1 / 224

PCTI Group

PCTI Group. EMPLOYMENT RELATIONS MS-24. Block 1. Lecture 1 Block 1 Unit 1 Unit 2 Unit 3. UNIT 1 CONCEPT, SCOPE AND APPROACHES TO INDUSTRIAL RELATIONS.

annick
Download Presentation

PCTI Group

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. PCTI Group EMPLOYMENT RELATIONS MS-24

  2. Block 1 Presentation Title | September 2, 2014 | <document classification>

  3. Lecture 1Block 1Unit 1Unit 2Unit 3 Presentation Title | September 2, 2014 | <document classification>

  4. UNIT 1 CONCEPT, SCOPE AND APPROACHES TO INDUSTRIAL RELATIONS Professor Clegg defines industrial relations in the broadest terms as encompassing the rules governing employment together with the ways in which the rules are made and changed and their interpretation and administration. Presentation Title | September 2, 2014 | <document classification>

  5. Concept, Scope and Approaches toIndustrial Relations According to Kirkaldy, 5 industrial relations in a country are intimately connected with the form of its political government; and the objectives of an industrial organization may vary from purely economic to purely political ends. He divides the objectives of industrial relations into four categories: i) improvement in the economic conditions of workers in the existing state of industrial management and political government; Presentation Title | September 2, 2014 | <document classification>

  6. ii) control exercised by the state over industrial undertakings with a view to regulating production and promoting harmonious industrial relations; • iii) socialization or rationalization of industries by making the state itself a major employer; and iv) vesting of a proprietary interest of the workers in the industries in which they are employed. Presentation Title | September 2, 2014 | <document classification>

  7. The components of industrial relations system Participants Issues Components of industrial relations Boundaries Structure Presentation Title | September 2, 2014 | <document classification>

  8. Approaches to Industrial Relations At least there are three marked features of the systems approach. They are: • i) Inter-disciplinary Character: Some theorists regard the systems approach to be universally applicable to all human relationships, in small or large units. Its flexibility of application in the behavioral sciences has been aptly demonstrated. Presentation Title | September 2, 2014 | <document classification>

  9. ii) Suitability to Work Organization and their Sub-systems: The adaptability of the systems approach to organization is also a frequently discussed trait. This springs from the fact that organizations, and to some extent their sub-systems, are rational and purposeful. • iii) Dynamic Aspects: A systems approach is oriented towards the study of interactions and changing relations. Presentation Title | September 2, 2014 | <document classification>

  10. Approaches to Industrial Relations Presentation Title | September 2, 2014 | <document classification>

  11. DUNLOP’S APPROACH IDEOLOGY ACTORS RULES MARKET FACTORS TECHNICAL FACTORS LOCUS AND DISTRIBUTION OF POWER IN WIDER SOCIETY Presentation Title | September 2, 2014 | <document classification>

  12. ECONOMIC ENVIRONMENT AND BUSINESS MANAGEMENT THE OXFORD APPROACH : • The “Oxford Approach” can be expressed in the form of an equation: • r = f (b) or r = f (c) • where, r = the rules governing industrial relations • b = collective bargaining • c = conflict resolved through collective bargaining. Presentation Title | September 2, 2014 | <document classification>

  13. THE INDUSTRIAL SOCIOLOGY APPROACH G. Margerison, an industrial sociologist, holds the view that the core of industrial relations is the nature and development of the conflict itself. Margerison argued that conflict is the basic concept that should form the basis of the study of industrial relations. Presentation Title | September 2, 2014 | <document classification>

  14. The critical elements of the sociological environment of business. These elements are : • Social institutions and systems • Social values and attitudes • Education and culture • Role and responsibility of the Government • Social groups and movements • Socio-economic order • Social problems and prospects. Presentation Title | September 2, 2014 | <document classification>

  15. THE ACTION THEORY APPROACH : The action theory analysis of industrial relations focuses primarily on bargaining as a mechanism for the resolution of conflicts. Whereas the systems model of industrial relations constitutes a more or less comprehensive approach, it is hardly possible to speak of one uniform action theory concept. Presentation Title | September 2, 2014 | <document classification>

