Submitted by:

Ramakanta Parida

Pragya Varma

Virendra Singh

Pooja Mahur

Arjun Kohli

The nature of industrial relations and the need for peaceful employer and employee relations

The different approaches to industrial relations

Parties in industrial relations

A proactive strategy to industrial relations

IR decisions.

Discipline and Grievance Procedures.

Definition

Industrial relations encompasses a set of phenomena ,both inside and outside the workplace ,concerned with determining and regulating employment relationship.

Industrial relationship is about of individual or group of employee and employers for engaging themselves in a way to maximizing the productive activities.

1. Industrial relation can not emerge in vacuum.

2.Industrial relation is characterized by both conflict and operation.

3.IR creates various rules and regulations to maintain peace and harmony in the industry.

4.IR includes the field of study.

To enhance economic status of worker.

To avoid industrial conflicts and their consequences.

To provide an opportunity to the worker to have a say in the management decision making.

To regulate production by minimizing conflicts.

To provide forum to the workers to solve their problems through mutual negotiation and consultations with management.

To encourage and develop trade union in order to develop workers collective strength.

Management-Union relationship

Employer-Employee relationship

Relationship amongst various groups of employees

a. Increased in productivity.

b. It protects workers interest and improve their economic conditions.

c. Protects the rights of the managers.

d. Benefit to management.

Industrial Relations

Unitary Approach

Pluralistic Approach

Marxist Approach

Human Relations Approach

• IR is grounded in mutual cooperation, individual treatment, team work and shared goals.

• Workplace conflict is seen as temporary aberration, resulting from poor management.

• Employees who do not mix with organization culture.

• Unions cooperate with the management.• Underlying assumption is that everyone

benefits when the focus is on common interest and promotion of harmony.

Pluralism is belief in the existence of more than one ruling principle, giving rise to a conflict of interest.

The pluralistic approach to IR accepts conflict between management and workers as inevitable but containable through various institutional arrangements (like collective bargaining , conciliation and arbitration etc.) and in fact considered essential for innovation and growth.

Marxist like pluralists also regard conflict as inevitable but see it as a product of capitalistic society where as pluralist believe that the conflict is inevitable in all organization.

Humans behavior is influenced by feelings, sentiments and attitudes. As per this approach humans are motivated by variety of social and psychological factors like economic and non-economic awards to be used

.

Employer-employee Relations

ILO,NLC

Employers

Employees

Govt.

HRFunction

Courts &

tribunal

Employers

association

Employees association

Three main parties are directly involved in industrial relations:

Employers: Employers possess certain rights vis-à-vis labors. They have the right to hire and fire them. Management can also affect workers’ interests by exercising their right to relocate, close or merge the factory or to introduce technological changes.

Employees: Workers seek to improve the terms and conditions of their employment. They exchange views with management and voice their grievances. They also want to share decision making powers of management. Workers generally unite to form unions against the management and get support from these unions.

Government: The central and state government influences and regulates industrial relations through laws, rules, agreements, awards of court ad the like. It also includes third parties and labor and tribunal courts.

Internal strategy

The attitudes of management to employees and unions.

Attitudes of employees to management.

Attitudes of employees to unions.

The unavoidability of the differences of opinion between management and unions.

Present and likely future strengths of the unions.

Effectiveness of managers and supervisors in dealing with problems and disputes related to IR.

External Strategy

The effectiveness of unions.

The authority and effectiveness of the employers associations.

Employment and pay situation- nationally and locally.

Legal frameworks with in which IR exist.

Communications Relationships Competence

Discipline and

Conflicts

Discipline can be defied as a condition in the organization when employees conduct themselves in accordance with the organization’s rules and standards of acceptable behavior

According to Richard D. calhoon, “discipline may be considered as a force that prompts individuals or groups to observe the rues, regulations and procedures which are deemed to be necessary for the effective functioning of an organization.”

Primary Investigation

Issue of a charge sheet

Suspension pending enquiry

Notice of enquiry

Conduct the enquiry

Recording of findings by the enquiry officer

Awarding Punishment

Grievance means any real or imaginary feeling of dissatisfaction and injustice, which an employee has about his employment relationship.

According to Michael Jucious, “a grievance is any discontent or dissatisfaction, whether expressed or not, whether valid or not, arising out of anything connected with the company that an employee thinks, believes or even feels, is unfair, unjust or

inequitable”.

The objective of this procedure is to provide an opportunity for an employee to raise formally an individual grievance on matters relevant to his/her employment or conditions of service where the normal and customary channel of discussion with their direct supervisor has been unable to resolve the issue.

STAGE :- 1The aggrieved employee makes a written or oral

representation to the frontline supervisor, seeking settlement of his grievance, and if the redressal efforts fail, the issue goes to the next stage. STAGE :- 2In this stage, the labor officer is involved in the

process. He acts as a mediator between the aggrieved employee and the supervisor in arriving at a settlement. STAGE :- 3Higher levels may involved depending upon the

issue.