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MS-24 JAN JUNE 2016 SOLVED ASSIGNMENT

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Dharmendra Sikarwar

This document provides information about workers participation in management in India. It begins with explaining the concept of workers participation in management, which implies the mental and emotional involvement of workers in enterprise management. The historical development of workers participation in India is then described. It started being advocated for in the Industrial Policy Resolution of 1956 to share managerial powers with workers. The document then discusses the objectives of workers participation in management, such as increasing productivity, giving employees a better understanding of production processes, and satisfying workers' desire for self-development. Finally, the document discusses workers involvement practices at an organization the author is familiar with, providing specific examples.

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SAMPLE MS-24 ASSIGNMENT JAN JUNE 2016 Course Code MS - 24 Course Title Employment Relations Assignment Code MS-24/TMA/SEM - I/2016 Assignment Coverage All Blocks MBA Help Material Provided by Unique Tech Publication Unauthorized copying, selling and redistribution of the content is prohibited. This Material is provided for your reference only. The utility of this content will be lost by sharing. Please do not share this material with others. To know price of this assignment & For more inquiry visit: http://ignousolvedassignmentsmba.blogspot.in/ Dharmendra Kumar Singh Email us- ignou4you@gmail.com School of Management Studies INDIRA GANDHI NATIONAL OPEN UNIVERSITY MAIDAN GARHI, NEW DELHI – 110 068
This is sample copy, Only for viewing. You cannot copy or take print of this copy. 1. Describe the Industrial relations in India. Discuss the current developments in industrial relations and high light the current issues and challenges in Industrial relations with suitable examples. Concept of Industrial Relations: The term ‘Industrial ---------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------indirectly from union-employer relationship. Industrial relations are the ------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------interactions are mediated. Industrial relations in India A study of modern industrial relations in India can be made in three distinct phases. The first phase can be considered to have commenced from about the middle of the nineteenth century and ended by the end of the First World War. The second phase comprises the period thereafter till the attainment of the independence in 1947, and the third phase represents the post- independence era. First Phase : During the ---------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------relations in India. The close of the First World War ----------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------1920 was another significant event in the history of industrial relations in our country. Second Phase: The Policy after the -------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ----------------------------------------------------------------------------------------Act (1923), the Trade Unions Act (1926) and the Trade Disputes Act (1917). During the Second war, employers made enormous profits. The workers demanded a share in them. Bonus and dearness allowance were granted to them but as money wages did not increase in proportion to the rise in prices. The years immediately following the war were the most disturbed years from the point of view of the pattern of Industrial relations in India. In 1946 the Industrial Employment (Standing orders) Act and the Industrial Disputes Act, 1947 provided for the settlement of disputes. Third Phase: Immediately after ------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------been prevalent everywhere. Govt. has emerged as an
arbitrator between management and workers. It is in this context that the Industrial Disputes Act of 1947 deserves importance. During the second five year -------------------------------------------------------------- were evolved which evolved which formulate the need based minimum wage, wage boards, guidelines on rationalization, code of discipline, code of conduct, scheme for workers participation in management. Evolution of Industrial Relations Policies 1. In pre-independence India State intervention in labour/ ------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------ (Disputes) Act of 1860. These Acts aimed at protecting the social system against labour rather than protecting labour against the social system. Deterioration in working ---------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------- (1920) and demands for higher wages, improved working conditions led to serious industrial troubles and labour problems. The beginning of industrial relations dynamics can be traced back to the inception of the Indian Labour Conference as far as 1942 by B.R. Ambedkar, ------------------------------------------------------------------------------------------------ labour on a common platform as consultative tripartite forum for all matter of labour policy and industrial relations was accepted. 2. In Post-Independence India The Industrial Disputes Act (1947) provided for i. The establishment of a ------------------------------------------------------------------------------------ of certain authorities like the Works Committee, Conciliation Officers, Industrial Tribunals, Labour Courts: ii. Making an award of a ------------------------------------------------------ on the parties and legally enforceable. This Act seeks: i. The prevention and settlement of ------------------------------------------------, arbitration and adjudication. ii. To prohibit strikes ------------------------------------------------------------- and adjudication proceeding. In 1950, two bills were brought by the ---------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------------------------were empowered to certify unions as sole bargaining agents. Recent developments in the field of industrial relations in India The current developments in the field of industrial relations are basically related to structural changes, acquisitions and mergers, globalization, liberalization, and technological changes. Structural Changes The main aspects of the structural changes having an impact on the industrial relations system in the country could be mentioned as: 1. Production ------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------the industrial relations system in the country as it has limited its institutions and practices to the formal organized sector in the large-sized units. As such, the system has come under pressure to adjust and adapt to the challenges of growth of 'small and medium units and shift its employment In favor of unorganized sector.
