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This report highlighted the various issues relating to the conflict that usually arise in the
industrial sector. Industrial conflict is a very severe matter as it affects the usual performance of
the employees. It also deteriorated the relationship between management and employee which
ultimately affect the organization productivity, employee morale, dissatisfaction etc. If
employees are in conflict with management they will work seriously at the same time they will
not think themselves as a citizen if the organization, which demodulate them to work with
enthusiasm and spirit to do the best and to bring the best outcome for the organization. Industrial
conflict impede the achievement of organizational objectives. A gap exist between the owner and
the employee which instigate them to ignore organizational interest even they can go for
vandalism without any hesitation as they think it as a weapon of getting their policies and claims
implemented.
OBJECTIVES
• be aware of the main perspectives on industrial action, namely the pluralist and radical;
• understand various explanations for industrial disputes;
• be able to interpret recent historical trends in strike activity in the organization
• be able to apply explanations for industrial conflict to contemporary situations.
Table of Contents
Industrial Conflict——————————————- 06
Manifestations of Conflict:
Organized group conflict——————————————————- 08
Unorganized group conflict———————————————— 08
Causes of Industrial conflict————————— 09-10
Kinds of conflict—————————————- 11
Positive impact of conflict——————————- 11-12
Negative impact of Conflict—————————– 13-14
Managing Conflict————————————- 14-16
Functions of Facilitator in conflict Resolution——- 17-19
Nature of Industrial Conflict in Bangladesh———- 19-22
Government’s role in Conflict Resolution———— 23-24
Trade Union Roles in Conflict Resolution———— 25
Industrial conflict in Private sector in Bangladesh— 26-29
Industrial Conflict and political situation————– 29
Industrial Conflict and social condition—————- 30
Industrial conflict and Industrial Ethics—————- 30
Industrial conflict and corporate social Responsibility- 30-31
Economic causes:
If the stakeholders of the industrial sectors (like- labor. Management etc) are affected
economic penury then the interrelationship between or among the parties may deteriorate.
For example- if the employees cannot fulfill their basic needs with the economic
condition they posses, then they can try to ptrotest3 for fulfilling their economic and
basic demand that ultimately creates industrial conflict because sometimes government
can fail to intervene or the management may deny accepting the claims of the employees
that integrate industrial conflict.
Political causes:
Social causes:
Technological causes:
Psychological causes:
Market situation causes:
Legal causes:
Kinds of conflict
• Interpersonal conflict:
• Intergraph conflict:
• Intra group conflict:
1. High impression:
Conflict brings new impression in the mind of employees and management and brings about a
change in the organizations environment. This leads to a new arrival as things come in the
concern of the organization.
2. New Outlook:
Conflict helps to find out existing problems of the organization and help the organization to add
some new changes that can be conducive for the improvement of activities of the organization
and its resources including the Human Resources.
3. Prompt solution:
Any conflict within the organization require the organization to take prompt initiative for solving
the conflict because any late in decision making can have a negative impact on organizational
activities or any loss that may incur for the existence of the conflict.
4. Clear explanation:
When any conflict arises, it needs a clear explanation to know the reasons of conflict,
environment of the conflict and these details details help organization to identify the lacking or
weakness of the association and give an chance to the organization to improve its internal
decoration or policy with necessary changes.
5. Creativity:
When any conflict, arise suggestion, judgment, recommendation or decision is needed to take
from different units of the organization, which allow or help the employees to investigate their
creativity because any result needed is not easy to find out. Therefore, any suggestion if asked
from the employees, helps the business to know the creativity level of the employees.
1. Feeling of defeat:
Conflict creates lack in the mind of employees as they remain in fear that they may be defeated
to others in terms of authority or power. This feeling may influence the level of recital of
employees, reduce morale, and increase dissatisfaction that ultimately affect the productivity of
the business.
2. Distance:
Conflict creates reserve between or among employees that deteriorates the relationship among
them and create a chaotic situation within group or within business.
