Beruflich Dokumente
Kultur Dokumente
____ FLIPPO
¬ Multi-employer bargaining
a) Employer’s federation
b) Workers of an industry representatives by the federation of all
the trade unions
(At local, regional or industry level)
¬ Social change
¬ Peace Treaty or Temporary Treaty◊Industrial peace --
¬ Industrial Democracy
# With Combative aspects
#Without Combative aspects
Long run Social Change
5. Encourage leadership
• Possibilities of solution of both sides are argued.
• Right of association and fight for justice and a fair deal.
• United and homogeneous climate on both sides “Management
gets the union it deserves”
• Principle of justice, sympathy and firness
• Growth of healthy and strong trade unionism. Thus
development of the right type of leadership is only a matter of
time.
7. Contract Administration
• Once a contract is agreed upon it must be diminished
• Contract to specify the procedure for handling disagreement
over the interpretation of different clause of the agreement.
• Almost all Collective Bargaining agreements contain formal
procedure to be used in resolving difference over the
interpretation and application of the agreement.
Industrial Conflicts
IRs are invariably a combination of cooperation, collaboration and
conflict between labour and management though industrial peace
and harmony may be sought as an organizational objective, same
conflict is inherent in the industrial structure and in fact, the
conflict is an epidemic to the industrial society. Conflict of
interests of management and labour is the progeny of the
capitalist form of economic organization. It is not only the sharing
of the fruits of industry that generate conflicts, the very factor of
the existence of the wide cleft of authority between the
“Hands that Produce”
And
“Hands that Control”
The means of production has become a major issue and source of
conflict between management and labour.
• Traditionally, conflict in organizations has been viewed very
negatively
• The classical writers believe that conflict is inherently bad and
so it must be curbed.
• Conflict indicates malfunctioning within the organization and it
represents management failure to bind the workers and the
organization together.
• Conflict is not only a positive force in a modern group but is also
necessary for a group to perform effectively.
• It is inappropriate to say that conflict is all good or bad.
• It depends whether the conflict is functional or dysfunctional
(destructive) and thus hinders the performance of the
organization.
Industrial Peace
• Cordial labour – Management relations
• Ideal situation for industrial growth
• Constant vigilance is required
• Is just opposite to industrial unrest