Question No 1.

Answer:

Introduction

Industrial relations may be defined as the relations and interactions in the industry
particularly between the labour and management as a result of their composite attitudes and
approaches in regard to the management of the affairs of the industry, for the betterment of
not only the management and the workers but also of the industry and the economy as a
whole.
The term industrial relations explain the relationship between employees and management
which stem directly or indirectly from union-employer relationship. Industrial relation is the
relation in the industry created by the diverse and complex attitudes and approaches of both
management and workers in connection with the management of the industry.

Concept

The industrial relations scenario has been perceived differently by different practitioners and

theorists. Some have viewed it in terms of class conflict; some have viewed it in terms of
mutuality of interest of different groups; some have viewed it as a consequence of interaction
of various factors both within an organization and outside it. Based on these orientations,
several approaches to industrial relations have been developed.

 Psychological approach: The problems of IR have their origin in the perceptions of

the management, unions and the workers. The conflicts between labour and
management occur because every group negatively perceives the behaviour of the
other i.e. even the honest intention of the other party so looked at with suspicion. The
problem is further aggravated by various factors like the income, level of education,
communication, values, beliefs, customs, goals of persons and groups, prestige,
power, status, recognition, security etc are host factors both econo1nic and non-
economic which influence perceptions unions and management towards each other.
Industrial peace is a result mainly of proper attitudes and perception of the two
parties.

 Sociological approach: Industry is a social world in miniature. The management

goals, workers' attitudes, perception of change in industry, are all, in turn, decided by
broad social factors like the culture of the institutions, customs, structural changes,
status-symbols, rationality, acceptance or resistance to change, tolerance etc. Industry
is, thus inseparable from the society in which it functions. Through the main function
of an industry is economic, its social consequences are also important such as
urbanization, social mobility, housing and transport problem in industrial areas,
disintegration of family structure, stress and strain, etc. As industries develop, a new
industrial-cum-social pattern emerges, which provides general new relationships,
institutions and behavioural pattern and new techniques of handling human resources.
These do influence the development of industrial relations.

 Unitarv Approach: The unitary approach is based on the notion that all the members
of the organization Viz. Managers, workers, and other staff have a common set of
objectives, purposes and interests and, therefore, work in unison towards the

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 accomplishment of shared goals. Here, the conflict is seen as a temporary divergence
which is caused due to the poor management or the negligence on the part of the
employees to understand and mix with the organizational culture. The unitary
approach is based on the assumption that the overall profitability of the firm could be
increased if everyone in the organization has the common interest/purpose and works
unanimously towards its completion thereby establishing the harmonious relations.
Here the strikes are considered as destructive.

 Pluralistic Approach: The pluralistic approach is just the opposite of unitary

approach which is based on the assumption that an organization is an alliance of
powerful and divergent sub-groups (management and trade unions), having different
competing interests are mediated by the management. The management and the trade
unions (association of workers) are the powerful sub-groups that may not agree with
certain terms and conditions prevailing in the organization and to resolve those
management tries to mediate the interest of both the groups. During mediation, if the
management pays less attention to the needs of the workers then they form unions in
order to protect their interest and influence the management decision. The unions so
formed help in balancing the power between the management and employees. Thus, it
is based on the notion that the conflict between the management and the employees is
inevitable and is viewed as instrumental in the innovation and growth.

 Marxist Approach: The Marxist approach is based on the basic assumption that the
conflict is regarded as the product of a capitalist society. This means that conflict
arises not just because of the rift between the employee and the employer, but also
because of the division in the society between those who owns the means of
production (capitalists) and the ones who have only labor to offer. The ultimate
objective of the capitalists is to increase the productivity by paying possible minimum
wages to the workers due to which the latter feels exploited. To overcome such
situation workers form unions so as to safeguard their interests. These trade unions are
considered as a weapon to bring about a revolutionary social change that focuses on
improving the overall position of the workers in the capitalist system and not to
overthrow. Unlike the pluralist approach, the Marxist believes that the state
intervention via legislation and industrial tribunals work in the interest of the
management and do not ensure a balance between the competing groups. Thus,
according to this approach, the pluralist supports the capitalism, and the unitary
approach is anathema.