  16. THE MARXIST APPROACH: The Marxist approach is primarily oriented towards the historical development of the power relationship between capital and labor. It is also characterized by the struggle of these classes to consolidate and strengthen their respective positions with a view to exerting greater influence on each other. Presentation Title | September 2, 2014 | <document classification>

  17. SOCIAL RESPONSIBILITIES OF BUSINESS The critical elements of the socio-cultural environment are :Social institutions and systems, social values and attitudes, education and culture, social groups and movements, the socio-economic order, social problems and prospects, etc. Presentation Title | September 2, 2014 | <document classification>

  18. Social Movements Trade Union Movement Consumer Movement Social Movements Shareholders’ Movement Management Movement Presentation Title | September 2, 2014 | <document classification>

  19. THE PLURALIST APPROACH : Pluralism is a major theory in labour-management relations, which has many powerful advocates. The focus is on the resolution of conflict rather than its generation, or, in the words of the pluralist, on ‘the institutions of job regulation.’ Kerr is one of the important exponents of pluralism. According to him, the social environment is an important factor in industrial conflicts. Presentation Title | September 2, 2014 | <document classification>

  20. WEBER’S SOCIAL ACTION APPROACH • The major orientations in the Weberian approach have been to analyze the impact of techno-economic and politico-organizational changes on trade union structure and processes, to analyze the subjective interpretation of workers’ approaches to trade unionism and finally to analyze the power of various components of the industrial relations environment – government, employers, trade unions and political parties. Presentation Title | September 2, 2014 | <document classification>

  21. Thus the Weberian approach gives the theoretical and operational importance to “control” as well as to the power struggle to control work organizations – a power struggle in which all the actors in the industrial relations drama are caught up. Presentation Title | September 2, 2014 | <document classification>

  22. THE HUMAN RELATIONS APPROACH : In the words of Keith Davies, human relations are “the integration of people into a work situation that motivates them to work together productively, cooperatively and with economic, psychological and social satisfactions.” Presentation Title | September 2, 2014 | <document classification>

  23. According to Keith Davies, the goals of human relations are: (a) to get people to produce, (b) to cooperate through mutuality of interest, and (c) to gain satisfaction from their relationships. Presentation Title | September 2, 2014 | <document classification>

  24. THE GANDHIAN APPROACH : • Gandhi ji can be called one of the greatest labor leaders of modern India. His approach to labor problems was completely new and refreshingly human. He held definite views regarding fixation and regulation of wages, organization and functions of trade unions, necessity and desirability of collective bargaining, use and abuse of strikes, labor indiscipline, workers participation in management, conditions of work. Presentation Title | September 2, 2014 | <document classification>

  25. HUMAN RESOURCE MANAGEMENT APPROACH: • Human resource management (HRM) has become increasingly used in the literature of personnel/industrial relations. The term has been applied to a diverse range of management strategies and, indeed, sometimes used simply as a more modern, and therefore more acceptable, term for personnel or industrial relations management. Some of the components of HRM are: • (i) human resource organization; • (ii) human resource planning; Presentation Title | September 2, 2014 | <document classification>

  26. (iii) human resource systems; • (iv) human resource development; • (v) human resource relationships; • (vi) human resource utilization; • (vii) human resource accounting; • (viii) human resource audit. • This approach emphasizes individualism and the direct relationship between management and its employees. Presentation Title | September 2, 2014 | <document classification>

  27. UNIT 2 EVOLUTION OF INDUSTRIAL RELATIONS AND CURRENT DEVELOPMENTS Presentation Title | September 2, 2014 | <document classification>

  28. INDUSTRIAL RELATIONS IN INDIA : • First Phase: During the first phase, the British Government in India was largely interested in enforcing penalties for breach of contract and in regulating the conditions of world with a view to minimising the competitive advantages of indigenous employers against the British employers. A series of legislative measures were adopted during the latter half of the nineteenth century, which can be considered as the beginning of industrial relations in India Presentation Title | September 2, 2014 | <document classification>

  29. Second Phase: The policy after the First World War related to improvement in the working condition and provision of social security benefits. During the two decades following the war, many laws were enacted for the implementation of the above policy. 'The Trade Disputes Act,1929 sought to provide a conciliation machinery to bring about peaceful settlement of disputes. The Royal Commission on Labor (1929-3 1) made a comprehensive survey of labor problems India, particularly the working conditions in the context of health, safety, and welfare of the workers and made certain recommendations of far-reaching consequences. Presentation Title | September 2, 2014 | <document classification>

