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Industrial Relations

Industrial Relations
INDUSTRIAL RELATIONS STRATEGY 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: 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: 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) Put yourself in other man’s shoe to know or understand why the other side has taken that particular “stand” or position and many a time we come to know it is only due to misguided apprehensions, mistaken beliefs or just fear of change that is an inherent quality in humans. They resist change as it is simply their habit. The negotiator who represents your side should be agreeable, affable and he should be able to project your ideas and claims in a proper manner and also he should protect your interest. See to it that he doesn’t fall bait to some attractive offers from the other side. Approach the problems with an “open mind”; don’t give space for rumors and gossips. Let the conversation between you and your opponents (not enemies) be fair and square and straight forward. Also don’t try to beat around the bush as it is a colossal waste of useful time and energy and of course your hard earned money. Consider union as a partner and not a “necessary evil”. You have to “work-with” and “live-with” them. In fact smooth relations make work easier and concern for the welfare and security of your employees make them come closer to you and contribute more in terms of productivity. Identify the anchor persons who can be dealt “in person” to make things easy for both sides and find out what their very idea of negotiation is, to finish the deal with minimum effort. The management must create a sense of belongingness in the minds of employees. Survival and success of an organization depends solely on the very survival and success of their workers who believe that work is...
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Trade Unions

Trade Unions
People Management and Trade Unions Need for Trade Unions Why do employees join trade unions is an important question. Most of the workers are members of any one of the trade unions. One of the major objectives of trade unionism is to promote industrial democracy. This objective is achieved when trade union is “an organization of the workers, for the workers and by the workers”. In practice this rarely happens and instead unions become an oligarchy. Union leaders by and large, show authoritative behavior with less participation, openness and transparency. Decision-making is centralized, elections are often postponed and positions are filled repeatedly by nominations. Rank and file is pampered with promises and seldom gets near to decision-making process. Positions get worse when unions are guided by outside leaders and regulated by the policies of political parties. Ideology of Trade Unions Absence of democratic leadership reduces the effectiveness of trade unions and prevents the development of trade union leadership from among the workers within the industries. In due course, trade unions become obsessed with political ideology or personal interest ousting the welfare of the workers. Before we move on to the functions of trade unions, let us understand the reasons for the existence of such organizations. To get a common platform to air ones views, aims, ideas and feelings and obtain recognition and status among fellow workers. Make use of the principle of unity for the purpose of securing good working conditions, higher economic compensations, better career prospects and welfare needs. Security of employment and protection against calamity of accident, death and social security after retirement. Restrict management action which is against the interest of the workers. Functions of a Trade Union The internal functions of a labor union includes better wage claim, to ensure better working conditions, reasonable work etc.,The external functions include conducting night school, games, sports and other recreational activities. These two functions may be grouped as economic and social functions. Many unions try to capture political power through election, so that they can influence upon the programmes and policies of government in favor of labor. This function is known as political function. Under the legal functions, the interpretation of law takes the major share. A jist of the main purpose of trade organizations: To improve the standard of living and working condition of the workers. To protect the security of workers’ employment. To ensure better health, reasonable working hours and welfare measures. To improve the political status. To raise the vocational status. To bring better participation in the management. To inculcate the feeling of self respect and confidence among worker force. To bring industrial peace and harmony. As long as unionism is considered as an anathema by the management, there will be lack of harmony and mutual trust between the management and labor force. Management must not consider labor unions as a legal obligation as it does not develop faith and goodwill. Instead the union has to be viewed as a partner in trade to live with and work with. Union must also recognize that work is worship and the survival and success of organization depends on the very survival and success of the workforce. Once the team spirit is built up no unreasonable demands will be raised and union leaders must view strikes and lock outs as last resorts to put pressure on management. The Trade Unions Act, 1926- An act to provide for the registration of Trade Unions and in certain respects to define the law relating to registered Trade...
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