Directorate of Distance Education Swami

Vivekanand Subharti University

II Year

Course Code : MBA- HR1

Course Title : Industrial Relations & Labor

Enactments Assignment No. : MBA- HR1/2023

Maximum Marks : 30

Attempt any 5 questions from the given 10 questions.

All questions carry equal marks.

Q1. Explain the state of Union Management relations since the enactment of various labor laws
in India.

Q2. What are the causes for Industrial disputes? Explain with examples.

Q3. Comment on the viability of the settlement of industrial disputes with the help of some case
laws.

Q4. Write the Nature of Industrial Disputes.

Q5. Discuss the Importance of Industrial Relations Industrial Disputes.

Q6. Write the causes of Industrial Disputes Negotiation.

Q7. What does the Preamble of ILO state with regards to safety of labor force International
Labor Organization?

Q8. ILO Administrative Tribunal Discuss the several laws enacted by the legislature to protect
the interest of women workers in India.

Q9. Comment on the status of Indian women in the work place.

Q10. Explain the Internationally recognized core labor standards in India in recent times. Give
appropriate examples?
 Q1. Explain the state of Union Management relations since the
enactment of various labor laws in India.
The state of union-management relations in India has evolved over time, especially since
the enactment of various labor laws. The early period after independence saw a highly
unionized labor force, with unions representing workers across industries and sectors. The
Industrial Disputes Act, 1947, and the Trade Union Act, 1926, were some of the early labor
laws that shaped the labor landscape in India.

However, in the 1990s, the Indian economy underwent liberalization, privatization, and
globalization, which led to changes in the labor market. The decline of the public sector
and the rise of the service sector saw a shift in union density, with the emergence of
enterprise unions and a decline in traditional industry-wide unions. This shift also saw an
increase in contractual and informal employment.

In recent years, there has been a trend of companies adopting a more collaborative
approach towards unions, seeking to engage them in collective bargaining and dispute
resolution. However, this trend has been mixed, with some companies still resisting
unionization and collective bargaining.

There have also been concerns over the enforcement of labor laws, with a lack of
resources and infrastructure in place to ensure compliance. This has led to a situation
where many workers remain outside the purview of labor laws and unprotected from
exploitation and abuse.

In summary, the state of union-management relations in India has evolved since the
enactment of various labor laws, with changes in the economy and labor market shaping
the relationship between unions and management. While there has been a trend towards
collaboration, there are still challenges around enforcement of labor laws and protection
of workers' rights.
The relationship between unions and management in India has evolved over time since
the enactment of various labor laws. The laws aimed to protect workers' rights, provide for
safe working conditions, and regulate employer-employee relations. Here is a brief
overview of the state of union-management relations in India:

1. Pre-Independence Era: Before Independence, there was limited unionization, and

labor disputes were often resolved through strikes or negotiations.
2. Post-Independence Era: With the introduction of labor laws, including the Industrial
Disputes Act, 1947, and the Trade Union Act, 1956, workers gained more rights, and
unions became more organized. However, there were also incidents of violence and
strikes.
3. 1990s-2000s: In the 1990s and 2000s, economic liberalization led to a decline in
unionization in some sectors. Employers began to outsource work to temporary
workers, which made unionization more challenging.
4. Recent Trends: In recent years, there has been a growing trend towards more
constructive engagement between unions and management. Many companies are
 now working with unions to improve productivity, address employee grievances,
and ensure compliance with labor laws.

Overall, the state of union-management relations in India has been influenced by various
factors, including government policies, economic conditions, and labor laws. While there
have been challenges, there have also been positive developments in recent years, with a
growing recognition of the importance of collaboration and cooperation between unions
and management.
The state of union-management relations in India has been shaped by various labor laws
enacted since the country gained independence in 1947. These laws were introduced with
the aim of promoting social justice, protecting the interests of workers, and ensuring
industrial peace.

One of the key pieces of legislation that has had a significant impact on union-
management relations is the Industrial Disputes Act, 1947. This law provides for the
settlement of disputes between employers and workers through conciliation, arbitration,
and adjudication. It also regulates the process of retrenchment, layoff, and closure of
industrial establishments.

Another important law is the Trade Union Act, 1926. This legislation provides for the
registration and regulation of trade unions, which are organizations formed by workers to
protect their rights and interests. The act provides for certain privileges and immunities to
registered trade unions, such as the right to collective bargaining and representation.