 Human Relations Approach: The Human relations approach is propounded by Elton

Mayo, who is a humanist and believes in the positive nature of the employees.
According to him, given human initiatives from management, the employees
positively listens and responds properly to them and hence there is no room left for
the conflict to arise. But however, Marxists and Pluralists did not appreciate too much
stress on the positive nature of the workers. Thus, these approaches to industrial
relations must be properly understood by the HR managers as these offer a solid
foundation for much of the role of human resource management.

 The System Approach: The system approach was developed by J. P. Dunlop of

Harvard University in 1958. According to this approach, individuals are part of an
ongoing but independent social system. The behaviour, actions and role of the
individuals are shaped by the cultures of the society. The three elements of the system

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 approach are input, process and output. Society provides the cue (signal) to the
individuals about how one should act in a situation. The institutions, the value system
and other characteristics of the society influence the process and determine the
outcome or response of the individuals. The basis of this theory is that group
cohesiveness is provided by the common ideology shaped by the societal factors.
According to Dunlop, the industrial relations system comprises certain actors, certain
contexts, and an ideology, which binds them together and a body of rules created to
govern the actors at the workplace and work community. The actors in the system are
the managers, the workers and their representatives, and the government agencies.

 Gandhian Approach: Gandhian approach to IR is based on the fundamental

principles of truth, non-violence and non-possession. If the employers follow the
principle of trusteeship, there is a scope of conflict of interests between them and
labour. Workers can use non-cooperation (satyagraha) to have their grievances
redressed. Gandhji accepted the workers right to go on strike, but they should exercise
(use) this right in a peaceful and non -violent manner. Workers should resort to strike
for just cause and after the employers fail to respond to their moral appeals.

Conclusion

As a conclusion, industrial relations are about the employee, labor or employment relations.
The major important of industrial relations are the contribution of industrial relations towards
individual and the organization. An effective industrial relations system and its contributions
will encourage harmony at the workplace while having their understanding each other’s right
peacefully and that productivity are enhanced. Therefore, a good management is requires
good industrial relation.

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Question No 2.

Answer:

Introduction

A labor union is an organization formed by workers in a particular trade, industry, or

company for the purpose of improving pay, benefits, and working conditions. Officially
known as a “labor organization,” and also called a “trade union” or a “workers union,” a
labor union selects representatives to negotiate with employers in a process known
as collective bargaining. When successful, the bargaining results in an agreement that
stipulates working conditions for a period of time.
Unions organized by workers to fight for employee rights and protections, such as a shorter
workday and minimum wage, have a long history in the United States. In fact, the first
worker strike predates the American Revolution, and the first union was established by
Philadelphia shoemakers in 1794. In 1881, the Federation of Organized Trades and Labor
Unions was formed, followed five years later by the American Federation of Labor (AFL).

Concept

Post-Independence Period:
After Independence on 15 August 1947, the government passed very important Labour Act in
December, 1947 which is helping in solving the disputes between employers and employees
is called Industrial Disputes Act, 1947 the INTUC started gaining importance among working
class in Indian in 1948 and on other hand, socialists separated from AITUC and formed their
own central organisation called Hind Mazdoor Sabha (HMS) in 1948.
In 1949, the left wing socialists, who were dissatisfied with the policies and attitude of the
Socialist Party, formed the United Trade Union Congress (UTUC). In year 1955 the
Bharatiya Mazdoor Sangh (BMS), in 1962 Confederation of Free Trade Unions (CFTU) and
in 1965 Hind Mazdoor Panchayat (HMP) were formed in India. The Communists divided
themselves into the CPI and CPM from AITUC in 1970.
The AITUC came under the Control of the CPI and CPM started a new organisation called
centre for Indian Trade Union (CITV) on the other hand, there was rift in INTUC in 1972 and
the splinter formed a new central organisation called National Labour Organisation (NLO).
Presently, the more active central trade unions are as follows:
1. Indian National Trade Union Congress (INTUC) — Congress Party
2. All India Trade Union Congress (AITUC) — Communist Party
3. Centre of Indian Trade Union (CITU) — Communist (Marxists)
4. Bharatiya Mazdoor Sangh (BMS) — Bharatiya Janata Party
5. Hind Mazdoor Sangh (HMS) — Former Praja Socialist Party
Federations of Trade Unions:
1. All India Bank Employees Association
2. National Federation of Indian Railway Men
3. All India Post and Dock Workers Federation
4. All India Mine Worker Federation
5. National Federation of Post and Telegraph Workers
6. Indian Federation of Working Journalists

