Name: Mashumi Sankhe

Class: HR-C
Roll No: 19MBACSR049
PRN:1062190809
Course Code: MBA 5001 HR
Subject: Employee Relations

Q.2.Answer:

A. Collective Bargaining : Collective bargaining is a process of negotiation between employers and

a group of employees aimed at agreements to regulate working salaries, working conditions,
benefits, and other aspects of workers' compensation and rights for workers. The interests of the
employees are commonly presented by representatives of a trade union to which the employees
belong. It involves the process of union organization of employees, negotiations administration
and interpretation of collective agreements concerning wages, hours of work and other conditions
of employees arguing in concerted economic actions dispute settlement procedures.
Collective Bargaining Involves:
(i) Negotiations

(ii) Drafting

(iii) Administration

(iv) Interpretation of documents written by employers, employees and the union representatives

(v) Organizational Trade Unions with open mind.

Forms of Collective Bargaining:

The working of collective bargaining assumes various forms. In the first place, bargaining may be
between the single employer and the single union, this is known as single plant bargaining. This form
prevails in the United States as well as in India.

B. Human Relation Approach of IR : Human resources are made up of living human beings. They
want freedom of speech, of thought of expression, of movement, etc. When employers treat them
as inanimate objects, burden them with expectations,conflicts and tensions arise. Major problems
in industrial relations arise out of a tension which is created because of the employer’s pressures
and workers’ reactions & protests to these pressures through protective mechanisms in the form
of workers’ organization, associations and trade unions. It highlights certain policies and
techniques to improve employee morale, efficiency and job satisfaction. It encourages the small
work group to exercise considerable control over its environment and in the process helps to
remove a major irritant in labour-management relations.
  To get people to produce
 To cooperate through mutuality of interest
 To gain satisfaction from the relationship

Q.3.Answer:
Article 43A of the Constitution of India deals with the Workers’ participation in the management and this
comes under DPSP (Directive principle of state policy). Workers’ participation in management is one of
the important elements of industrial democracy. It is a system where employees have a say in the decision
of management. Workers participation in management refers to the participation of the workers in the
decision-making process of the organization. This has an incredibly positive impact on the mental and
psychological health of the workers, and they are associated with the organization. The concept of
workers’ participation in management is based on the Human Relations approach to Management which
brought about a new set of values to labor and management. Workers participation in management
focuses on sharing power with the workers who are engaged in work rather than being concentrating on
one hand. Through WPM workers can share and express their views, ideas, and contribute to the decision-
making process. Sharing power with workers and listening to their opinion will develop loyalty and trust
towards the organization and have a positive impact on the productivity of employees.
The main characteristics of workers participation in management:

1. Participation implies practices that increase the scope for employees’ share of influence in the
decision-making process with the assumption of responsibility.
2. Participation presumes willingly acceptance of responsibilities by the employees.
3. Workers participate through their representatives in the decision-making process. Though
workers are participating through their representative, it should not be mixed with collective
bargaining, as WPM is based on mutual trust, information sharing and collective bargaining is
more of power play and creating pressure on management, negotiations.
4. The logic behind workers’ participation is that they put their efforts, invest their labor for the
organization, and after all, they are the ones who will be affected by the decision most. Also,
they are contributing to the outcome, hence they have the right to give their opinion.
5. It can be formal or informal, but in both cases, it is a system of communication where workers
can express their views. In formal participation, various committees and councils come into the
pictures such as the works committee, Joint management council, safety committee, etc.
whereas informal participation may be like supervisor consulting workers on leave, promotion,
transfer, etc.
6. It gives psychological satisfaction to employees, as they spend most of the time in the
organization, and commitment and recognition from the organization give them psychological
satisfaction.
Objectives of the workers participation in management:

The objective of WPM may vary from one country to country, state to state, level to level, industry to
industry, etc. such as to co-determine at the various levels of enterprises in Germany, in Japan it is to
promote a good understanding of business and production issues between management and labor, for
India it can be creating a socialist society.

Few commons objectives are: 

1. Avoid exploitation of workers by the management.

2. Promote the better understanding between worker and management and help to resolve
conflicts.
3. It will give an opportunity to the employee for self-expression which will lead to industrial
peace.
4. It will help to create a good communication system in the organization.
5. It will reduce the resistance and help workers to accept the change. For growth and
development of the organization it is mandatory for the organization to welcome the changes.

Q.4.Answer:
The principles of natural justice and procedural or administrative fairness are at the foundation of decision
making. The expressions “natural justice,” “procedural fairness” and “administrative fairness” are
sometimes used interchangeably, however, natural justice is the historical foundational concept that has
been expanded to include the more modern principles of procedural fairness and administrative fairness.
Essentially, natural justice requires that a person receive a fair and unbiased hearing before a decision is
made that will negatively affect them. The three main requirements of natural justice that must be met in
every case are: adequate notice, fair hearing and no bias. Sometimes, all three of these concepts are
grouped together as “the right to a fair hearing.”
• The notice requirement means that the people affected by the decision must be told about the important
issues and be given enough information to be able to participate meaningfully in the decision-making
process.
• The fair hearing requirement means that the people affected are given a reasonable opportunity to
present their point of view and to respond to facts presented by others, and that the decision-maker will
genuinely consider what each person has told them when making the decision.
• The no bias requirement means that the person making the decision must act impartially when
considering the matter, and must not have any relationships with anyone that could lead someone to
reasonably doubt their impartiality.
The expressions “procedural fairness” and “administrative fairness” usually refer to the set of rules and
conventions that are used to ensure that the principles of natural justice are upheld, in a somewhat less
formal manner, in the field of administrative law or in other contexts where the power of the government
or other authority may be brought to bear against an individual or group.
Fairness means that practices that do not meet the standard of administrative fairness in one decision-
making context may be adequate in another. In order to assist with this determination, the court set out
five factors to be considered:
• The nature of the decision,
• The nature of the statutory scheme,
• The importance of the decision to the individual affected,
• The legitimate expectations of the parties, and
• The choice of procedure made by the decision-maker