The enactment of these and other labor laws has led to the formation of numerous trade
unions in India, which have played an important role in protecting the interests of workers
and negotiating with employers. However, there have also been instances of conflicts
between unions and management, especially in cases where there is a lack of trust and
communication between the two parties.

In recent years, there has been a growing trend towards greater collaboration between
unions and management in India. This has been driven by factors such as increased
competition, changing workforce demographics, and the need to improve productivity
and efficiency. Many companies have recognized the importance of engaging with their
employees and building strong relationships with unions to achieve these goals.

Overall, while the state of union-management relations in India has been influenced by
various labor laws over the years, it remains a complex and dynamic area that requires
ongoing attention and dialogue between all stakeholders.
Q2. What are the causes for Industrial disputes? Explain with examples

Industrial disputes refer to conflicts or disagreements between employers and employees

or between employees and employees. These disputes may arise due to various factors,
including economic, social, and political factors. In this answer, I will explain the causes of
industrial disputes in India and provide examples of each cause.

1. Wage related issues: Wage-related issues are a common cause of industrial

disputes in India. Workers often demand higher wages, better working conditions,
and other benefits, while employers may resist these demands to maintain
profitability. For example, in 2021, workers at the Tamil Nadu-based Wistron
Corporation, which manufactures iPhones, went on strike to protest against low
wages and poor working conditions. The company also faced allegations of labor
law violations, leading to a significant disruption in production.
2. Poor working conditions: Poor working conditions, including unsafe working
environments, lack of job security, and long working hours, can also lead to
industrial disputes. Workers may demand improved working conditions, while
employers may resist these demands to maintain productivity and profitability. For
example, in 2013, a building collapse in Bangladesh, which killed more than 1,100
workers, drew global attention to the poor working conditions in the country's
textile industry. The incident led to widespread protests and demands for better
working conditions and safety standards.
3. Job security: Insecure employment and job insecurity are also common causes of
industrial disputes in India. Workers may demand job security and protection
against layoffs and retrenchment, while employers may resist these demands to
maintain flexibility and profitability. For example, in 2020, Indian workers in the IT
and BPO sector protested against the retrenchment of employees due to the
COVID-19 pandemic. The protests highlighted the need for stronger job security
measures in the sector.
4. Trade Union activities: Trade unions play a crucial role in protecting the interests of
workers, but they can also become a cause of industrial disputes. For example, in
2018, the All India Bank Officers Confederation (AIBOC) went on a nationwide strike
to protest against the government's proposal to merge three public sector banks.
The strike led to the closure of thousands of bank branches across the country,
causing inconvenience to customers and businesses.
5. Management policies and practices: Management policies and practices, such as
arbitrary decisions, lack of transparency, and discriminatory practices, can also lead
to industrial disputes. Workers may demand greater involvement in decision-
making processes and transparency in management policies, while employers may
resist these demands to maintain control and profitability. For example, in 2012,
workers at Maruti Suzuki, a leading automobile manufacturer in India, went on
strike to protest against the company's disciplinary policies and the dismissal of
workers. The dispute led to violence and the death of a senior manager,
highlighting the need for more transparent and effective management practices.
 6. Political and social factors: Political and social factors, such as changes in
government policies, economic downturns, and social unrest, can also lead to
industrial disputes. For example, in 2020, Indian farmers protested against new
agricultural laws introduced by the government. The protests led to disruptions in
supply chains and transportation, causing significant economic losses.

In conclusion, industrial disputes in India can arise due to various factors, including wage-
related issues, poor working conditions, job security, trade union activities, management
policies and practices, and political and social factors. It is important for employers and
workers to engage in constructive
Industrial disputes refer to conflicts and disagreements that arise between employers and
workers or between workers and workers in the workplace. These disputes can take
various forms, such as strikes, lockouts, slowdowns, work-to-rule campaigns, and
sabotage. The causes of industrial disputes are complex and varied, and can be traced
back to a range of economic, social, and political factors. In this answer, we will explore
some of the main causes of industrial disputes and provide examples to illustrate these
causes.