2. Globalization and ------------------------------------------------------------------------------- of displacement of labour, i.e., job losses, destabilizing the wage structure, and n shift in skill /occupation composition of labour. 3. Ascendancy in managerial rights and the weakening of trade unions gave greater flexibility to management in utilization of labour and in handling industrial conflict. ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- Development in the field of industrial relations: 1) A new context: In Europe, ------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- in recent years. There changes have led to an urgent need for a change in the fabric of IR. 2) Trade unions: Trade union plays a --------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- ----------re structing policies of labour government.
3) Decline in Manufacturing and post paradigm. --------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- ----------------------------traditional workplaces. These change described above have not taken place to the some degree in all countries, but are indicative of the trends in most of them. 4) Quality of working life (QWL): During the 1980s there has been a greater concern for the QWL and productivity. ---------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------- of success. QWL has been instrumental in promoting a number of human resources policies that were aimed at getting productivity increases as well as cooperation during the process of introducing changes in technology. 5) Crises Response: The economic crises ---------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- ---------------, under industrial relations, trade union, disciplines collective bargaining, employee empowerment, technological change and anticipative management. -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------- Approaches to industrial --------------------------------------------------------- Industries are as follows the rules as given below in the chart : According to my opinioun following the effective approaches for industrial realations with respect to visiting Tata Steel and Iron Company at Jamshedpur
Strong and Stable Union: A ---------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------------the terms and conditions of service. Mutual Trust: Both --------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ---------------------------------------------------------------------and other peaceful methods of settling disputes. Workers’ Participation in Management: The participation of workers in the management of the industrial unit should be encouraged by making effective use of works committees, joint consultation and other methods. This will improve communication between managers and workers, increase productivity and lead to greater effectiveness. Mutual Accommodation. The employers ----------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------blackmail the workers. Sincere Implementation of Agreements. The management should sincerely implement the settlements reached with the trade unions. The agreements between the --------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------- environment of uncertainty is created. To avoid this, efforts should be made at both ends to ensure the follow up of the agreements. Sound Personnel Policies: The following points should be noted regarding the personnel policies. The policies should be: o Formulated in ------------------------------- are to be implemented effectively. o Clearly stated so that there is no confusion in the mind of anybody. o Implementation of the ---------------------------------------------- to ensure fair treatment to each worker. o Government’s Role: The Government should play an active role for promoting industrial peace. It should make law for the compulsory recognition of a ------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------of the business, the employees, the consumers and the nation. The management must recognize the rights of workers to organize unions to protect their economic and social interests. 2. Explain the obligations, rights and functions of trade unions. Discuss the present position of trade unions in India. What are your suggestions for strengthening of trade unions in India? The trade union, through its -------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------------------. The most common purpose of these associations or unions is "maintaining or improving the conditions of their employment". Obligations of registered trade unions 1. The general funds of a ------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------------------------------------------------up a separate political fund for furtherance of civic and political interest of members. Contribution to this fund is not compulsory. 2. The account books and membership register of the union should be kept open for inspection by any of its office- bearers.
3. A copy of every --------------------------------------------------------------------------------------- to the Registrar within 15 days of making the alteration. 4. An annual statement of receipts and -------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------showing changes in office bearers during the year and a copy of the rules as amended up to date. Offence Penalty 1. If the --------------------------------------------------------------------- -------------------------------------------------------------------------- statement as required under the Act. Fine up to ---------------------------------------------- ---------------------------------------- continuing offence. (Maximum fine imposable Rs. 50) 2. If any --------------------------------------------------------------------- ------- annual statement of the union or its rules. Fine up to ------------------------------- 3. If any person, with ----------------------------------------------------- --------------------------------------------------------- prospective member. -----------------------------------. 200. Trade Union Rights Trade union at work and Collective Bargaining Trade unions ------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------violation of this principle). Freedom to join and form a union Freedom of association -------------------------------------------------------------------------------------------------------. Employees may not be put at a disadvantage when they are active in the trade union outside working hours. Right to strike Workers have the right to strike in order to --------------------------------------------------------------------------------------- and corollary to the right to organize and unionise provided in ILO convention 87. Unions assist with human rights issues within the employment context by:  guiding a member who ---------------------------------------------------------------- complaint resolution process;  ----------------------------------------------------------------- resolve a complaint;  advocating ------------------------------------------------------ of the member;  helping a member file a -------------------------------------------------- rights issue;  helping a ----------------------------------------------------------------------------------- Human Rights Commission; and  making a policy ------------------------------------- behalf of the union's members. The union must provide ----------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------made a human rights complaint against the union still has the right to the services normally offered by the union. At present there are twelve Central Trade Union Organizations in India:
