File Name: industrial relations trade unions and labour legislation by sinha .zip
Mamoria C. TataMcGraw Hill. Srivastava, Industrial Relations and Labour laws, 4. Industrial Relations also known as labour — management relations or labour relations will be treated here as the study of employee — employer relationship and the outcome of such relationship.
Without the existence of the two parties, i. There is uninterrupted flow of income for all. Reduction in Industrial Disputes Good industrial relation reduces the industrial disputes. Disputes are reflections of the failure of basic human urges or motivations to secure adequate satisfaction or expression which are fully cured by good industrial relations. 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. Mental Revolution The main object of industrial relation is a complete mental revolution of workers and employees. 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.
New Programmes New programmes for workers development are introduced in an atmosphere of peace such as training facilities, labor welfare facilities etc. It increases the efficiency of workers resulting in higher and better production at lower costs.
Reduced Wastage Good industrial relations are maintained on the basis of cooperation and recognition of each other. It will help increase production. Wastages of man, material and machines are reduced to the minimum and thus national interest is protected. This is ensured by providing that the industrial relations director should report to a top line authority to the president, chairman or vice president of an organization. Sound Personnel Policies: These constitute the business philosophy of an organization and guide it in arriving at its human relations decisions.
The purpose of such policies is to decide, before any emergency arises, what shall be done about the large number of problems which crop up every day during the working of an organization. Policies can be successful only when they are followed at all the level of an enterprise, from top to bottom. Adequate Practices should be developed by professionals: In the field to assist in the implementation of the policies of an organization, a system of procedures is essential if intention is to be properly translated into action.
Detailed Supervisory Training: To ensure the organizational policies and practices are properly implemented and carried into effect by the industrial relations staff, job supervisors should be trained thoroughly, so that they may convey to the employees the significance of those policies and practices.
They should, moreover, be trained in leadership and in communications. Follow-up of Results: A constant review of an industrial relations programme is essential, so that existing practices may be properly evaluated and a check may be exercised on certain undesirable tendencies, should they manifest themselves. A follow up of turnover, absenteeism, departmental morale, employee grievances and suggestion; wage administration, etc. Hints of problem areas may be found in exit interviews, in trade union demands and in management meetings, as well as in formal social sciences research.
Industrial relations refer to the relations between the employees and the employer in an industry. Human relations refer to a personnel-management policy to be adopted in industrial organizations to develop a sense of belongingness in the workers improves their efficiency and treat them as human beings and make a partner in industry.
Industrial relations cover the matters regulated by law or by collective agreement between employees and employers. On the other hand, problems of human relations are personal in character and are related to the behavior of worker where morale and social elements predominated.
Human relations approach is personnel philosophy which can be applied by the management of an undertaking. The problem of industrial relations is usually dealt with a three levels — the level of undertaking, the industry and at the national level.
Suggestions to Improve Industrial Relation Both management and unions should develop constructive attitudes towards each other All basic policies and procedures relating to Industrial Relation should be clear to everybody in the organization and to the union leader.
The personnel manager must make certain that line people will understand and agree with these policies. Suspicious, rumors and doubts should all be put to rest. Several research studies also confirm the idea of dual allegiance. There is strong evidence to discard the belief that one can owe allegiance to one group only.
Management should encourage right kind of union leadership. While it is not for the management to interfere with union activities, or choose the union leadership, its action and attitude will go a long way towards developing the right kind of union leadership. Shareholders own a percentage of the company based on the amount of stock they own. Wage differentials It is an area where comparison between the public and private sectors is becoming common. The policy of settlement of wage structure,equal pay for equal work,wage differentials due to levels of responsibilities etc are all the issues that concern the labour in public enterprises.
Surplus labour This problem is the outcome of indiscriminate recruitment on account of political pressures,reduction of activities,structural changes and improvement in technology. Over centralization Management decisions taken at local shop level are turned down by the higher authorities. This type of over centralization the local management lose the prestige and confidence. Multipricing of unions The existence of multiple union has brought the evils of inter union rivalaries.
Political and bureaucratic influence Public enterprises are highly prone to be influenced by political and bureaucratic set up. Generally political people influenced decision making process 1. Define Trade Union. The growth and development of the labour movement, and for that part of the trade unions, in India, can be divided into following periods, each of them revealing different tendencies that mark it from others.
By it united 57 unions with a membership of , Negotiation, representations and other methods of collective bargaining must remain an integral part of the trade union activates. These strains arose because of the different political factions in the AITUC related in different ways to the role of India as a protagonist in the war. Post — independence period from to date.