1. Wages and benefits Wages and benefits are one of the most common causes of
industrial disputes. Workers often feel that they are not being fairly compensated
for their work, while employers may view wage increases as a threat to their
profitability. For example, in 2020, over 30,000 workers at a Maruti Suzuki plant in
Haryana went on strike to demand higher wages and better working conditions.
The strike lasted for 36 days and resulted in the company losing millions of dollars
in revenue.
2. Job security and layoffs Job security and the fear of layoffs can also lead to
industrial disputes. Workers may feel that their jobs are at risk due to automation,
outsourcing, or restructuring, while employers may view layoffs as a necessary cost-
cutting measure. In 2019, workers at Jet Airways went on strike to protest against
the company's decision to lay off 20,000 employees following its financial collapse.
3. Working conditions and safety Poor working conditions and safety hazards can also
lead to industrial disputes. Workers may feel that their health and safety are being
compromised, while employers may view safety measures as a burden on their
profitability. For example, in 2019, workers at a garment factory in Bangladesh went
on strike to protest against unsafe working conditions following a fire that killed
dozens of workers.
4. Trade union rights The rights of trade unions and their ability to negotiate with
employers can also lead to industrial disputes. Employers may view trade unions as
a threat to their authority and profits, while workers may view unions as a means of
protecting their rights and interests. In 2021, farmers in India went on strike to
demand the repeal of new agricultural laws that they viewed as a threat to their
livelihoods. The farmers were supported by trade unions, which organized protests
and strikes across the country.
5. Discrimination and harassment Discrimination and harassment on the basis of
gender, race, caste, religion, or other factors can also lead to industrial disputes.
 Workers may feel that they are being unfairly treated or marginalized, while
employers may view discrimination and harassment as a minor issue or a personal
problem. In 2018, female workers at a McDonald's franchise in the US went on
strike to protest against sexual harassment and discrimination in the workplace.
6. Management practices and policies Management practices and policies can also
contribute to industrial disputes. Workers may feel that their managers are not
communicating effectively or are making decisions that are not in their best
interests, while employers may view management practices as necessary for
achieving their goals. In 2019, workers at a Google office in Switzerland went on
strike to protest against the company's policies on temporary and contract workers.

In conclusion, industrial disputes can arise from a range of causes, including wages and
benefits, job security and layoffs, working conditions and safety, trade union rights,
discrimination and harassment, and management practices and policies. Addressing these
issues requires a collaborative approach that involves dialogue and negotiation between
employers, workers, and other stakeholders.
Q.03 Comment on the viability of the settlement of industrial disputes
with the help of some case laws.
The settlement of industrial disputes is crucial for maintaining a peaceful and productive
work environment. There are several mechanisms available to resolve disputes, including
negotiation, mediation, arbitration, and litigation. In this answer, we will discuss the
viability of settling industrial disputes with the help of some case laws.

1. Negotiation Negotiation is a process where employers and workers or their

representatives try to resolve a dispute through discussion and compromise. It is a
voluntary and non-binding process that can result in a mutually acceptable
solution. One example of successful negotiation is the settlement reached between
the Tata Motors management and the striking workers at its plant in Singur, West
Bengal in 2008. The workers were protesting against the acquisition of their land for
the construction of the Nano car factory. After several rounds of negotiations, a
settlement was reached, and the plant resumed operations.
2. Mediation Mediation is a process where a neutral third party helps employers and
workers to reach a settlement by facilitating communication and negotiation. It is a
voluntary and non-binding process that can be faster and less expensive than
arbitration or litigation. One example of successful mediation is the settlement
reached between the management of Hyundai Motor India and its workers in 2020.
The workers had gone on strike to demand the reinstatement of 23 colleagues who
had been terminated. The strike was called off after a mediation session held by the
Deputy Commissioner of Labour.
3. Arbitration Arbitration is a process where a neutral third party makes a binding
decision on a dispute after hearing evidence and arguments from both sides. It is a
more formal and structured process than negotiation or mediation and can be
faster and less expensive than litigation. One example of successful arbitration is
the settlement reached between the management of Maruti Suzuki India and its
workers in 2013. The workers had gone on strike to demand the recognition of their
 union and the reinstatement of suspended colleagues. The dispute was resolved
through an arbitration process, and the company agreed to reinstate the workers
and recognize their union.
4. Litigation Litigation is a process where employers and workers take their dispute to
court for a binding decision. It is a formal and structured process that can be time-
consuming and expensive. One example of successful litigation is the settlement
reached between the management of Indian Oil Corporation and its workers in
2018. The workers had gone on strike to demand the implementation of a pay hike
that had been recommended by a government panel. The company obtained an
injunction from the Delhi High Court to prevent the strike, and the dispute was later
resolved through negotiations.