3. Lack of confidence:
Conflict induces lack of confidence among the employees that can reduce their confidence and
dissatisfaction may uplift.
4. Labor turnover:
Conflict increases labor turnover of the organization as the employees may have the business
either to avoid disagreement or to retain authority and status. That’s why the more will be the
labor turnover as the employees will not be able to adjust themselves with such a conflicting
condition.
6. Change in intention:
Conflict may motivate change in intention of the workers. It creates maunder standing in the
mind of workers and interrupt the common flow of performance.
Managing Conflict
Avoidance:
One of the ways administration can face conflict is by avoiding conflict. That means
administration is not interested to deal with conflict or if any conflict arises a negligible
importance is given to handle such conflict and no unique step is taken to decide such a conflict.
Smoothing:
Another way conflict can be managed is by creating smooth situation in the organization that
look after arrival of conflict and minimizes the possibility of such a conflict to happen.
Organization can do it by providing essential facilities within the organization that reduces the
dissatisfaction level of employees, which ultimately reduces the possibility of conflict
appearance.
Forcing:
Management can relate force to resolve conflict. It means management can take some harmful
approaches that can discourage employee to go for creating conflict. For example- termination,
salary cut, lay off etc can be supportive to reduce the level of conflict in the business.
Compromise:
Management can Compromise through negotiation or harmony with the employee or employee
representative i.e. trade Union because agreement between management and employee can
remain the conflict level as smallest as feasible.
Changing behavior:
Management can manage conflict by changing activities of employees. This can be done by
providing training to the employees on conflict and conflict resolution technique because if
employees can be trained well and they can be convinced about the harmful consequences of
conflict that may have an efficient influence on the behavior of employees at the time it will be
beneficial for the organization to continue free of conflict in the long run.
Problem solving:
Management can reduce the conflict by taking initiative of problem solving. That means
management can avoid conflict by solving the problems instantly just after its entrance because
any delay in difficulty solving can create serious ambiguity or misunderstanding among
employees that’s why difficulty should be solved as early as possible.
Structural change:
Management can take away those structures that create conflict or leads to conflict. Organization
can diminish the organizational organization to reduce contact gap and ambiguity. So the
structure of the organization should be changed or redesigned in such a way that minimizes the
possibility of conflict.
Accommodation:
All essential support, facilities in terms of resources, equipment should be provided to the
employees so that lodging is smooth sufficient and reduce conflict.
Competition:
The exercise of competition has to be introduced within the business so that employees always
try to improve their own quality to proof supremacy and to get promotion. That’s why diverse
programs can be initiated that can increase competition. The less will be level of conflict within
the association.
1. Building Anticipation:
First task of the facilitator is to building anticipation.
2. Controlling Discussions:
Facilitator controls the discussions.
3. Reversing antagonistic roles:
The roles that work against the interest of employees or that create conflict should be reversed to
make the procedure easier and to resolve the conflict smoothly and in a friendly atmosphere.
4. Relieving tension:
Facilitators another task is to relieve tension to create a conducive atmosphere in the resolution
procedure.
5. Transmitting information:
Facilitator has to transmit information to the concerned parties to get their response and to
inform them about the matter in details. This will help the facilitator to resolve the conflict in an
effective manner and in way that is more constructive.
6. Formulating proposals:
Here the facilitator formulate proposals- how the conflict will be resolved, which procedure will
be followed to resolve the conflict. Supplementary activities:
• Differentiating objectives & functions:
First proposal will include the basic objectives of the facilitator and the procedure to be followed
to resolve conflict. At the same time functions of facilitator is also determined in the proposals
that will be carried out in resolving the conflict.
• Avoiding evaluation :
Facilitator has to keep himself in a far distance from evaluating the concerned people.
• Finding method for removing disintegration:
Facilitator finds the method that removes the disintegration so that no business works in
resolving procedure.
• Making the procedure understandable to everybody:
The proposal should be designed in such a way that it can be understandable to everybody
involved and concerned in conflict. No vogue word, symbol or statement should be used to avoid
ambiguity in meaning regarding the conflict handing techniques and procedures.
