fundamentals of IR.ppt
- 1. Industrial relations Definition Nature Significance, Systems approach to IR Prerequisites for good IR Suggestions to improve IR
- 2. Industrial Relations: It is the collective relationships between the mgt, employees & the government in any industrial or non industrial establishments. Also called “employer- employee relationship” or “labor management relationship” The field of IR include the study of workers, trade union, management, employer’s association & the state institutions concerned with the legislation of employment. - H.A. Cligg
- 3. Features: 1. No existence without labor & management 2. Has both conflict & co operation 3. Labor & management does not operate in isolation. 4. Involves the study of conditions conductive to labor & management Co- operation 5. Study the law, rules, regulations, agreements, customs & traditions& policy framework laid down by the government for the co operation between the employees & employers
- 4. Nature of IR: It is a mixture of co-operation & conflict. However we try to solve the conflicts: some will remain becoz of 3 reasons: 1. Different dimensions & orientation of their interest 2. No mutually accepted yardstick or norms to decide how far each should go to fulfill their interest. 3. No neutral field s for the group to meet on
- 5. It is multidimensional in nature & are conditioned with 3 sets of determinants. 1. institutional factors :such as govt policy, labor laws,union of workers & er’s 2. Economic factors: Economic ownershiplike capitalist, socialist, composition of labor force 3. Technological factors : Techniques of prodn.
- 6. Significance : 1. Economic progress 2. Industrial democracy 3. Encourage collective bargaining 4. Fair benefits to workers 5. Discipline & morale of workers 6. helps management in policy formulation
- 7. Parties to IR: 1. Workers & their organizations 2. Employer’s & organizations 3. Government
- 8. Systems approach to IR: (John Dunlop ) Focus on the participants in the process , environmental forces & the output. It studies the interrelations of the IR system Environmental forces 1. Market or economic restraints 2. Technology 3. Distribution of power in society Participants Union Management government Output Rules of the workplace
- 9. Basic elements in systems approach : 1. Participants in the system 3 major participants or subsystem— these subsystems interact with each other within the economic, social, political framework of the country. 2.Environment: It includes external forces which influence the participants in IR system:
- 10. Dunlop identified 3 types of forces as follows:: - Technological characteristics - Market or economic constraints - Locus or balance of power 1. Output: It is the result of the interaction of the 3 parties which is manifested in the rules of workplace
- 11. Objectives of IR: Primary objectives of IR are improving the economic conditionsof workers, increasing productivity & achieving industrial democracy in individual enterprises Tha Labor mangement committee of Asian regional conference of (ILO) has recognized certain fundamental principles as objectives of IR with a view to establishing harmonious labor mangement relationship.
- 12. § Able to deal with mutual problems,freely, independently & responsibly. § Settlement of any dispute amiably thru collective bargaining. § The workers & the govt should be desirous of associating with govt agencies in consideration of general , public,social & economic measures affecting employers & workers relations § To check industrial conflicts& minimize the occurrence of strikes, lock outs & gheraos. § To minimize labour turn over, absenteeism, by providing job satisfaction to workers & increasing their morale. § To establish & develop industrial democracy based on workers partnership in management of industry
- 13. § To facilitate govt control over industries in regulating production& IR
- 14. Conditions / prerequisite for good IR: 1. History of IR 2. Economic satisfaction of workers 3. social & psychological satisfaction 4. off the job conditions 5. enlightened labor union 6. negotiation skills& attitude of management & workers 7. public policy &legislation 8. better education 9. business cycle
- 15. Causes of poor IR: 1. Uninteresting nature of work 2. Political nature of unions 3. Poor wages 4. Occupational instability 5. Poor behavioral climate
- 16. Suggestions to improve IR: 1. Develop constructive attitude towards each other. 2. Clarity of policies & procedure relating to IR to all the organization 3. The personnel manager should remove any distrust by convincing the union about the company’s integrity& his own sincerity & honesty. 4. Any agreement should be properly administered 5. Management should encourage right kind of leadership