In conclusion, the settlement of industrial disputes is a viable option that can be achieved
through negotiation, mediation, arbitration, or litigation, depending on the nature and
complexity of the dispute. The success of settlement depends on the willingness of both
parties to compromise and the effectiveness of the chosen mechanism. Case laws have
shown that settlement is possible through any of these mechanisms, provided they are
used correctly and in the appropriate circumstances.

Q4. Write the Nature of Industrial Disputes.

An industrial dispute is defined as a conflict or a difference in
opinion between management and workers regarding employment.
It is a disagreement between an employer and employees
representative i.e. trade union. The issue of disagreement is usually
pay or other working conditions.

During an industrial dispute, both the parties try to pressurize each

other to agree to their terms and conditions. The industrial unrest
manifests itself as strikes, lock-outs, picketing, gheraos and
indiscipline on the part of workers.

The definition of Industrial disputes is as follows – According to

Section 2(k) of the Industrial Disputes Act, 1947 “industrial dispute”
is defined as, “Any disputes or differences between employers and
employers, or between employers and workmen, or between
workmen and workmen, which is connected with the employment or
non-employment or the terms of employment or with the conditions
of labour, of any person”.

An industrial dispute can never be said to be a good choice.

Consequences of industrial disputes are very far reaching, for they
disturb the economic, social and political life of a country. They are
no less than a war. In a war, casualties and sufferings are not
confined to soldiers fighting on the front, so stoppage of work due to
strike or any other mode resulting in stoppage of work does not
affect the employees or the employers of the struck plant, but it
affect the whole society or country.

Industrial Dispute – Introduction and Meaning

For industrial progress and prosperity, maintenance of peaceful

relations between labour and capital is of the first importance.
Industrial dispute means a loss, both to the employers and the
employees even when the latter scores a victory. It is also harmful to
the community in general.

Therefore, every effort is made in advanced countries to maintain

industrial peace. “The employer-worker relationship”, according to
the Planning Commission, “has to be conceived of as a partnership in
a constructive endeavour to promote the satisfaction of the economic
needs of the community in the best possible manner.”

For a long time in India there was no industrial unrest. Although

modern industry began to grow in India in about the middle of the
last century, yet for nearly half a century no dispute of importance
took place. The First World War had made the workers conscious of
their rights, and they were prepared to fight for them, if necessary.

During the second war, Defence of India Rules was enforced in order
to check strikes and disputes. According to them the Government
armed itself with power to prohibit strikes and lock-outs and to refer
to it any disputes for conciliation or adjudication and to enforce the
awards.

Industrial unrest became very serious during the years immediately

after World War II and to a lesser extent in recent years. During the
last few years there has been appreciable improvement in industrial
relations, the number of industrial disputes going down from 1,630 in
1957 to 1,491 in 1962.

An industrial dispute as a conflict or a difference in opinion between

management and workers regarding employment. It is a
disagreement between an employer and employees representative i.e.
trade union. The issue of disagreement is usually pay or other
working conditions. During an industrial dispute, both the parties try
to pressurize each other to agree to their terms and conditions. The
industrial unrest manifests itself as strikes, lock-outs, picketing,
gheraos and indiscipline on the part of workers. The causes of this
unrest are either specific organizational problems such as insufficient
pay, lack of benefit and assistance schemes, or the causes may be
wider socio-economic problems such as poverty and unemployment
etc.

Industrial Dispute – Definition

The definition of Industrial disputes is as follows – According to

Section 2(k) of the Industrial Disputes Act, 1947 “industrial dispute”
is defined as, “Any disputes or differences between employers and
employers, or between employers and workmen, or between workmen
and workmen, which is connected with the employment or non-
employment or the terms of employment or with the conditions of
labour, of any person”.

Does this sound very confusing? Let me simplify this for you. Let us
understand that the definition identifies three parties to disputes.

They are:

1. Employers

2. Employees

3. Workmen.

Workmen Industrial dispute is disagreement and difference between

two disputants, namely, labour and management. This disagreement
or difference could be on any matter concerning them individually or
collectively. It must be connected with employment or non-
employment or with the conditions of labour. It should also be noted
that, the subject- matter of an industrial dispute must be specific, i.e.,
which affects the relationship of employers and workers.

