KYAMBOGO UNIVERSITY FACULTY OF SCIENCE

DEPARTMENT OF CHEMISTRY

NAME

KAAYA GODFREY II / U / 985 / CTE / PE

INDUSTRIAL RELATIONS AND LABOUR LAWS

REG NO

COURSE TASK LECTURER YEAR SEMISTER

: : : : :

ASSIGNMENT 1 MR. MOGANY MOSES YR III I

24TH . 09 . 2013

DATE

QUESTION:

Describe the causes or sources of poor industrial relations and suggest possible remedies to them.

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Industrial relations.

This is the relationship between employers and the employees .

Industry today is neither viewed as a venture of employers alone nor profit if considered as its sole objective. It is considered to be a venture based on purposeful cooperation between management and labour in the process of production and maximum social good is regarded as its ultimate end and both management and employees contribute in their own way towards its success. Similarly, labour today is no more an unorganized mass of ignorant works ready to obey without resentment or protest the arbitrary and discretionary dictates of management. The management has to deal with employees today nto as individuals but also as members of organized social groups who are very much conscious about their rights and have substantial bargaining strength. Hence, the objective of evolving and maintaining sound industrial relations is not only to find our ways and means to solve conflicts to resolve differences but also to secure the cooperation among the employees in the conduct of industry. But maintaining smooth industrial relation is not an easy task. Almost all the industrialized countries of the world fact the problem of establishing and maintaining good management worker relationships in their industries. Each country has sought
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to find our solution, depending upon its economic, social and political environment. However, industrial conflict still arises and therefore establishment and maintenance of satisfactory industrial relations forms an important plank in the personnel policies of modern organization.

Causes of Poor Industrial Relations Perhaps the main cause or source of poor industrial relations resulting in inefficiency and labour unrest is mental laziness on the part of both management and labour. Management is not sufficiently concerned to ascertain the causes of inefficiency and unrest following the laissez-faire policy, until it is faced with strikes and more serious unrest. Even with regard to methods of work, management does not bother to devise the best method but leaves it mainly to the subordinates to work it out for themselves. Contempt on the part of the employers towards the workers is another major cause. However, the following are the causes of poor industrial relations:

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Economic cause Often poor wages and poor working conditions are the main causes of unhealthy relations between management and labour. Unauthorized reductions from wages, lack of fringe benefits, absence of promotion opportunities, faculty incentives schemes are other economic causes.

Inadequate infrastructure won out plant and machinery, poor layout and unsatisfactory maintenance

Organizational causes Faulty communication system, unfair practices, no recognition of trade unions and labour laws.

Social causes This includes uninteresting nature of work, dissatisfaction with job and personal life culminates into industrial conflicts.

Psychological causes Lack o job security, non recognition of merit and performance, poor interpersonal relations are psychological reasons for unsatisfactory employer employee relations.
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Political causes Multiple unions, inter union rivalry weakens the trade unions. Defective trade unions system prevailing in the country is one of the causes.

Mental inertia on the part of management and labour; An intolerant attitude of contempt of contempt towards the workers on the part of management. Unhealthy working conditions like sanitation of the environment, insecurity ; Indiscipline; Lack of human relations skill on the part of supervisors and other managers; Desire on the part of the workers for higher bonus or DA and the corresponding desire of the employers to give as little as possible; Inappropriate introduction of automation without providing the right climate; Unfair labour practices, like victimization and undue dismissal; Retrenchment, dismissals and lock-outs on the part of management and strikes on the part of the workers;

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Inter-union rivalries; General economic and political environment, such as rising prices, strikes by others, and general indiscipline having their effect on the employees attitudes.

Suggestions to improve Industrial Relations: Sound personnel policies: Policies and procedures concerning the compensation, transfer and promotion, etc. of employees should be fair and transparent. All policies and rules relating to Industrial relations should be fair and transparent to everybody in the enterprise and to the union leaders. can be a good basis for maintaining harmonious relations between employees and employers. Under Industrial Dispute Act, 1947, every factory employing 100 workers or more is required to frame standing orders in consultation with the workers. These orders must be certified and displayed properly by the employer for the information of the workers. Code of Industrial discipline: The code of Industrial discipline defines duties and responsibilities of employers and workers.

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To secure settlement of disputes by negotiation, conciliation and voluntary arbitration. eliminate all forms of coercion, intimidation and violence. To promote constructive co-operation between the parties concerned at all levels. Works Committee: The Industrial Dispute Act, 1947 has provided for the establishment of works committees. In case of any industrial establishment in which 100 or more workers are employed, a works committee consisting of employees and workers is to be constituted; it shall be the duty of the Works Committee to promote measures for securing and preserving amity and good relations among the employees and workers.

Collective Bargaining: Collective Bargaining is a process in which the representatives of the employer and of the employees meet and attempt to negotiate a contract governing the employer-employee-union relationships. Collective Bargaining involves discussion and negotiation between two groups as to the terms and conditions of employment. Governments Role: The Government should play an active role for promoting industrial peace. It should make law for the compulsory recognition of a representative union in each industrial unit. It should intervene to settle disputes if the management and the workers are unable to settle their

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disputes. This will restore industrial harmony.

Progressive Outlook: There should be progressive outlook of the management of each industrial enterprise. It should be conscious of its obligations and responsibilities to the owners of the business, the employees, the consumers and the nation. The management must recognize the rights of workers to organize unions to protect their economic and social interests.

Labour welfare officer: The factories Act, 1948 provides for the appointment of a labour welfare officer in every factory employing 500 or more workers. The officer looks after all facilities in the factory provided for7 Workers Participation in Management: The participation of workers in the management of the industrial unit should be encouraged by making effective use of works committees, joint consultation and other methods. This will improve communication between managers and workers, increase productivity and lead to greater effectiveness.

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