ILR UNIT I

7/31/2019 ILR UNIT I

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UNIT 1



J.T. Dunlop defines industrial relations as “the

complex interrelations among managers,

workers and agencies of the governments”

Dale Yoder “industrial relations is the process of

management dealing with one or more unions

with a view to negotiate and subsequently

administer collective bargaining agreement or

labour contract”.



In the broad sense, industrial relations cover all

such relationships that a business enterprise

maintains with various sections of the society

such as workers, state, customers and public

who come into its contact.

In the narrow sense, it refers to all types of

relationships between employer and employees,

trade union and management, works and union



HUMAN RELATIONSINDUSTRIALRELATIONS

The term „human relations‟

lays stress upon the

processes of inter-personal

relationships among

individuals as well as thebehavior of individuals as

members of groups.

The term „industrial

relations‟ is used widely in

industrial organizations and

refers to the relations

between the employers andworkers in an organization,

at any specified time.



It establishes industrial democracy

It contributes to economic growth and

development

It improves morale of he work force

It ensures optimum use of scare resources

It discourages unfair practices on the part of both

management and unions



To work in the direction of establishing and

maintaining industrial democracy.

To ensure workers‟ participation in decision-

making.

To increase the morale and discipline of workers.

It prompts enactment of sound labour legislation

It facilitates change



To ensure better working conditions, living

conditions and reasonable wages.

To develop employees to adapt themselves for

technological, social and economic changes.

To make positive contributions for the economic

development of the country



The scope of industrial relations includes all

aspects of relationships such as

a.Bringing cordial and healthy labour

management relations

b. Creating industrial peace

c. Developing industrial democracy



To bring better understanding and cooperation

between employers and workers.

To establish a proper channel of communication

between workers and management.

To ensure constructive contribution of trade unions.

To avoid industrial conflicts and to maintain

harmonious relations.

To safeguard the interest of workers and the

management.



Mental inertia on the part of

management and labour

An intolerant attitude of contempt of

contempt towards the workers on the

part of management.

Inadequate fixation of wage or wage

structure

Unhealthy working conditions

Indiscipline



Lack of human relations skill on the part of

supervisors and other managers

Desire on the part of the workers for higher bonus or

DA and the corresponding desire of the employers to

give as little as possible

Inappropriate introduction of automation without

providing the right climate



Unduly heavy workloads

Inadequate welfare facilities

Dispute on sharing the gains of productivity

Unfair labour practices, like victimization and

undue dismissal

Retrenchment, dismissals and lock-outs on the

part of management and strikes on the part of

the workers



Inter-union rivalries; and

General economic and political environment,

such as rising prices, strikes by others, and

general indiscipline having their effect on the

employees‟ attitudes.



Trade Union

• “A continuous association

of wage-earners or

salaried employees for

maintaining the conditions

of their working lives and

ensuring them a better

and healthier status in

industry as well as in the

society”.

Organized Labour

• Organized Labour‟ is

used to distinguish

workers/ employees who

are members of trade

unions or employee

association from those

who are unorganized, i.e.

who are not members of

any union.

Labour Movement

• The term „Labour

Movement‟ is generally

applied to all the various

types of long-term

association of workers /

employees that the

formed in industrialized or

industrializing economies



In Mumbai, as early as in 1975, a movement was started under

the leadership of Sorabji Shapurju.

Protested against the appealing conditions of the factory workers

and appealed for introduction of adequate legislation to prevent

them.

The credit of laying the foundation of the organized labour

movement in India is at time accorded to Mr. N.M. Lokhande, a

factory worker.

An agitation was organized by him a 1984 in Mumbai.

This resulted in certain amenities being extended to the mill

workers which led to the organization of the Mumbai Milhands



Organized labour movement in India started at eh

end of the First World War.

Rising prices, without a corresponding increase in

wages, despite the employers making huge profits,

led to a new awakening.

Strikes during 1919 to 1922

Fueled by Russian Revolution, establishment of the

ILO , All-India Trade Union Congress



SocialWelfare

Period from1875-1918

Early TradeUnion

Period from1918-1924

Left WingTrade

Unionismperiod from

1924-1934

TradeUnion UnityPeriod from1935-1938

SecondWorld war

period from1939-1945

PostIndependence Period

from 1947-

Date



All-IndiaTradeUnion

Congress(AITUC)

IndianNationalTradeUnion

Congress(INTUC )

HindMazdoor Sangha(HMS)

United

TradeUnion

Congress(UTUC)



• Reformist

• Revolutionary

ACCORDINGTO PURPOSE

• Craft Union

• Staff Union• Industrial Union

ON THE

BASIS OFMEMBERSHIPSTRUCTURE



Belief to get wages increased and maintained at

a reasonable standard

Collective strength

Proper maintenance of labour-management

relations



MembersOrganizatio

nUnion Society



Multiplicity of Trade Unions and Inter-unionRivalry

Small Size of Unions

Financial Weakness

Leadership Issues

Politicalisation of the UnionsProblems of Recognition of Trade Unions



International Trade Union

Organization

World Federation of Trade Unions

(WFTU) World Confederation of Labour

(WCL)

International Confederation of

Free Trade Unions (ICFTU)

International Labour Organization

(ILO)



Voluntarily adopted inter-union “code of conduct”

on May 21,1958 for harmonious inter union

relations by

1. Indian National Trade Union

Congress (INTUC )

2. All-India Trade Union Congress

(AITUC)

3. Hind Mazdoor Sangha (HMS)



Every employee in Industry shall have freedom and right

to join a union of his own choice

There shall be no dual membership

There shall be unreserved acceptance of and respect for

the democratic functioning of trade unions

Casteism, communalism and provincialism shall be

eschewed

Regular and democratic elections of executive bodies

No violence, coercion, intimidation in inter union dealing



Explain about the Trade Union/Labour

bodies/Association of any Company of your

choice. [ppt or written or typed]

ILR UNIT I

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