 All ------------------------------------ (AITUC)  Bharatiya ----------------------------------------------  Centre of Indian ----------------------------------------------  Hind --------------------------- Panchayat (HMKP)  Hind Mazdoor ---------------------------------------------  Indian ------------------------------------------------------------- (IFFTU)  Indian ---------------------------------------------------------------------)  National Front of -----------------------------------------------------------------  ----------------------------------------------------------------------------- (NLO)  Trade -------------------------------------------------------------- (TUCC)  United Trade Union ---------------------------------------------------------------  United Trade Union Congress - ----------------------------------------- Functions of Trade Unions Trade unions have a number of functions, some of which have been more prominent than others at different periods in history. But over the course of time trade unions have developed five principal functions. These are respectively: a service function; a representation function; a regulatory ---------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------------------------------------in 2004 where the trade unions and the Labour Party concluded a deal on the shape of a possible third term Labour government. Trade union at NTPC- NTPC Limited, a Public Sector Unit (PSU------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------2007–2008. It has set new benchmarks for the power industry, in the areas of both power plant construction and operations. The Government of India has even identified NTPC as one of the 'Navratna' (which means 'nine jewels') companies of Indian public sector. The backbone of NTPC is its human ------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------------------------------, it was adjudged the third-most great place to work by the Grow Talent Company in their 'Great Places to Work' study in 2004. There are around 1200 employees at Unchahar ----------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------. Thus the role of trade unions assumes critical significance in the success of the Power Station. At the national level, union-management relations ------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------------------------------------------------on the other. Functions of Trade Unions at NTPC:-
Primary Functions ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- Value Addition and New Functions In addition ---------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------from providing legal and financial advice to improving skills. These new functions of trade unions in NPTC (also called ancillary functions can be categorized into the following groups: i. Communication Many large --------------------------------------------------------------------------------------------------- aim of clarifying their policy or stance on certain principal issues, as well as to pass on information about their activities. ii. Welfare activities Many unions are engaged in a --------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------------- [SEWA]) and has even started banking activities for this purpose. iii. Education Education ----------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------and systems that exist in the workplace for redressing grievances. iv. Research Union negotiators need updated ------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------------------------on practical problems, especially day-to-day affairs at work. My suggestions for strengthening the Trade Unions in India If the trade union movement is -------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ----------------------------------------------------------------------------------to the working class. Some measures that can strengthen --------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ---------------------------------------------------------------------------------------, a necessity because “Unity is the strength”. Unity in trade unions can be stricken and maintained in different ways: 1. All workers should join ----------------------------------------------------------------------------------------- different political affiliations should have one policy, one programme, one objective and one objective and one method for the labour movement.
2. Free from political Influence: At present, trade -------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------- having qualities such as literate, organizing capacity, hardworking, cool in temper and patience. 3. Workers’ Education: Trade --------------------------------------------------------------------------- now high time for trade unions to assume the responsibility of inculcating in the workers a sense of discipline and responsibility to perform their jobs satisfactorily. 4. Adequacy of funds: Particularly, small------------------------------------------------------------------------------------------- --------------------------------------------- prolong and ended in failure. Therefore, the maintenance of strike funds by the union is a necessity. 5. Welfare Activities for Workers: -------------------------------------------------------------------------------------------------- ----------------------------------------------------------------------- children, crèches at work place, night school for adults, reading rooms, libraries, co-operative stores, gymnasiums, etc. 6. Formation of craft --------------------------------------------------------------------------------------- amalgamate in to an industrial union Formation of centre cum-industry and national industrial federation should be encouraged. 7. Steps should be taken to --------------------------------------- ex-employers should not be treated as outsiders. 8. Unity in the trade union movement has to grow from within. 9. Collective ---------------------------------------------------------------- of settlement of disputes. 10. An independent authority for -------------------------------------------------. (The Second National Cornmission on Labour (2002) made a similar suggestion.) -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------- These are some suggestions from me for strengthening the Trade Unions in India. 3. Explain the concept and objectives of Workers Participation in Management (WPM). Describe the historical development of workers participation in management. Discuss the workers involvement practices of an organization with which you are familiar. Concept of Workers Participation in Management (WPM)- Worker's------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ --------------------------------------------------------------------------------------------------------to Management which brought about a new set of values to labor and management. Workers' participation in management implies mental and emotional involvement of workers in the management of Enterprise. It is --------------------------------------------------------------------------------------------------------. It is a process by which authority and responsibility of managing industry are shared with workers. In India, according to the Industrial Policy Resolution 1956, the aim of the government in advocating workers’ participation in management is “a part of its ----------------------------------------------------------------------- the managerial powers by workers in considered necessary”. The purposes which workers’ participation in management try to achieve, in the words of the Second Five year Plan, are:
