THE INDUSTRIAL DISPUTES ACT, 1947: An Act to make provision for the investigation and settlement of industrial disputes, and for certain other purposes.
It is a universally accepted fact that maintaining industrial peace is of significant importance as it yields higher productivity and arrests industrial unrest.
Conflicts manifest themselves in the form of strikes, poor productivity, absenteeism and attrition. These are symptoms of growing conflicts which the management has to weed out right at the start and remove the discontent amongst their employees.
Relationships can always be complex or they can always be simple depending on your attitude, how you look at it. In a larger scale, definitely it is a complex phenomenon that has to be dealt with utmost care, as feelings and emotions take lead during problem situations and logic and discipline are conveniently forgotten.
Employee participation is the only way to promote industrial democracy and peace. In course of time it becomes a business strategy and takes the shape of self-management when the pressure of management is eased out to a larger extent.
Always remember that the confidence on your workers proves to be the key that opens the door of trust and reciprocation. Workers also understand the storm and turbulence that the management experiences in terms of finance and selling.
Proper training given to the heads of various departments in terms of attitude, language, behavior, presence of mind and employee motivation helps the management to avoid unnecessary conflicts.
Training given to the union leaders of various capacities on the other hand boosts up their confidence and make them feel as “one” with the management. Social relations are always not to be taken for granted as it determines your integrity and success in the business society.
Some golden rules or strategies to make your working smooth and avoid conflicts and strikes. (Works out for both sides)