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INTUC and HMS are affiliated with the International Confederation of Free Trade Unions
while AITUC is affiliated with the worked Federation of Trade Unions. There are
approximated nine thousand trade unions including unregistered unions and more than
seventy federations and confederations registered under the Trade Union Act, 1926 in India.
In fact, the trade union movement has gathered speed after independence. Trade Unions have
been playing the role of agitators and bargainers.
There is high degree of unionization in Coal, Cotton, Cement, Mine, Textiles, Steel Railways,
Ports and Docks, Tobacco, Banking and Insurance. On the other hand, white collar unions are
also increasing in India. The degree of unionism is high in organized industrial sector and
agricultural sector but in unorganized sectors is very less numbers. The membership figures
have not changed significantly over the years only 10% of the total workforce in India is
unionized.

Conclusion

Trade Unionism in India has come a long way. Initially from having no legal backing to
illegalizing “strikes” by the unions to granting them registration procedure and compulsory
recognition and now having full-fledged legislations and special courts, trade unions in India
have attained remarkable status/standing in the labour movement. However, there are still
few impediments that the trade unions face such as lack of financial resources and
governmental support. Hence, there is still scope for the development of Trade Unionism in
India. 

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Question No 3.a.

Answer:

All India Trade Union Congress (AITUC)

The AITUC full form is the All India Trade Union Congress. It is the first Central Trade
Union of India and the second largest trade union federation in India after the Indian National
Trade union Congress. All India Trade Union Congress (AITUC) was founded in 1920 with
Lala Lajpat Rai as its first president. The founding leaders of AITUC were Bal Gangadhar
Tilak, N.M.Joshi, B.P.Wadia, Diwan Chamanlall, Lala Lajpat Rai, and Joseph Baptista. It has
been linked to the Indian Communist Party. AITUC endorsed a resolution of Swaraj
(complete independence from British rule) in its second session in Jharia in1921, almost eight
years before the platform of freedom struggle, the Indian National Congress, adopted such a
resolution in 1929.The AITUC was instrumental in the formation of the World Federation of
Trade Unions (WTFU) in the aftermath of World War II. During the 1920s, British
communists exerted significant control over the AITUC. During World War II, they acquired
entire authority, but they lost some popular support when they chose to help the war effort
alongside Britain. Their philosophy was founded on class, and they preferred a violent anti-
capitalist and anti-imperialist struggle. The AITUC has been divided among reformist and
revolutionary groups since then.

Objectives
 To establish a socialist state in India.
 To socialize and nationalize the means of production, distribution and exchange as far
as possible.
 To ameliorate the economic and social conditions of the working class.
 To watch, promote, safeguard and further the interests, rights and privileges of the
workers in all matters relating to their employment.
 To secure and maintain for the workers: The freedom of speech, The freedom of
press, The freedom of association, The freedom of assembly, The right of strike, and
The right to work or maintenance
 To co-ordinate the activities of the trade unions affiliated to the AITUC;
 To abolish political or economic advantage based on caste, creed, community, race or
religion; to fight against all forms of social oppression and injustice;
 To fight against all forms of atrocities against women and harassment at place of
work.
 The AITUC shall endeavour to further the aforesaid objects by all legitimate, peaceful
and democratic methods such as legislation and, in the last resort, by strikes and
similar other methods, as the AITUC may, from time to time, decide.

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Indian National Trade Union Congress (INTUC)

Indian National Trade Union Congress (INTUC), largest trade-union federation in India.
INTUC was established in 1947 in cooperation with the Indian National Congress, which
favoured a less militant union movement than the All-India Trade Union Congress. INTUC is
largely anticommunist; it is affiliated with the International Confederation of Free Trade
Unions.