(a) Increasing productivity ------------------------------------------------------ employees and the community; (b) Giving employees a better ------------------------------------------------------------------- the process of production; and (c) Satisfying the workers urge for self------------------------------------------------------------- and increased co-operation. It is a means of giving the workers an opportunity to ---------------------------------------------------------------- firm’s objective. Objectives of Workers Participation in Management (WPM)- Workers Participatory -------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ----------------------------------------------------------------------the main objectives to introduce participative style of management in organizations:  To Make Best Use of Human Capital: -------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------ideas and suggestions to improve business processes and create a better working environment.  To ------------------------------------: When employees have a say in decision making process, it gives them a psychological ----------------------------------------------------------------------------, create a proper channel of communication and find practical solutions to design better organizational processes.  To Retain the Best Talent: Workers Participatory management is one of the most effective strategies to retain the best talent in ----------------------------------------------------------------------------------------- making process. Once they are valued by their seniors, they stick to the organization and become management’s partners in meeting specific goals and achieving success.  To Increase Industrial Productivity: In today’s competitive world, motivation, job security and high pay packages are not --------------------------------------------------------------------------- of authority, industrial democracy and employee say in decision making are important to increase annual turnover of any organization.  -------------------------- Relationship: Workers Participatory from of management is an unbeatable tact to establish and --------------------------------------------- of an organization depends on its human resources. Employee empowerment ------------------------------------ and motivate to give them their best to the organization.  To Maintain a Proper Flow of Communication: Two------------------------------------------------------------------------ ------------ ensures proper flow of communication in the ------------------------------------------------------------------------ to strengthen the organization by contributing their best to improve business processes. Workers ------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------- for the management as it ensures tremendous improvement in work culture within the organization as well as increase in its productivity. Historical development of workers participation in management- Workers’ Participation in Management before Independence: The workers’ ------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ --------------------------------------------------------------------------------------------------------------and that both should, therefore, share in its property. He said that there -------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ -------------------------------------------------------------------------------------------------------------------joint discussions and consultations. Therefore, the Ahmedabad Agreement ------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ --------------------------------------------------------------------------------------------------------------------------------------------Iron and Steel Company, Jamshedpur. Since then, there is no looking back in this direction.
While supporting the need for ----------------------------------------------------------------------------------------------------------------- committees be set up, but strong trade unions be developed and labour officers be appointed. Along with the works --------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------and the Industrial Disputes Act, 1947. Workers’ Participation in Management after Independence: In fact, the first major --------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------for WPM in these words: “The State shall take steps, by suitable legislation, or in any other way, to secure the participation of workers in management of undertakings, establishments or other organisations engaged in an industry”. The First Five-Year Plan ------------------------------------------------------------------------------------ participation in management. For example, the Second Five-Year Plan’ stressed the need for WPM in the following words: “It is necessary in this context that the ------------------------------------------------------------------------ a progressive state. The creation of industrial democracy, therefore, is a prerequisite for the establishment of a socialist society”. The Government of India set up a ‘------------------------------------------------------------------------------------------------------------ ----------------------------------------------- of WPM in the UK, Sweden, France, Belgium, West Germany and Yugoslavia and make recommendations for the Indian case. The Group submitted ----------------------------------------------------------------------- recommendations: 1. WPM schemes should be ------------------------------------------------------------------------- a voluntary basis. 2. A sub-committee consisting ------------------------------------------------------------------------------------------------ should be set up for considering the WPM in India. The above recommendations, ------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ---------------------------------------------------------------------------------------------------------------------------------labour and management for the establishment of the Joint Management Councils (JMCs) which would have the following three sets of functions: First, to fulfill its ------------------------------------------- Second, to -------------------------------------------------------- matters. Third, -------------------------------------------------------- responsibilities. Besides, the Seminar on Labour --------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------Scheme 1970 also provided for the appointment of worker director to their Board. One director was from among employees (who are workmen) and another from among officers for tenure of 3 years. Thus up to July 1975, there had --------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------