  30. Third Phase: After independence, an Industrial Truce Resolution adopted in 1947 at a tripartite conference. The conference emphasized need for respecting the mutuality of interests between labor and capital. It recommended to the parties the method of mutual discussion of all problems common to both, and settle all disputes without recourse to interruption in or slowing down of production. Presentation Title | September 2, 2014 | <document classification>

  31. GOVERNMENT'S ROLE • The main issue in regard to the government's role in industrial relation 15 the degree of state intervention. The industrial relations policy of the government forms part of the broader labor policy. The tenets of this policy, as stated by the National Commission on Labor, are: (i) primacy to the maintenance of industrial place; (ii) encouragement for mutual settlement of disputes through collective bargaining and voluntary arbitration (iii) recognition of the workers' right to peaceful direct action, i.e., strike; and (iv) tripartite consultation. Presentation Title | September 2, 2014 | <document classification>

  32. CURRENT DEVELOPMENTS : • The current developments in the field of industrial relations are basically related to structural changes, acquisitions and mergers, globalizations, liberalizations, and technological changes. Presentation Title | September 2, 2014 | <document classification>

  33. Composition of World Trade Mergers and Acquisitions • In merger, two or more existing companies go into liquidation and a new company is formed to takeover their business. An acquisition arises when there is a purchase by one company of the whole or part of the shares, of the whole or the part of the assets, of another company in consideration for payment in cash or by issue of shares or other securities in the acquiring company or partly in one form and 11artly in the other, The process of merger is the result of agreement and contract between the transferor and transferee companies. Presentation Title | September 2, 2014 | <document classification>

  34. Globalization can be conceptually explained as the process of economic or commercial integration of a company or a country with the rest of the world. The magnitude of such integration will determine the extent of globalization accomplished by the company or the country as the case may be. It is important to note that globalization is not an 'event' but a 'process.' Presentation Title | September 2, 2014 | <document classification>

  35. Privatization • Privatization is one of the major elements of structural adjustment process taking place in different parts of the world. It involves complex social and labor issues. Apprehensions about privatization concern potential loss of present and future jobs. However, there is not enough evidence to suggest that privatization destroys jobs. The trade unions are concerned about privatization due to fears about job loss and potential adverse effects on the dynamics of trade unions and their rights Presentation Title | September 2, 2014 | <document classification>

  36. INDUSTRIAL RELATIONS SCENARIO Observations about the industrial relations scenario in India: • 1) It is increasingly noticed that trade unions do not normally give a call for strike because they are afraid that a strike may lead to the closure of the unit. • 2) Service sector workers feel they become outsiders and are becoming increasingly disinterested in trade union activities. Presentation Title | September 2, 2014 | <document classification>

  37. 3) There is a trend to resolve major disputes through negotiations at bipartite level. The nature of disputes demands is changing. Instead of demanding higher wages, allowances or facilities, trade unions now demand job security and some are even willing to accept wage cuts or wage freezes in return for job protection. Disputes relating to non-payment of wages or separation benefits are on the rise. 4) The attitude of the Government, especially of the Central Government, towards workers and employers seems to have undergone a change. Now, permissions for closure or retrenchment are more easily granted. Presentation Title | September 2, 2014 | <document classification>

  38. 5) The conciliation machinery is more eager to consider problems of employers and today consider issues like increase in productivity, cost reduction, financial difficulties employer, competition, market fluctuations, etc. They are also not too serious in implementing the awards of labor courts awarded long back alter protracted litigation against employers wherein reinstatement or regularization of workers was required. • 6 ) The industrial relations machinery is not pursuing seriously the recovery proceedings against employers who could not pay heavy dues of workers, if the financial position of the employer is very bad. • 7) The labor adjudication machinery is more willing to entertain the concerns of industry. Presentation Title | September 2, 2014 | <document classification>

  39. UNIT 3 CONSTITUTIONAL AND LEGAL FRAMEWORK OF INDUSTRIAL RELATIONS: CONVENTIONS, ID ACT, TRADE UNION ACT Presentation Title | September 2, 2014 | <document classification>

