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INDUSTRIAL RELATIONS
Industrial relations play a crucial role in establishing and maintaining industrial democracy. The
establishment of good industrial relations depends on the constructive attitude on the part of both
the management and the unions.1 The maintenance of good human relationships is the main theme
of industrial relations, because in its absence the whole edifice of organisational structure may
crumble.2 Industrial relation is an art of living together for the purpose of production, productive
efficiency, human well-being and industrial progress. The existence of good human relations,
organized labour movement, collective bargaining, fair dealing by management with the workers,
joint consultation at all levels, etc. is necessary for the establishment and maintenance of
harmonious industrial relations and for building up new attitudes and institutions.
Actors in Industrial Relations:
Initially, the management and the unions were considered the two main actors of industrial relations.
However, the State’s policy towards labour also began to influence industrial relations, particularly
after independence, and, therefore, became the integral force in the industrial relations.
1. Employees -Trade unions Federation- Labour Conference,
2. Employer –Associations- about Conference,
3. Pakistan - Legislature - To pass laws; Executive - To implement laws/labour policy; Judiciary - To
adjudicate disputes; SBI-ILO.
As industrial relation manager in Coca cola Pakistan I would like to suggest some factors to through
that coca cola can improve their industrial relation my suggestion and improvement statement are
bellow
Suggestion
Both management and unions should develop constructive attitudes towards each other
There are three important concepts on collective bargaining which have been
discussed as follows:
1. The Marketing Concept and the Agreement as a Contract:
The marketing concept views collective bargaining as a contract for the sale of labour. It is a market
or exchange relationship and is justified on the ground that it gives assurance of voice on the part of
the organised workers in the matter of sale. The same objective rules which apply to the construction
of all commercial contracts are invoked since the union-management relationship is concerned as a
commercial one.
According to this theory, employees sell their individual labour only on terms collectively determined
on the basis of contract which has been made through the process of collective bargaining.
Most of the Indian trade unions are led by outsiders who are not the employees of the concerned
organisations. Leader’s interests are not necessarily to be identical with that of the workers. Even
when his bonfires are beyond doubt, between him and the workers he leads, there cannot be the
degree of understanding and communication as would enable him to speak on behalf of the workers
with full confidence. Briefly, in the present situation, without strong political backing, a workers’
organisation cannot often bargain successfully with a strong employer.
(6) Multiplicity of Trade Unions:
One great weakness of collective bargaining is the multiplicity of trade unions. In a multiple trade
union situation, even a well-recognised, union with long standing, stable and generally positive
relationship with the management, adopts a militant attitude as its deliberate strategy.
In Indian situation, inter-union rivalries are also present. Even if the unions combine, as at times they
do for the purpose of bargaining with the employer they make conflicting demands, which actually
confuse employer and the employees.
Discipline is an orderly behavior.” How will you justify this?
Definition of Discipline
Discipline is a procedure that corrects or punishes a subordinate because a rule of procedure has
been violated. Dessler,2001
Discipline is the regulation and modulation of human activities to produce a controlled performance.
The real purpose of discipline is quite simple. It is to encourage employees to confirm to established
standards of job performance and to behave sensibly and safely at work. Discipline is essential to all
organized group action.
Discipline is employee learning that promotes self-control, dedication, and orderly conduct. In
relation to employees in the U.S., discipline is generally used in a restricted sense to mean
punishment. Consequently, the written procedures used to punish employees for job deficiencies are
called disciplinary procedures. Punishment is the process of either administering an unpleasant