INDUSTRIAL RELATIONS

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INDUSTRIAL RELATIONS
An industrial relations system consists of the whole gamut of relationships between employees and employees and employers which are managed by the means of conflict and cooperation.A sound industrial relations system is one in which relationships between management and employees (and their representatives) on the one hand, and between them and the State on the other, are more harmonious and cooperative than conflictual and creates an environment conducive to economic efficiency and the motivation, productivity and development of the employee and generates employee loyalty and mutual trust.

Actors in the IR system:

Three main parties are directly involved in industrial relations:

Employers: Employers possess certain rights vis-à-vis labors. They have the right to hire and fire them. Management can also affect workers’ interests by exercising their right to relocate, close or merge the factory or to introduce technological changes.

Employees: Workers seek to improve the terms and conditions of their employment. They exchange views with management and voice their grievances. They also want to share decision making powers of management. Workers generally unite to form unions against the management and get support from these unions.

Government: The central and state government influences and regulates industrial relations through laws, rules, agreements, awards of court ad the like. It also includes third parties and labor and tribunal courts.

CHARACTERISTICS OF INDUSTRIAL RELATIONS
•Employer- employee interactions
•Web of rules.
•Multidimensional: Factors influencing Industrial relations:
1.Institutional factors.
2.Economic factors.
3.Technological factors.
•Dynamic and changing.
•Spirit of compromise and accomodation.
•Government’s role.
•Wide scope.
•Interactive and consultative in nature.

ESSENTIAL CONDITIONS
Certain conditions should exist for the maintenance of Industrial relations.
•Strong, well organised and democratic employees’ unions.
•Strong and organised employers’ unions.
•Spirit of collective bargaining and willingness to resort to volutary negotiations.
•Maintenance of industrial peace.

SIGNIFICANCE OF INDUSTRIAL RELATIONS
In good industrial relations, both labour and management realise their mutual obligations towards each other and resort to actions that promote harmony and understanding. Following benefits accrue from such a productive relationship:
•Industrial peace.
•Industrial democracy.
•Improved productivity.
•Benefits to workers.

INDUSTRIAL PEACE

The harmonious relation prevailing in the industry The impact of good industrial relations on production may be seen from the following facts:

1. Reduces Industrial disputes: Good industrial relations reduce the industrial disputes. Disputes are reflections of the basic human urges or motivations to secure adequate satisfaction or expression which are fully cured by good industrial relations. Strikes, lock-outs, go slow tactics, gherao and grievances are some of the reflections of industrial unrest which do not spring up in an atmosphere of industrial peace. It helps promoting co-operations and increasing production.

2. High Morale: Good industrial relations improve the morale of the employees. Employees work with great zeal with the feeling in mind that the interest of employer and employees is one and the same i.e. to increase production. Every worker feels that he is a co-owner of the industry. The employer in his turn must realize that the gains of industry are not for him alone but they should be showed equally and generously with his workers. In other words, complete unity of the thought and action is the main achievement of industrial peace of workers int the society and their ego is satisfied. It naturally affects production, because a mighty co-operative efforts alone can produce great results.

3. Mental Revolution: The main object of industrial relations ins a complete mental revolution of workers and employers. The industrial peace lies ultimately in a transformed outlook on the part of both. It is the business of leadership in the ranks of workers employees and government to work out a new relationship in consonance with a spirit of true democracy. Both should think themselves as a partners of the industry and the role of worker in such a partnership should be recognized. On the other hand,workers must recognize employer authority. It will naturally have impact on production because they recognize the interest of each other.

4. New Programmes: New programmes for workers development are introduced in an atmosphere of peace such as training facilities, labour welfare facilities etc. It increases the efficiency of workers resulting in higher and better production at lower costs.

5. Reduced Wastage: Good industrial relations are maintained on the basis of co-operation and recognition of each other. It will help increase production. Wastages of man material and machines and reduced to the minimum and thus national interest is protected. Thus form the above discussion it is evident that good industrial relations is the basis of higher production with minimum cost and higher profits. It also results in increased efficiency o workers. New and new projects are introduced for the welfare of he workers and to promote the morale of the people at work

INDUSTRIAL UNREST /INDUSTRIAL DISPUTE
•Industrial unrest is the term used to describe activities undertaken by the workforce when they protest against pay or conditions of their employment. Actions may include strikes, lockouts etc.
•Industrial Dispute: Constitutes of organised protest against existing industrial conditions. The dispute must pertain to work related issues.
•Causes:
1.Employment.
2.Nationalisation.
3.Administrative related causes.
4.Political causes.
5.Psychological/ Social causes.
INDUSTRIAL DISCIPLINE
“Discipline should be viewed as a condition within an organisation whereby employees know what is expected of them in terms of organisation’s rules, standards and policies and what the consequences are of infraction.’ Rue & Byars.
To maintain harmonious relations and promote industrial peace, a Code of Discipline has been laid down by the 15th Indian Labour Conference in 1957, which applies to both public and private sector enterprises. The code aims at preventing disputes by providing for voluntary and mutual settlement of disputes through negotiations without interference of outside agency. It specifies various obligations for the management and the workers with the objective of promoting cooperation between their representatives .