  40. Labor is in the concurrent list of the Constitution on which both the Centre as well as the States have the power to make laws. Article 254 has been enacted to clarify the position. Normally, as laid down in Clause (1), in case of any repugnancy between the Union and the State legislation. Presentation Title | September 2, 2014 | <document classification>

  41. Article 39 accentuates the basic philosophy of idealistic socialism, which is enshrined in the Preamble of the Constitution. It provides a motivation force to the directive principles by laying down that the State shall direct its policy towards equal pay for both men and women. • Article 41 lays down that the State shall, within the limits of its economic capacity and development, make effective provision for securing the right to work, to education and to public assistance in cases of unemployment, old age, sickness and disablement, and in other cases of undeserved want. Presentation Title | September 2, 2014 | <document classification>

  42. Article 42 enjoins the state government to make provision for securing just and humane conditions of work and for maternity relief. • Article 43 makes it obligatory for the State to secure by suitable legislation or economic organization or in any other manner to all workers, agricultural, industrial, or otherwise, work, a living wage, conditions of work ensuring a decent standard of life and full enjoyment of leisure and social and cultural opportunities. Presentation Title | September 2, 2014 | <document classification>

  43. Article 43-A makes it obligatory on the State to take steps by suitable legislation or otherwise to secure the participation of workers in the management of undertakings and industrial establishments. A brief discussion regarding the extent to which these provisions had been adopted and enforced in our country will be in order. Presentation Title | September 2, 2014 | <document classification>

  44. THE IMPACT OF ILO ON INDUSTRIAL RELATIONS: The aims and objectives of ILO are set out in the Preamble to its Constitution and in the Declaration of Philadelphia (1944), which was formally annexed to the Constitution in 1946. The Preamble affirms that universal and lasting peace can be established only if it is based upon social justice. Presentation Title | September 2, 2014 | <document classification>

  45. The ILO adopted a series of Conventions and Recommendations covering hours of work, employment of women, children and young persons, weekly rest, holidays, leave with wages, night work, industrial safety, health, hygiene, labour inspection, social security, labour-management relations, freedom of association, wages and wage fixation, productivity, and employment. Presentation Title | September 2, 2014 | <document classification>

  46. Economic Growth and Development ROLE OF LAW IN INDUSTRIAL RELATIONS • The three central enactments which have a bearing on industrial relations in our country are: • (a) the Trade Unions Act, 1926; • (b) the Industrial Employment (Standing Orders) Act, 1946; and • (c) the Industrial Disputes Act, 1947. Presentation Title | September 2, 2014 | <document classification>

  47. THE TRADE UNIONS ACT 1926: • The Central Government, after consulting Provincial Governments, drew up a Bill providing for the registration of trade unions, and introduced it in the Assembly on 31st August 1925. It was passed on 25th March 1926, and Indian Trade Unions Act, 1926 was brought into force on 1st June 1927. The Act extends to the whole country. • It is divided into 33 Sections and contains 5 chapters. Certain acts do not apply to registered trade unions, namely: • i) The Societies Registration Act, 1860; • ii) The Co-operative Societies Act, 1912; and • iii) The Companies Act, 1956. Presentation Title | September 2, 2014 | <document classification>

  48. The main object of the Act is to provide for the registration of trade unions and to give registered trade unions a legal and corporate status, and immunity to their officers and members from civil and criminal liability for legitimate trade union activities. Presentation Title | September 2, 2014 | <document classification>

  49. Every application for the registration of a trade union shall be made to the Registrar, and shall be accompanied by a copy of the rules of the trade union and a statement of the following particulars, namely: i) The names, occupations and addresses of the members making the application. ii) The names, occupations and addresses of the place of work of the members of the trade unions making the application. Presentation Title | September 2, 2014 | <document classification>

  50. Rules of a Trade Union • A trade union is entitled to registration only if its executive is constituted in accordance with the provisions of the Act and its rules provide for the following matters: • a) The name of the trade union; • b) The objects for which the trade union has been established; • c) The purposes for which the general funds of the trade union shall be employed; • d) The maintenance of a list of the members of the trade union and adequate facilities for the inspection thereof by the office-bearers and members of the trade union; Presentation Title | September 2, 2014 | <document classification>

More Related