------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------as one of the Directive Principles of State Policy. In June 1977, the Government of India set up a high-powered Expert Committee on Companies and MRTP Acts under the Chairmanship of Rajinder Sachar with terms of reference to: (i) Consider the ------------------------------------------------------------------- and MRTP Act and (ii) To suggest measures ------------------------------------------------------------------------------------------------. The Sachar Com- mittee submitted its report in August 1978. Meanwhile, the Janata -------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------employers and some of the States and professional institutions of management. The strength of ----------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ----------------------------------------------------------------------------------------------------------------establishments and undertakings The Committee submitted its ------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ---------------------------------------------------------------------------------------------------------------------------------, be public or private, employing 500 or more workers. The Government accepted the ----------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ----------------------------------------------------------------------------------------------------------------------------------30th December, 1983. The salient features of the scheme were: 1. The scheme will be non-legislative. 2. It will ------------------------------------------------------------------------ specifically exempted. 3. It envisaged -------------------------------------------------------------------------- and plant levels. 4. The mode of ------------------------------------------------------------------------------- with the concerned unions. 5. A wide range of work ----------------------------------------------------------------------- of the councils. However, a host of constraints ------------------------------------------------------------------------------------- on the part of workers about the scheme, etc., served as stumbling blocks in the successful working of the scheme. Participation of workers in management bill 1990 (Bill No. XXVIII of 1990): So far, all the ----------------------------------------------------------------------------------------------- which failed to provide meaningful participation to workers in management. To remedy the situation---------------------------------------------- a Bill in the Parliament on 25th May 1990 to provide for: 1. Meaningful -------------------------------------------------------------------------- establishments. 2. Formulation of scheme specifying criteria regarding nomination of representatives from workers. 3. The principle of ----------------------------------------------------------------------------- floor and establishment level councils. 4. Rules for ------------------------------------------------ 5. Deletion of ----------------------------------------------------------------------- Act, 1947. 6. Rules for appointment of Inspector. 7. Imprisonment up to 2 years ------------------------------------------------------------------------ the provisions. Example-
The organization I am referring is Tata Iron and Steel Company. Since Tata Iron and Steel Company are the pioneers in establishing joint consultation in India, it is worthwhile to look at workers' participation at TISCO. The Company seeks to ------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------------of the neighbouring communities. Closer association of employees with ------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------). The specific functions of these three bodies were as follows: JDCs were “to study operational ------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------conditions also fell within their purview.” JWCs were “ to discharge special function of ---------------------------------------------------------------------------------- such as Suggestion Box Committee, Safety Committee, Canteen Managing Committee, etc.” JCCM was given the task of advising management on production and welfare and also looking at matters referred to by JDCs and JWCs ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- In order to ensure that these committees did not overlap the functions of other committees, separate task groups were formed. Special courses were offered t prepare both management and union representatives to effectively utilize the facility. TISCO's experience with ----------------------------------------------------------------------------------------- discussed a total of 14,104 suggestions of which 70.3 per cent have been implemented. These suggestions have covered a wide range of topics and issues, but the most important point t remember, perhaps, is that the councils have been successful in involving workers equally in the process of production. 4. Explain the meaning and content of the grievance. Describe the grievance mechanism of an organization you are familiar with. Discuss various approaches of grievance resolution, in your opinion which approach is most effective? Meaning and content of the grievance Grievance may be ------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------discontentment and dissatisfaction arises. This dissatisfaction must crop up from employment issues and not from personal issues. Grievance may result from the following factors-  Improper working ---------------------------------------------------- workplace, bad relation with managers, etc.  Irrational management ---------------------------------------------------------------------------- salary structure, etc.  ----------------------------------------------------------------------- rules and practices
It can be broadly defined as "----------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------thinks, believes or even feels as unfair, unjust or inequitable." (Prof. Jucius). This definition predicates that the grievance: (a)It can be ----------------------------------------------------- employee; (b) It is ------------------------------------------------------------; (c)It is --------------------------------------------------------------------------- baseless, and (d)It must have ---------------------------------------------------------------- relationship. In the modern management ------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------------------are fulfilled. They are normally - A shared culture - ------------------------------------------- - Scope ---------------------------------------- and - A feeling of ------------------------------------ The organization I aware of is Tata Steel:- A Fortune 500 ------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------of its people, its innovative approach and overall conduct. Tata Steel is of the opinion that people are its greatest asset and has therefore adopted the best practices for its employees. Grievance Handling Mechanism: -------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ----------------------------------------------------------------------------------------is not arrived in the previous stage. These are further referred to the Central Works Committee. A grievance can be of any type ranging from problems regarding promotion to discharge and dismissal, and suspension but it is mandatory that the grievance should be work related and not personal. Grievances stem from -------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------breeding grievances. At Tata Steel, Standing ------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------carried out mainly for petty issues. It is an online process and goes by the name of “Sama dhan” The Formal grievance resolution is divided into three stages, with each stage being reached when a solution is not arrived in the previous stage. Responsibilities 1. Employees are responsible for filling up --------------------------------- reasons and submit it to the concerned authority. 2. Sectional Manager/Sr. manager -------------------------------------------------------------------------------------------------- ------------------------------------------------------------------- in the form and return it to employee. They are also responsible for taking the appropriate action 3. Head of Department (HOD) is ------------------------------------------------------------------------ employee and supervisors concerned and return back the form with his remarks to the employees.
