Amity Business School

INDUSTRIAL RELATIONS

Ms. JAYA AHUJA FACULTY ABS

Why are Employee Relations worthSchool Amity Business studying?

For many people work is central in terms of time, money, identity, status, social relations Most of us experience work as employees we have an employment relationship between ourselves and those who employ us, and an employment status However many different interests at work (stakeholders) owners, shareholders, managers, employees, customers all exert pressure on employment relationship

Why are Employee Relations worth studying?

Amity Business School

For employers the labour question a central one Need labour to produce output Need to ensure labour does what employers want Need for control of labour costs and activities and need for welfare Tension control v commitment

HISTORY OF INDUSTRIAL Amity Business School RELATIONS

Pre-industrial society (Agriculture) Industrial Revolution

EARLY STAGES OF Business School Amity INDUSTRIALISATION

Loss of freedom Unhygienic working conditions Employment of children Freedom of contract The pursuit of self-interest

INDUSTRIAL RELATIONS

Amity Business School

Relationship between Management and Labor or among Employees and their Organizations that characterize or grow out of employment.

ESSENTIALS

Amity Business School

Require two parties- labor and management. Both parties must work in spirit of cooperation, adjustment and accommodation. Certain rules are formed and adhered to for co-existence of the two parties.

DEFINITION

Amity Business School

Industrial Relations deal with either the relationship between the state and the employers and the workers organization or the relation between the occupational organizations themselves.

INTRODUCTION Amity Business School Continuing work environment issues are creating pressures for more industrial relations reform. Higher productivity translates into higher wages, better jobs and improved job security. While all parties agree that conflict is inevitable, the problem is in obtaining consensus.

Amity Business School

Govt. Rules, Awards, Policies

EMPLOYER EMPLOYEES

INDUSTRIAL RELATIONS
EMPLOYERS ASSOCIATION

TRADE UNIONS

Key Players
GOVERNMENT

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INDEPENDENT 3RD PARTIES

EMPLOYEES

EMPLOYERS

PARTIES IN Amity Business School INDUSTRIAL RELATIONS Three major parties: government, employer associations and trade unions.
ARBITRATION The submission of a dispute to a third party for a binding decision

AWARDS

Written determinations setting out the legally enforceable terms and conditions of employment.

WHY EMPLOYEESAmity Business School JOIN UNIONS

Compulsion Protection Social pressure Political beliefs Solidarity Tradition Pay and conditions Communication Health and safety

Amity Business School

INDUSTRIAL RELATIONS PROCESS Collective bargaining Consent awards Arbitrated awards

Traditional Adversarial I.R.Amity Business School System Power - Rights - Interests - Negative behaviours - Information hoarding

OBJECTIVES OF IR

Amity Business School

Understand the key strategic issues in industrial relations. Explain the unitary, pluralist and radical approaches to industrial relations. Appreciate the role of employers, trade unions and governments in industrial relations. Understand individual and collective bargaining, conciliation and arbitration.

OBJECTIVES

Amity Business School

To maintain sound relations between employers and employees. To enhance the economic status of the workers. To regulate the production by minimizing industrial conflicts through state control. To provide an opportunity to the workers to have a say in the management and decision making.

Amity Business School

To improve workers strength with a view to solve their problems through actual negotiations and consultation with the management. To encourage and develop Trade Unions in order to improve the workers collective strength. To avoid industrial conflicts and their consequences. To extend and maintain industrial democracy.

Factors affecting industrial relationsSchool Amity Business

Institutional Economic Social Technological Psychological Political Enterprise-related factors Global factors

Approaches to Industrial Relations School Amity Business

My boat attitude Shared boat attitude Our boat attitude Your boat attitude - Fahlbeck

Approaches to Industrial Relations School Amity Business

Psychological Sociological Human Relations Socio-Ethical Gandhian System

The Industrial Relations System School Amity Business

Dunlop pioneering work in 1950s developed from social systems thinking of Talcott Parsons IR system a sub-set of economic system and largely self-contained and self-regulating Focus was national systems, so different countries developed own systems guided by governments Criticisms that concern with stability and order ignored very real conflicts that could arise within systems

John Dunlop and an Industrial Relations System

CONTEXTS ACTORS PROCESSES OUTCOMES Economic Social Legal Political Techno Logical Employers Managers Trade Unions Employees Customers* Shareholders* Collective Bargaining Legal Reg. Conflict Less Conflict Pay and Conditions

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Feedback Shared Ideology

Theoretical perspectives
Unitary Pluralist Trusteeship

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Unitarism

Amity Business School

Management & staff strive together for common purpose - One source authority - Harmony & co-operation - Conflict is pathological, whether mischief or misunderstanding - Unions unwelcome

Pluralism

Amity Business School

Regards conflict as inevitable because employers and employees have conflicting interests. Trade unions are seen as legitimate representatives of employee interests. Sees stability in industrial relations as the product of concessions and compromises between management and unions.

Marxism
Opposing interests of different classes. Asymmetry of power based on ownership.

Amity Business School

An employer can survive longer without labour than an employee can survive without work. However, employer can never secure total control or achieve complete power.

ESSENTIAL CONDITIONS FOR SOUND INDUSTRIAL RELATIONS

Amity Business School

Equity and fairness Power and authority Individualism and collectivism Integrity, trust and Transparency

MAINTAINING INDUSTRIAL PEACE Amity Business School

Establishment of machinery for prevention and settlement of industrial disputes. Government should be provided with requisite authority for settling the industrial disputes wherever necessary. Provision for the various committees to implement and evaluate the collective bargaining agreements, court orders & judgment etc.