Objectives
 To establish an order of society which is free from hindrance in the way on an all
round development of its individual members, which fosters the growth of human
personality in all its aspects and goes to the utmost limit in progressively eliminating
social political or economic exploitation and inequality, the profit motive in the
economic activity and organisation of society and the anti-social concentration in any
form.
 To place industry under national ownership and control in suitable form in order to
realise the aforesaid objectives in the quickest time.
 To organise society in such a manner as to ensure full employment and the best
utilisation of its manpower and other resources.
 To secure increasing association of the worker in the administration of industry and
their full participation in its control.
 To promote generally the social civic and political interest of the working class
 To secure an effective and complete organisation of all categories of workers,
including agricultural labour.
 To guide and co-ordinate the activities of the affiliated organisations.
 To assist and co-ordinate the activities of the affiliated organisations.
 To assist in the formation of trade unions.
 To promote the organisation of workers of each industry on a nationwide basis.
 To assist in the formation of Regional or Pradesh Branches or Federations.
 To obtain for the workers various measures of social security, including adequate
provision in respect of accidents, maternity, sickness, old age and unemployment.
 To secure a living wage for every worker in normal employment and to bring about a
progressive improvement in the workers standard of living.
 To regulate hours and other conditions of work in keeping with the conditions of the
workers and to ensure the proper enforcement of legislation for the protection and up-
lift of labour.
 To establish just industrial relations.
 To take recourse to other legitimate method, including strikes or any suitable form of
satyagraha, where adjudication is not applied and settlement of disputes within a
reasonable time by arbitration is not available for the redress of grievances.
 To make necessary arrangements for the efficient conduct satisfactory and speedy
conclusion of authorised strikes or satyagraha.
 To foster the spirit of solidarity, service, brotherhood co-operation and mutual help
among the workers.
 To develop in the workers a sense of responsibility towards the industry and
community.

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  To raise the workers' standard of efficiency and discipline.

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Question No 3.b.

Answer:

Bharatiya Mazdoor Sangh (BMS)

The circumstances in which Bharatiya Mazdoor Sangh (BMS) came into existence in the
trade union field of India have shaped its significant role in the trade union movement.
BMS was founded on 23rd of July, 1955 – the day being the birth anniversary of Lok Manya
Bal Gangadhar Tilak – veteran of Freedom Movement. Two important aspects stand out in
connection with this:
 Formation of BMS was not the result of split in the existing trade union organisations,
unlike in the case of almost all other trade unions. Hence it had the formidable
responsibility of building its organisational structure from the grass root level. It
started from zero having no trade union, no membership, no activist (karyakarta), no
office and no fund.
 On the very first day it was visualised as a trade union whose base-sheet anchors –
would be Nationalism, would work as a genuine trade union, keeping itself
scrupulously away from party politics. This was also unlike other trade unions which
were linked to one or the other political party, overtly or otherwise.
Dawn of BMS, therefore, can be truly described as watershed in the course of trade union
field.

Hind Mazdoor Sabha (HMS)

Hind Mazdoor Sabha came into existence out of a historic necessity for an independent and
free trade union movement in this country. Till independence, there was only one central
trade union organisation, the All India Trade Union Congress (AITUC) which was formed in
1920. Though there was split in this organisation twice, ultimately the different groups
together again under the same umbrella. Immediately after independence the Communists
started lot of industrial strife on the basis of their ideology and this was a problem for the
ruling Congress Party. The Congress Party therefore took the initiative in forming a trade
union centre. The socialists felt after one year's experience in INTUC, that it could not act as
an independent trade union centre and would act only as an appendage for the Congress
Party. In view of the disillusionment with both AITUC and INTUC which did not contribute
to the growth of a democratic and independent trade union centre called Hind Mazdoor
Panchayat (HMP). As there was complete unanimity between social democrats and Royists in
having faith in democracy and an independent trade union centre, both HMP and some
independent organisations merged in 1948 and founded a new organisation called Hind
Mazdoor Sabha.

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