4. IR ----------------------------------------------------------------------------------- resolution procedure. It is with their assistance that the replies are given back to the employees. They are also the responsible person in Informal grievance resolution --------------------------------------------------------------------------- Samadhan are addresses to the IR managers who need to reply back in stipulated time. To lodge any -------------------------------------------------------------- grievance/complaint redressal mechanism. Employee log into their account by using the given password for their account, subsequently, they go to the Samdhan web page and log in their query in ---------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------to resolve the query, system generated mail shall be sending to the IR manager. On expiry of stipulated time and query still not being closed, a mail shall be send to the head of the IR manager who needs to take appropriate action. Eventually, on expiry of 30 days since the time grievance was logged, if the grievance is still open, a mail is send to the Chief IR Steel. In the other way of informal method, the aggrieved employee can directly approach his shift In charge/sectional ------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------many employees claim to have acquired during the course of a formal grievance redressal procedure. I think the approach followed by Tata Steel is effective and beneficial for both the workers and the company. Approaches of grievance resolution The role of Human Resource department in grievance handling  Improper working ------------------------------------------------------------ relation with managers, etc.  Irrational management policies -------------------------------------------------------------, inappropriate salary structure, etc.  Violation of organizational rules and practices The manager -------------------------------------------------------------------------------------------------------------------------------------- ----------------------------------------------------- grievance management is an essential part of personnel management. The managers should adopt the ---------------------------------------------------- grievance effectively- Quick action- As soon as the ------------------------------------------------------------------------------------------------------------------ ------------------------------------------- will lower the detrimental effects of grievance on the employees and their performance. Acknowledging grievance- The ------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------a conducive work environment with instances of grievance reduced. Gathering facts- The ----------------------------------------------------------------------------------- grievance’s nature. A record of such facts must be maintained so that these can be used in later stage of grievance redressal. Examining the causes of grievance- The ----------------------------------------------------------------- remedial actions should be taken to prevent repetition of the grievance. Decisioning- After identifying ----------------------------------------------------------------------------------------------------------------- ------------------- management policies and procedure should be analyzed and accordingly decision should be taken by the manager. Execution and review- The ------------------------------------------------------------------------------------------------------------------- ------------------, a follow-up must be there to ensure that the grievance has been resolved completely and adequately.
An effective grievance ------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------to express t feelings, discontent and dissatisfaction openly and formally. In my opinioin best approach of grievance handling is : Drawing up a grievance procedure • Involve ---------------------------------------------------------------------------- representatives. • Explain procedures to ----------------------------------------------------- to a copy. Operating -------------------------------------- • Where ---------------------------------------------------------- with line managers. • Employees should ----------------------------------------------------------------------. • Invite the ---------------------------------------------------------------- may be accompanied. • Give the -------------------------------------------------------------------------- say at the meeting. • Respond in ---------------------------------------------------------------------- right to appeal. Appeals • A more senior manager should, -------------------------------------------------------------------------------------------------------------- ----------------------------------------------- the appeal and tell the employee if it is the final stage in the grievance procedure. Records • Written records should be kept for future reference. Write to the --------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ---------------------------------------------------delay. In this situation, you may choose to ask the employee for written representation and make a decision in the employee’s absence. I think interview is the best method for grievance resolution. 5. Explain the impact of specialization, centralization and globalization on new employment relations. Discuss the recent developments in employment relations in an organization you are familiar with. Specialization, centralization and globalization on new employment relations- Some key components of the ------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ --------------------------------------------------------------------------------------------------------------------------ployers began realizing that this was not the most efficient way to organise production in a high-technology society. For example, General -------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------had almost died out by the end of the nineteenth century. Centralization is said to be ------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------” is the systematic and consistent reservation of authority at central points in the organization. The implication of centralization can be:- 1. Reservation ------------------------------------------------ at top level.
