaction : supportive climate along with

economic rewards
Cause of Poor Industrial Relations
 Uninteresting nature of work : due to automation –role of worker reduced
 Political nature of unions : : inter union rivalry, multiple unions,political

parties involvement
 Poor wages : Inequity in wages , complicated wage system
 Occupational instability : donot want changes in the job-fear or insecurity
Effects
 Resistance to change, frustration and social cost , multiplier effect (total
loss)
Suggestions to improve Industrial
Relations
 Both management and union should develop
constructive attitude towards each other
 All basic policies and procedures relating to
IR should be clearly communicated to all
 Right kind of union leadership
Share more….. 
Approaches to IR
Systems approach
 Systems framework by John Dunlop
• Actors
process • Rules
• Environmental • bargaining • settlement
contents • Conciliation
• Ideology • arbitration
input output
 Actors: managers, workers and government agencies
 Actors influenced by several forces in environment – technology,

markets and power relation in society
 Ideology: Though there is conflict among the actors but there is also
a shared ideology and compatibility of ideas which help to resolve
conflict by framing rules
 The network or web of rules

Unitary approach
The organisation is, or should be, an integrated group of

people with a single authority/loyalty structure and a set
of common values, interests and objectives shared by all
members of the organisation.
 Management's prerogative (i.e. its right to manage and

make decisions) is regarded as legitimate, rational and
Accepted
 Opposition to it (whether formal or informal, internal or

external) is seen as irrational
 In short:
 – the organisational system is in harmony
 – conflict is unnecessary and exceptional
Pluralist approach
 Based on assumption that organization is composed of individuals
who make up distinct sectional groups , each with its own
interests , objectives and leadership.
 Recognition of diverging interests between workers, employers

and government
 Conflict is the total range of behaviour and

attitudes that express opposition and divergent orientation and it
is perceived as both rational and inevitable.
 But focus is on framework of regulating work

relationships-balance of power between management and trade
unions
Conflict is necessary ,but it can be and needs to be managed and
resolved
Marxist Approach
 If shared ideology than why is that conflict never ceases.
 Conflicts can never cease until capital accepts that labor
has right to an equal share in power.
 Production system is privately owned and is motivated by
profit.
 IR is the study of ‘processes’ of control over work relations,
Its about who controls , how , what and why.
Trusteeship
 Proposed by Mahatma Gandhi
 Company accepts its total responsibility and

management role becomes that of balancing all the
claims upon the company.
 Inherent responsibility to its consumers, workers,

shareholders, and the community
 Greater good
 So long as 60% of the workforce is in
agriculture and contributes to 25% of the
GDP , the lot of the workforce in agriculture
cannot and will not improve. Discuss the
strategies to deal with the issue?

Industrial Relations

Uploaded by

Copyright:

Available Formats

Industrial Relations

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Industrial Relations

Uploaded by

Copyright:

Available Formats

Industrial relations

 Industrial relations include the whole range of relations

 Industrial relations commonly denotes

 Congenial labor management relations

 Role of management, unions and government

 Machinery for resolution of industrial disputes :works committee ,

Concillatory officer( settlement) ,labor courts etc.

 Grievances,labor welfare and security

 Trade unions,workers participation

 Labour legislation : Internal social responsibility to provide some basic

amenities apart from pay, protect interest of workers, social welfare

 Improve their condition of employment

 Views in any grievances

 Exchange view and ideas with management

 Share in decision making

 To redress the bargaining power of Individual worker.

 To secure improved terms and conditions of

 To secure improved status for the worker in his or her

 The govt. regulates the relationship between the

management and the labour and seeks to

protect the interest of both the groups.

 The authority of the courts to settle legal

 Economic satisfaction of workers (basic survival need)

 Enlightened and responsible labor unions

 Negotiation skills and attitude of management and workers (varying

 Legislation :Govt intervention

 Social and psychological satisfaction : supportive climate along with

 Political nature of unions : : inter union rivalry, multiple unions,political

 Poor wages : Inequity in wages , complicated wage system

 Occupational instability : donot want changes in the job-fear or insecurity

 Systems framework by John Dunlop

 Actors influenced by several forces in environment – technology,

 The network or web of rules

The organisation is, or should be, an integrated group of

 Management's prerogative (i.e. its right to manage and

 Opposition to it (whether formal or informal, internal or

 Recognition of diverging interests between workers, employers

 Conflict is the total range of behaviour and

 But focus is on framework of regulating work

 Proposed by Mahatma Gandhi

 Company accepts its total responsibility and

 Inherent responsibility to its consumers, workers,

You might also like