• Follow up of solutions:
Observe the solutions when it is implemented to its effectiveness in resolving the conflict. It
helps the facilitator to identify the lacking or drawbacks in the procedure and give the
opportunity to make improvement and correction.
Nature of Industrial Conflict in Bangladesh:
1. Lack of tolerance:
Any late or delay in decision-making or accomplishment of any policy may lead to conflict
because employees may not planned to accept any delay. In those situation, where employees
does not show any tolerance in stead they become anger and go for association can create serious
conflict. Example may be the plan of designing wage or salary structure, facilities in workplace
etc when claimed if not fulfilled instantly employees may go for movement, which leads to a
conflict between management and employees.
2. Unfair management:
If the management is autocratic and do not treat employees favorably in terms of salary, facilities
etc these will give rise conflict between management and employees. At the same time if
management go for some unfair behavior in transfer, promotion that may also lead to conflict
between management and employees.
3. Lack of Commitment:
If commitment of employees towards business is not so strong, employees will do not feel
themselves as citizens of the organization that can also work as a means of conflict even for a
very insignificant reason.
4. Corruption:
Corruption is a considerable factor that creates conflict within the organization. Reasons for
which corruption works as a supporting tool of conflict are-
Self-interest is given priority,
Group collision- group that enjoy benefit of corruption and the group of the deprived may create
conflict between them,
Class difference- A higher class with huge opportunity in the organization and lower class
those are deprived from common facilities of the organization.
8. Lack of Accountability:
If employees are not sincere about their responsibilities and if the liability of both management
situations can increase dishonesty, dishonesty and absolution, which will, ultimately leads to
conflict between management and employees.
9. Political difference :
If management and employees are submissive to different political beliefs then such difference
can lead to conflict because there ids less possibility that they will reach to settlement in any
matter due to different view, beliefs which eventually lead to conflict between management
authority and employee groups.
1. T. U are reckless
2. lack of commitment
3. Absence of Accountability
4. Lawlessness
5. Minimum wages etc
6. Minimum welfare facilities
7. Minimum benefits
8. Minimum safety standards
9. Insufficient service
10. Non- Cooperation
11. Domination of some outsiders
12. Instigation from outside T.U
13. ILO inactiveness
14. Relation with politicians
15. Weapon of politicians
16. Lack of patriotism
17. Lack of training & on conflict management.
Industrial Conflict and political situation:
(1) Relationship is negative between conflict and political condition,
(2)Political support instigate industrial conflict,
(3) Political leaders use T.U leaders as weapon,
(4) Political aspiration of T.U leaders becomes severe,
(5) Political leaders do not want to mitigate problem,
(6) T.U asks political support for self-interest,
(7) Political leader’s attitude is not helpful for conflict resolution,
(8) T.U goes for political liaison for high ambition.
Industrial Conflict and social condition:
(1) Industrial conflict increases social unrest,
(2) Industrial conflict hinders the common progress of society,
(3) Society takes part in movement to fulfill requirement,
(4) Poverty increases conflict,
(5) High inflation increases conflict,
(6) High unemployment increases conflict,
(7) Low salary of employees increases conflict,
(8) Low living standard instigates conflict.
Industrial conflict and Industrial Ethics:
1. Negative relationship,
2. Ethical practice can mitigate conflict,
3. Ethical practice should be increased to create morality of employees strong,
4. Establish ethical practice to resolve conflict,
5. Industrial conflict is the result of unethical practice,
6. Treat employees equality,
7. Ensure honesty and sincerity,
8. Resolve problem in friendly manner,
Ensure proper facilities of health and safety issue.
Industrial conflict and corporate social Responsibility: The following things can reduces
conflict:
1. Better working environment ,
2. Proper health care facility,
3. Housing facility,
4. Build school, college etc for children of employees,
5. Establish Hospital, recreation centre,
6. Address environment pollution seriously,
Give priority to social development