2. Reservation of ------------------------------------------------- middle level managers. 3. Reservation of ---------------------------------------------------- of the top level. Under centralization, the ---------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------and orders of the two people. Globalisation, generally defined as a conflation of ideas encompassing free flow of international trade, global technology etc. is widely cited as one of --------------------------------------------------------------------------------------: moving away from a state of predictable security, in terms of one's tenure in an organisation, to the ever-changing, ever-competing reality of flexible careers. Globalisation obliges -------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------are also adopted, namely human resources initiatives, employee involvement programs, teams and quality circles, total quality management etc. Indisputably, globalisation heralds in a new era in the employment relationship by introducing new opportunities and birthing new innovations. It has also been stated that it contributes to economic growth in developed and developing countries, through increased specialisation and via the principle of comparative advantage. According to the --------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ---------------------------------------------------------seem, this 'apocalyptic' statement rings true - innovate or perish! An increase in ------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------by some as the 'individualisation of the employment relationship'. In a nutshell, the effects of the globalisation phenomenon shape the employee’s perceptions of his employment contract and point him towards the 'self-preservation mode', especially during organisational changes like mergers, acquisitions or downsizing. His mantra: "Should I stay or should I go?" is practically and systematically analysed and often devoid of sentiment. Recent developments in employment relations- Globalization and increased ------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------hours results in heavy losses so forget about days or weeks. Disinvestment: - it affects IR in following ways:_  It changes ownership--------------------------------- employment but also in trade union (TU) dynamics.  It changes the work -------------------------------------- and redeployment.  It affects the right of -------------------------------------------------- security, income security, and social security. Trade unions, mgt and government are responding to these challenges through various types of new, innovative, or model arrangements to deal with different aspects of disinvestment like
Making workers the ------------------------------------------- interests (latter is still not in India) Negotiating higher ----------------------------------------------------------------- Safeguarding existing benefits --------------------------------------------------------------- programs, and Proposals for setting up new ------------------------------------------------------ skills provisions for redundant workers. Deregulation: - it is tried to ensure that pubic sector/ government employees receive similar protection as is provided in public/government employment. ----------------------------------------------------------- reduction in pension benefits and an uncertainty concerning future provision of pension benefit due to  The absence of ----------------------------------------  Falling interest rates  Investment of --------------------------------------- Decentralization of IR is seen in terms of the ------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------function normally. This weakens the bargaining power of unions. New actors and the emerging dynamics: - --------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ---------------------------------------------------------------------------------------------a back seat. Hence there is ban on bandh and restrictions even on protests and dharnas. Increasingly Trade unions are getting isolated and see a future for them only by aligning themselves with the interests of the wider society. Pro-labour-pro-investor policies This leads to decline in strength --------------------------------------------------------------------------------------------------------------- ------------------------------------------------------- civil society institutions otherwise they will find themselves dwindling. Declining TU density In government ------------------------------------------------------------------------------------------------------------------------------------ -------------------------------------------------------. New employment opportunities are shrinking in these sectors. In the private sectors particularly in service and software sector, the new, young, and female workers are generally less eager to join unions. Workers ----------------------------------- militancy Due to ------------------------------- In 1980-81 man days ------------------------------- In 1990-91 man -------------------------- Not because of improved IR ------------------------------------------ about the futility of strikes, and concern to survive their organization for their income survival. Trade unions have become --------------------------------------------------------------------------------------------------------------------- ---------------------------------- benefits, Trade unions are pressing for maintenance of existing benefits and protection and claims over non-payment of agreed wages and benefits. Collective Bargaining Level of collective bargaining is shrinking day by day.
In India, while ----------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------evidences that states that had enacted more pro-worker regulations, had lost out on industrial production in general. However, on the upside, the ------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- While most of the strikes and lockouts were in private sector establishments, overall industrial relations had improved, especially between 2003 and 2004, when there was a decline in the number of mandays lost by 6.39 million. Among states, the maximum number -------------------------------------- followed by Tamil Nadu and Gujarat. The sectors which saw instances of industrial disturbance were primarily textiles, engineering, chemical and food product industries. Stressing on the importance of --------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ---------------------------------------------------------------------------to further enhance the ceiling in future by way of notification is already in effect from November 9, 2005. Example 1- (Tata Steel) The organisation I am referring here to support my answer is Tata Steel. “Industrial Relation” is a function of many variables. Some of ----------------------------------------------------------------- machinery, wage determination etc. Tata Steel is the largest steel manufacturer in India with an annual capacity of 23.5 million ton and employees approximately 80,000. Tata Steel ------------------------------------------------------------ Jamshedpur, where its Indian manufacturing operations are largely based. All employees of the ----------------------------------------------------------- rights-based issues through forums for two-way communication, participative management and joint consultations. Non-officers of the Company ------------------------------------------------------------------------------------------------------------------ ---------------------------------------------------------- related to operational changes, production, productivity, quality, safety, welfare, training, etc. are addressed in a timely and effective manner. Free and fair elections via secret ballot are periodically held across all locations for unions representing its workforce. The next election of the Tata Workers’ Union, the largest representative body, is scheduled for early 2012-13. Officers are free to express their --------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------, infrastructure, amenities for employees and creating a safe and healthier work environment are addressed through these meetings. A new HR Desk was launched in 2011-12. A special forum for women’s empowerment addresses issues related to women. Tata Steel’s culture of --------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------, Safety Committees, Communication Meetings and the like. Deeper involvement --------------------------------------------------------------------- achieved through the drill down of Key Performance Indicators under the Total Quality Management process. Example 2- The Organization I am referring to you is Amex India It is an assortment of --------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------------------
------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ---------------------------------------------------------------a good opportunity. The company also scores high on employee freedom at work front. The hallmark of any ------------------------------------------------- of power and authority. "At Amex, we have a four-stage development plan that employees get to create. When employees set their ----------------------------------------- to achieve it," says Rai, talking about the company's four-stage development plan that employees help make, getting a greater say in shaping company policy and direction. At Amex, individual ---------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------also guarantees employee freedom," Power and authority process involves four ----------------------------------------------------------------- through these stages. The following figure shows the stages in the process of delegation of authority. I am sending sample of MS-24 assignment. If you like then you can buy this assignment. We provide excellent assignments. Assignments Code Assignment Name Price (Rs.) MS-24 Employment Relations 130 Following options are available in our below mentioned Account. 1. Click on below link and purchase online from web store This method is very simple. In this method you can purchase assignments like anything you purchases online. Here you can directly pay using your debit card/ credit card/ net banking within seconds. This is a faster method and you will get assignments faster than any other method.
