Professional Documents
Culture Documents
BREEDING POOR
INDUSTRIAL RELATIONS
Presented by:
Anoop Kumar
08HR012
WHAT ARE TRADE UNION
Trade Union definition:
a trade union is an ongoing association of wage
earners with the purpose of maintaining or
improving their working conditions (Webb and
Webb, 1894)
Dale Yoder has defined trade union as a
continuing long – term association of employees
formed and maintained for the specific purpose
of advancing and protecting the interests of
members in their working relationships.
A trade union is a continuous association of
workers which is formed with the purpose of
protecting the interests of workers.”
Phases of Trade Union
The first phase (1850 to1900)
During this phase the inception of trade unions took place.
During this period, the working and living conditions of the
labor were poor and their working hours were long. Capitalists
were only interested in their productivity and profitability.
The second phase (1900 to 1946)
This phase was characterized by the development of organized
trade unions and political movements of the working class.
Between 1918 and 1923, many unions came into existence in
the country.
The third phase began with the emergence of
independent India (in 1947).
Trade Unions at present in India
All India Trade Union Congress (AITUC)
Bharatiya Mazdoor Sangh (BMS)
Centre of Indian Trade Unions (CITU)
Hind Mazdoor Kisan Panchayat (HMKP)
Hind Mazdoor Sabha (HMS)
Indian Federation of Free Trade Unions (IFFTU)
Indian National Trade Union Congress (INTUC)
National Front of Indian Trade Unions (NFITU)
National Labor Organization (NLO)
Trade Unions Co-ordination Centre (TUCC)
United Trade Union Congress (UTUC) and
United Trade Union Congress - Lenin Sarani (UTUC - LS)
Features of trade unions
Functions
Militant
Fraternal
Structure of Trade Unions
Plant level Unions: The first level in the structure from below
is the plant level union. This comprises the unions in one organisation
or factory.
Local level Federations:This is the second level in the
structure from below. The local trade union federation holds
together the plant level unions at the local level in a particular
craft and industry.
Regional level federations: These are the organisations
of all the constituent unions in a particular state or region.
National level federations :These are national level
bodies to which plant level unions, local unions or
regional level unions may get affiliated. These are the
apex bodies at the top of the structure. They act as
coordinating bodies.
Diagramatic representation
1. Militant Functions
• To achieve higher wages and better working
conditions
• To raise the status of workers as a part of industry
• To protect labors against victimization and injustice
2. Fraternal Functions
• To take up welfare measures for improving the morale
of workers
• To generate self confidence among workers
• To encourage sincerity and discipline among workers
• To provide opportunities for promotion and growth
• To protect women workers against discrimination
Criticism of Trade Unions by
Employers
•Lack of education
•May not welcome change
•Strike on Illogical basis
•Creation of Artificial scanity of labour
•Undue demands relating to wages
Problems and Weaknesses of Trade
Unions
•Uneven growth
•Limited membership
•Multiplicity of unions
•Outside leadership
•Financial problems
•Indifferent Attitude of workers
Suggestions for Healthy growth of
Unions
If unions become too powerful and they force wages to be too high, then they may cause
unemployment and inflation
It also depends on whether they cooperate with firm or not on increasing productivity.
Industrial Relations
Industrial relations are the relationships between employees
and employers within the organizational settings. The field of
industrial relations looks at the relationship between
management and workers, particularly groups of workers
represented by a union. Industrial relations are basically the
interactions between employers, employees and the
government, and the institutions and associations through
which such interactions are mediated.
Actors in the IR system
To safeguard the interest of labor and management by
securing the highest level of mutual understanding and good-will
among all those sections in the industry which participate in the
process of production.
To avoid industrial conflict or strife and develop harmonious
relations, which are an essential factor in the productivity of
workers and the industrial progress of a country.
To raise productivity to a higher level in an era of full
employment by lessening the tendency to high turnover and
frequency absenteeism.
Objectives
To establish and promote the growth of an industrial democracy
based on labor partnership in the sharing of profits and of managerial
decisions, so that ban individuals personality may grow its full stature
for the benefit of the industry and of the country as well.
To eliminate or minimize the number of strikes, lockouts and gheraos
by providing reasonable wages, improved living and working
conditions, said fringe benefits.
To improve the economic conditions of workers in the existing state
of industrial managements and political government.
Socialization of industries by making the state itself a major employer
Vesting of a proprietary interest of the workers in the industries in
which they are employed.
Industrial Disputes
The number of industrial disputes in country
has shown slow but steady fall over the past
ten years. In 1998, the total number of
disputes was 1097 which fell by more than
half to 440 in 2006.It is being estimated that
this trend will continue in 2007 as well
Industrial Disputes
Causes Of Industrial Disputes
Wages and allowance: In 2002,
21.4% of disputes were caused by
demand of higher wages and allowances.
Personnel and
retrenchment: The personnel and
retrenchment have also been an
important factor which accounted for
disputes. During the year 2002,
disputes caused by personnel were
14.1% while those caused by
retrenchment and layoffs were 2.2%
and 0.4% respectively.
Indiscipline and
violence: From the given table, it is
evident that the number of disputes
caused by indiscipline has shown an
increasing trend. In 2002, 29.9% of
disputes were caused because of
indiscipline, which rose up to 36.9% in
2003.
Bonus: Bonus has always been an important factor in
industrial disputes. 6.7% of the disputes were because of
bonus in 2002 and 2003 as compared to 3.5% and 3.6% in
2004 and 2005 respectively.
Leave and working hours: Leaves and working hours
have not been so important causes of industrial disputes.
During 2002, 0.5% of the disputes were because of leave
and hours of work while this percentage increased to 1%
in 2003. During 2004, only 0.4% of the disputes were
because of leaves and working hours.
Miscellaneous: The miscellaneous factors include
Jet Airways
Air India
Arcelor Mittal
(search in Detail for above these Or if if u find
any more cases u can add to it)
Impact of Industrial Disputes
Strikes
A strike is a very powerful weapon used by
trade unions and other labor associations to
get their demands accepted. It generally
involves quitting of work by a group of
workers for the purpose of bringing the
pressure on their employer so that their
demands get accepted
Lockouts
Collective bargaining is process of
joint decision making and basically
represents a democratic way of life
in industry
ILO has defined collective bargaining as,
negotiation about working conditions
and terms of employment between an
employer and a group of employees or
one or more employee, organization
with a view to reaching an agreement
wherein the terms serve as a code of
defining the rights and obligations of
each party in their employment/
industrial relations with one another
collective bargaining:
It is a collective process in which representatives of
both the management and employees participate.
It is a continuous process which aims at establishing
stable relationships between the parties involved.
It not only involves the bargaining agreement, but
also involves the implementation of such an
agreement.
It attempts in achieving discipline in the industry
Itis a flexible approach, as the parties involved have
to adopt a flexible attitude towards negotiations.
The collective bargaining process
Prepare
Discuss
Propose
Bargain
Settlement
Measures For Improving Industrial
Relations
Uninterrupted production
Reduction in Industrial Disputes
· High morale
Mental Revolution
Reduced Wastage