Q1

Q1) Define the term ‘Industrial Relations’. Relations’. Also Also discuss, in brief, the causes and effects of poor industrial industrial relations. Ans. Industrial Emploerer-emp emplo loee ee relati relations onship hipss that that are co!ere co!ered d specif specifica icall ll under  under  Industrial relations relations- Emplo collecti!e bar"ainin" and industrial relation la#s. $%.in its broadest sense industrial relations is about the  beha!ior and interaction of people at #or&. It is concerned #ith ho# indi!iduals, "roups, or"ani'ations or"ani'ations and institutions ma&e decisions #hich shape the emploment relationship bet#een mana"ement and labor( Industrial relation is defined as relation of Indi!idual or "roup of emploee and emploer for  en"a"in" themsel!es in a #a to maimi'e the producti!e acti!ities. acti!ities. Cause and effects of poor Industrial relations.

*ause +erhaps the main cause or source of poor industrial relations resultin" in inefficienc and labour unrest is mental la'iness on the part of both mana"ement and labour. ana"ement is not sufficientl concerned to ascertain the causes of inefficienc and unrest follo#in" the laisse'-faire polic, until it is faced #ith stri&es and more serious unrest. E!en #ith re"ard to methods of #or&, mana"ement does not bother to de!ise the best method but lea!es it mainl to the subordinates to #or& it out for themsel!es. *ontempt on the part of the emploers to#ards the #or&ers is another maor cause. o#e!er, the follo#in" are briefl the causes of poor industrial relations/ • • • • • • •

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ental inertia on the part of mana"ement and labour0 An intolerant attitude of contempt of contempt to#ards the #or&ers on the part of mana"ement. Inadeuate fiation of #a"e or #a"e structure0  2nhealth #or&in" conditions0 Indiscipline0 3ac& of human relations s&ill on the part of super!isors and other mana"ers0 Desire on the part of the #or&ers for hi"her bonus or DA and the correspondin" desire of the emploers to "i!e as little as possible0 Inappropriate introduction of automation #ithout pro!idin" the ri"ht climate0 2ndul hea! #or&loads0 Inadeuate #elfare facilities0 Dispute on sharin" the "ains of producti!it0

Ans 4 5ome of the maor industrial dispute settlement machiner are as follo#s/ 1. *onciliation 6. *ourt of Inuir 4. 7oluntar Arbitration 8. Adudication. 9his machiner has been pro!ided under the Industrial Disputes Act, 1:8;. It, in fact, pro!ides a le"alistic #a of settin" the disputes. As said abo!e, the "oal of pre!enti!e machiner is to create an en!ironment #here the disputes do not arise at all. E!en then if an differences arise, the udicial machiner has been pro!ided to settle them lest the should result into #or& stoppa"es. In this sense, the nature of this machiner is curati!e for it aims at curin" the aliments. 1. Conciliation:

*onciliation, is a form of mediation. ediation is the act of ma&in" acti!e effort to brin" t#o conflictin"  parties to compromise. ediation, ho#e!er, differs from conciliation in that #hereas conciliator plas onl a passi!e and indirect role, and the scope of his functions is pro!ided under the la#, the mediator  ta&es acti!e part and the scope of his acti!ities are not subect to an statutor pro!isions. *onciliation is the $practice b #hich the ser!ices of a neutral part are used in a dispute as a means of  helpin" the disputin" parties to reduce the etent of their differences and to arri!e at an amicable settlement of a"reed solution.( 9he Industrial Disputes Act, 1:8; pro!ides for conciliation, and can be utilised either b appointin" conciliation officers