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Industrial relation

Indian Factory labour commission (1908)


and royal commission of labour (1931).
Industrial relation
Bethal and Associates –Industrial relation
is that part of management which is
concerned with the manpower of the
enterprise. Relation also influenced by
other factors
Factors affecting Industrial relation

Institutional factors- state policy , labour


laws, collective bargaining agents.
Economic factors- MNC, nature and
composition of workforce, disparity of
wages between groups.
Social factors- social values, norms, social
status influenced the early stages of
industrialisation
Technological factors- type of technology
used, ability to cope up with emerging trends,
Psychological factors- owner’s attitude,
perception of workforce, their attitude towards
work, occupational stress and boredom
resulting from work have a far reaching effect
Organisational factors- style of management,
its philosophy and value system, HRM
policies
Global factors- global conflicts, economic
and trading policies of power blocks,
international trade agreements and
relations
Parties to industrial relation
•Workers and their organisation- the personal
characteristics of workers, their culture
,educational attainments, qualifications, skills
,attitude towards work, etc. Trade unions are
formed for safeguarding the economic and social
interests of the workers.
•Employers and their Organisation- they provide
employment and try to regulate their behaviour
for getting higher productivity.
government

State exerts an important influence on


Industrial relations through such measures as
measures as providing employment ,
inrevening in working relationships and
regulating wages, bonus and working
conditions.
Two Dominant Aspects of Industrial

relation
COOPERATION- recognition of common
interest .Cooperation between union and
Management .The individual ambitions and
personality difference often need
adjustment –sometimes drastically through
persuasion and even pressure .cooperation
is a function of two forces –the behavioural
pattern of union and management, and the
balancing of union rights with management
rights.
CONFLICT- some degree is inevitable and
is essential to survival of both . But a
recurring conflict needs to be channelised
along the least destructive lines.
Significance of good industrial
relation
Industrial peace- cordial industrial
relations bring harmony and remove
causes of disputes. This leads to
concentrate on productivity
Higher productivity- due to cordial
relations workers take interest in the job
and work efficiently.
Industrial Democracy-consultation
between workers and the management
which motivates employees to contribute
their best.
Collective bargaining- cordial relationships
are extremely helpful for entering into long
term agreement.
Fair benefits to workers- worker should get
sufficient economic and non economic
benefits to lead a happy life.
Scope of industrial relation
Promotion of healthy labor management
relations
Existence of strong, well organised,
democratic and responsible trade unions
and associations of the employers in the
industry- these organisation enhance job
security of employees, increased WPM,
create grounds for negotiations,
consultations and discussions on mutual
basis
Spirit of collective bargaining- equality of
status and prepares an atmosphere of
trust and confidence
Labour welfare- whether statutory or non
statutory provided by the state ,trade
unions and the employers do create
,maintain, an improve healthy labor
management relations.

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