Let us now understand the severity of industrial disputes It is self-

evident that industrial disputes and industrial unrest are symptoms
of a lack of co- operative spirit and of harmonious relations in
industry. It is agreed that the manifestation of these symptoms causes
stoppage of work or disruption of production and all consequential
evils. The continued and prolonged industrial unrest also has serious
consequences for the employees and also for the economy at large.

From the point of view of the employer, an industrial dispute

resulting in stoppage of work means a stoppage of production. Please
understand that this results in the increase in the average cost of
production since fixed expenses continue to be incurred. It also leads
to a fall in sales and the rate of turnover, leading to a fall in profits.
The employer may also be liable to compensate his customers with
whom he may have contracted for regular supply.

Apart from the immediate economic effects, loss of prestige and

credit, alienation of the labour force, and other non-economic,
psychological and social consequences may also arise. Loss due to
destruction of property, personal injury and physical intimidation or
inconvenience also arises. For the employee, an industrial dispute
entails loss of income.

The regular income by way of wages and allowance ceases, and great
hardship may be caused to the worker and his family, many times
resulting in deprivation, malnutrition, even starvation or near-
starvation. The ability of trade unions to provide for the needs of
striking workers, particularly in India, is very limited. Employees also
suffer from personal injury, and the psychological and physical
consequences of forced idleness.

The threat of loss of employment in case of failure to settle the

dispute advantageously, or the threat of reprisal action by employers
also exists. Don’t you think that the psychological effects can be more
dangerous than the physical consequences? Prolonged stoppages of
work have also an adverse effect on the national productivity,
national income. They cause wastage of national resources. Class
hatred may be generated resulting in political unrest and disrupting
amicable social relations or community attitudes.

Industrial Dispute – Concept

In narrow sense industrial dispute means conflict between parties in

industrial establishments. Dictionary meaning of ‘dispute’ is
‘disagreement’, ‘mutual antagonism as of ideas, interests etc.’ So,
industrial dispute is disagreement/mutual antagonism as of ideas,
interests etc. between parties in industry. In industrial setting parties
are invariably workers and management.
In the process of working, workers express their need, expectation,
desire for fulfilment and satisfaction. They want more money i.e.,
attractive wages, allowances, monetary incentive which the
management may not be agreeable to pay. Workers demand of better
fringe benefits, health benefits but management may provide less
than that of their requirement.

They want recognition, status, power, advancement, higher quality of

work life but management may be reluctant to give. Under such
situation, a state of disagreement/mutual antagonism between
workers and management develops which gives birth to industrial
conflict.

So, industrial dispute is a general concept, and this conflict gets the
shape of industrial dispute in a specific dimensional situation.
Basically, there is no difference between ‘industrial conflict’ and
‘industrial dispute’, variation lies only in scope and coverage.

Q5. Discuss the Importance of Industrial Relations Industrial Disputes

Industrial relations imply the relation between both employer and employees during
the period of employment in an industrial organisation. However, the concept of
industrial relations has a broader meaning. In a broader sense, the term industrial
relations refers to the relation between various unions, state and union, and
between employers and government. Relations of all those associated with the
industry may be known as industrial relations.

According to the International Labour Organisation (ILO), industrial relations deals

with relationships between either state and employers and workers organisations or
the relationship between the occupation organisation themselves.

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Industrial Relation Meaning

The term industrial relations comprises two words, i.e. ‘industry’ and ‘relations’. The
term ‘industry’ refers to any productive activity in the organisation in which the
employees are engaged. On the other hand, the term ‘relations’ refers to the
relationship, which exists within the industry between the management and the
employees. The relationship between management and employees within the
organisation within the organisational settings is defined by industrial relations.
Industrial relations emerge directly or indirectly from management-trade union
relationships.
Characteristics of Industrial Relation
Following are the significant features of industrial relations:
 Industrial relations are the result of employment relationships in industrial
enterprises.
 Industrial relations introduced the concept and method of balancing and
cooperating.
 Industrial relations formulate rules and regulations to maintain harmonious
relations.
 The intervention of the Government to shape the industrial relation is made
through laws, agreements, rules, charters, etc.
 Industrial relations incorporate both individual relations and collective
relations.
 Several parties play a role in industrial relations. The main parties are
employees and their organisation, employers and their association, and
government. 

