INDUSTRIAL RELATIONS AND INDUSTRIAL DISPUTES

745 Words Apr 15th, 2015 3 Pages
INDUSTRIAL RELATIONS AND
INDUSTRIAL DISPUTES

Industrial Relations

Introduction
• relations which are the outcome of the employment relationship in an industrial enterprise
• every industrial relations system creates a complex of rules and regulations to govern the work place and work community
• main purpose: to maintain harmonious relations between labour and management by solving their problems through collective bargaining • the government/state shapes industrial relations with the help of law, rules, agreements, awards of the courts

Historic Facts
• The concept of industrial relations was developed with the industrial revolution
• Prior to this it was considered master and servant relationship
• The workers were considered and
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• Government:
The government plays an important role in establishing better industrial relations.
Government passes various laws to protect the interest of both employers and employees. Causes of poor Industrial
Relations

• An attitude of contempt towards the workers on the part of the management
• Inadequate fixation of wages or improper wage structure
• Indiscipline
• Unhealthy working conditions at the workplace
• Lack of human relations skills on the part of supervisors and managers
• Desire of workers for higher bonus, wages or daily allowances
• Desire of employers to pay as little as possible to its workers

Cont..
• Inadequate welfare facilities
• Dispute on sharing the gains of productivity
• Retrenchment, dismissal and lockouts by the management
• Strikes by the workers
• Inter-union rivals
• Mental inertia on the part of the management.

Industrial Disputes

Introduction
▫ conflicts, disorder or unrest arising between workers and employers on any ground
▫ Such disputes finally result in strikes, lockouts and mass refusal of employees to work, until resolved
▫ harm both parties employees and employers
▫ always against the interest of both employees and the employers Principles assigned by courts for judging the nature of disputes
• The dispute must affect large number of workmen
• The dispute should be taken up by the Industry Union
• The parties involved in dispute must have direct interest
• The consulted demand must become grievance

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