Principles of code of conduct. No coercion shall be exercised in this matter. Companies that view a code merely as a way to communicate legal rules miss much of the value that a code can provide. This is the first objective that most companies attach to a code of conduct. When violations do occur, a code can help to detect them and mitigate their effects. As with employees, the more that they understand what the company expects of them — and what they can expect from the company — the stronger the alliance.
As codes become publicly available publications, more outside stakeholders are reviewing them and setting their expectations of the company partly based on its code. Simply establishing these expectations regarding what leadership expects is worthwhile.
Further, employees can turn to the code for guidance on questions or concerns. It is especially important to help employees to make good decisions when they face ambiguous situations or other issues that the code does not directly address. As ethics consultant Frank Navran puts it, a code can provide staff with comfort that the company will support them when they act according to the code and confidence that the decisions they make when they are in line with the code.
While not all of the foundations are mandatory — and in fact they will exist in each company in varying forms — the more firmly that they are established, the more likely that the code and the larger ethics and compliance initiative will lead to success. These core foundations help a code rise about a narrow focus only on the law to other commitments, promises and aspirations that the company seeks to achieve.
Where policies exist, they provide important context for a code development or revision effort. Reduced productivity Due to lack of interests, labour will not concentrate in quantity and quality of production.
It leads to loss of profit. So, due to industrial disputes and strikes that image will be get down in people mind. Wastage of time and Energy If unnecessary disputes arises inside the organization and it is continuing means it will result in major discussion and finally it leads to wastage of time and energy. Increased costs The mantra for perfect business is decrease in cots and increase in profits, but the increase in industrial disputes will have the main problem of increase in costs and decrease in production and also the profit Major impacts: 1.
Unrest and unnecessary tensions engulf the hearts and minds of all the people involved - labour and senior management. There is economic loss due to conflicts because conflicts may result in strikes and lock-outs. This causes low or no production resulting in industrial loss. Industrial loss may cause economic depression because many industries are interlinked. A problem in one industry may drastically affect another industry.
The lives of low-level labourers become worse when they are out of work. They may be the only working members of the family, and their joblessness may lead everyone in the family to poverty.
When industrial conflicts get out of hand, they become a threat to peace and security. Workers may resort to violence and indulge in sabotage. Misconduct and other offensive behaviors often lead to decreased levels of productivity as they affect the individual performance of the employees. To manage discipline among employees, every company opts for a discipline policy which describes the approach it will follow to handle misconduct.
The causes of industrial disputes can be broadly classified into two categories: economic and non-economic causes.
Industrial Relations, Trade Unions, and Labour Legislation - Kindle edition by Sinha, P. R. N., Sinha, Indu Bala, Sinha, Shekhar, Priyadarshini, Seema.
Published by Pearson Education 0. Seller Rating:. New softcover Condition: New. From India to U.
The second edition of Industrial Relations, Trade Unions, and Labour Legislation is an up-to-date interactive text, primarily related to issues in India. The book does, however, incorporate developments and practices in other countries, particularly UK and USA. Primarily designed for the students of management, economics, labour and social welfare, social work, commerce and similar disciplines this book will also be of interest to professionals in the field of labour relations and management. Through a series of recent breakthroughs, deep learning has boosted the entire field of machine learning.
Certified Buyer , Bangalore.
Convert currency. Add to Basket. Book Description Pearson Education 0. Condition: New. Industrial Relations, Trade Unions, and Labour Legislation is an authentic, comprehensive and up-to-date text primarily relating to issues in India. The book does, however, incorporate developments and practices in certain other countries particularly UK and USA. Basically designed for the students and teachers of labour and social welfare, management, personnel management and industrial relations, economics, social work, commerce, and similar disciplines, the book will also be of interest to professionals in the field of labour relations and personnel management, to labour administrators and trade unionists.
Мидж стояла на своем: - Но, сэр. Коммандер Стратмор обошел систему Сквозь строй. Фонтейн подошел к ней, едва сдерживая гнев. - Это его прерогатива.
Defective trade unions system prevailing in the country has been one of the most responsible causes for Industrial disputes in the country.Reply
Authors: P.R.N. Sinha, Sinha Indu Bala, Seema Priyadarshini Shekhar; File Size: 22 MB; Format: PDF; Length: Publisher: PEARSON INDIA; 3rd Edition.Reply