Objectives of Industrial Relation

Following are the different objectives of industrial relation.”
 To establish industrial peace.
 To safeguard the interests of both workers and management.
 To avoid industrial disputes.
 To raise the production capacity.
 To establish industrial democracy.
 To minimise the labour turnover rate and absenteeism.
 To safeguard the workers economic and social interests.
 To contribute to the economic development of the country through
productivity.
 To establish a full employment situation.
 To minimise strikes, lockout, Heroes, etc., by providing good working
conditions and fair wages to the workers.
Nature of Industrial Relation
 Industrial relations are concerned with the relationship between management
and workers.
 Industrial relations safeguards the interest of employees.
 Industrial relations are concerned with the system, rules, and procedures
used by unions and employees to determine the reward for effort and other
conditions of employment, safeguard the interests of the employees and their
employer and regulate how employers treat their employees.
 Industrial relations maintain a balance with employee expectations, employer
associations, trade unions, and other social and economic institutions of
societies.
 Industrial relations help in resolving disputes, conflicts, and controversies
between labour and management.

Scope of Industrial Relation

Industrial Relations is a wide-reaching term. Different scholars have expressed
their different views on the scope of industrial relations. According to Dale Yoder,
“Industrial relations incorporate policies related to recruitment, selection, training of
workers, personnel management, and collective bargaining.” According to the
International Labour Organisation (ILO), industrial relations incorporate the
relations between state and employers and relations between trade unions and
employers associations.

According to Richard A Lester, the scope of industrial relations is no longer limited

only to trade unions and industrial management, rather it includes all aspects of
labour such as wages, productivity, social security, management, and employee
policies. Trade Union policies also form part of it.

In a modern organisation, the industrial relations functions are performed by the

Industrial Relations Department. This function is performed under the supervision
of the Director of the Industrial Relations department. In the performance of this
function, support is rendered by different managers and subordinates. Different
important functions performed by workers of the industrial relation department
includes:
 Management of policies and programs of industrial relations.
 Public Relation
 Labour Relation
 Recruitment, Selection, and Placement of labourers.
  To provide medical and health-related services.
 To maintain employment records of the employees.
 Provision of recruitment test, ability test, skill test, and intelligence test.
 Provision of training and education program

What is the Importance of Industrial Relations?

 Promotes Democracy: Industrial relations means employing collective
bargaining to resolve issues faced by workers. This collective bargaining is
generally employed through cooperation and mutual agreement amongst all
the affected parties, i.e., democracy, management, and employees unions.
This enables an organisation to establish industrial democracy, which
eventually motivates the workers to perform their best to the growth and
prosperity of the organisation.
 High Morale: Good industrial relations enhance the morale of the employees
and motivate the workers to work more efficiently.
 Avoid Conflicts Between Management And Union: Industrial relations
minimise issues between unions and management. This is because
industrial relations incorporate setting up machinery to resolve issues faced
by management and employees through mutual agreement to which both
these parties are bound. This results in ignoring any unfair practices that
could lead to major conflicts between employers and trade unions.
 Minimises Wastage:  Satisfactory Industrial relations are maintained on the
basis of co-operation and recognition of each other in the department. It
helps to minimise wastage of material, manpower, and costs.
 Economic Growth And Development: Good and harmonious industrial
relations result in increased efficiency and hence prosperity, which in turn
minimise turnover and other tangible benefits to the organisation. This
promotes economic growth and development.

Functions of Industrial Relations

The important functions of industrial relations are:
 To establish communication between workers and management to maintain
the sound relationship between the two.
 To establish support between managers and employees.
 To ensure the creative contribution of trade unions to avoid industrial
conflicts.
  To safeguard the interests of workers and the management,
 To avoid an unhealthy and unethical atmosphere in an industry.
 To formulate such considerations that may promote understanding,
creativity, and cooperativeness to enhance industrial productivity.
 To ensure better workers’ participation.

Conclusion 
To conclude, industrial relation, also known as an employment relationship, is the
versatile academic field that studies the employment relation, i.e. the complex
interaction between employer and employees, labour/trade union, and employer
organisation and state. Also, it is observed that a good industrial relation increases
the efficiency of workers and eventually increases the productivity of an
organisation.