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MS-24 JAN JUNE 2016 SOLVED ASSIGNMENT

  • 1. SAMPLE MS-24 ASSIGNMENT JAN JUNE 2016 Course Code MS - 24 Course Title Employment Relations Assignment Code MS-24/TMA/SEM - I/2016 Assignment Coverage All Blocks MBA Help Material Provided by Unique Tech Publication Unauthorized copying, selling and redistribution of the content is prohibited. This Material is provided for your reference only. The utility of this content will be lost by sharing. Please do not share this material with others. To know price of this assignment & For more inquiry visit: http://ignousolvedassignmentsmba.blogspot.in/ Dharmendra Kumar Singh Email us- ignou4you@gmail.com School of Management Studies INDIRA GANDHI NATIONAL OPEN UNIVERSITY MAIDAN GARHI, NEW DELHI – 110 068
  • 2. This is sample copy, Only for viewing. You cannot copy or take print of this copy. 1. Describe the Industrial relations in India. Discuss the current developments in industrial relations and high light the current issues and challenges in Industrial relations with suitable examples. Concept of Industrial Relations: The term ‘Industrial ---------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------indirectly from union-employer relationship. Industrial relations are the ------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------interactions are mediated. Industrial relations in India A study of modern industrial relations in India can be made in three distinct phases. The first phase can be considered to have commenced from about the middle of the nineteenth century and ended by the end of the First World War. The second phase comprises the period thereafter till the attainment of the independence in 1947, and the third phase represents the post- independence era. First Phase : During the ---------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------relations in India. The close of the First World War ----------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------1920 was another significant event in the history of industrial relations in our country. Second Phase: The Policy after the -------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ----------------------------------------------------------------------------------------Act (1923), the Trade Unions Act (1926) and the Trade Disputes Act (1917). During the Second war, employers made enormous profits. The workers demanded a share in them. Bonus and dearness allowance were granted to them but as money wages did not increase in proportion to the rise in prices. The years immediately following the war were the most disturbed years from the point of view of the pattern of Industrial relations in India. In 1946 the Industrial Employment (Standing orders) Act and the Industrial Disputes Act, 1947 provided for the settlement of disputes. Third Phase: Immediately after ------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------been prevalent everywhere. Govt. has emerged as an
  • 3. arbitrator between management and workers. It is in this context that the Industrial Disputes Act of 1947 deserves importance. During the second five year -------------------------------------------------------------- were evolved which evolved which formulate the need based minimum wage, wage boards, guidelines on rationalization, code of discipline, code of conduct, scheme for workers participation in management. Evolution of Industrial Relations Policies 1. In pre-independence India State intervention in labour/ ------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------ (Disputes) Act of 1860. These Acts aimed at protecting the social system against labour rather than protecting labour against the social system. Deterioration in working ---------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------- (1920) and demands for higher wages, improved working conditions led to serious industrial troubles and labour problems. The beginning of industrial relations dynamics can be traced back to the inception of the Indian Labour Conference as far as 1942 by B.R. Ambedkar, ------------------------------------------------------------------------------------------------ labour on a common platform as consultative tripartite forum for all matter of labour policy and industrial relations was accepted. 2. In Post-Independence India The Industrial Disputes Act (1947) provided for i. The establishment of a ------------------------------------------------------------------------------------ of certain authorities like the Works Committee, Conciliation Officers, Industrial Tribunals, Labour Courts: ii. Making an award of a ------------------------------------------------------ on the parties and legally enforceable. This Act seeks: i. The prevention and settlement of ------------------------------------------------, arbitration and adjudication. ii. To prohibit strikes ------------------------------------------------------------- and adjudication proceeding. In 1950, two bills were brought by the ---------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------------------------were empowered to certify unions as sole bargaining agents. Recent developments in the field of industrial relations in India The current developments in the field of industrial relations are basically related to structural changes, acquisitions and mergers, globalization, liberalization, and technological changes. Structural Changes The main aspects of the structural changes having an impact on the industrial relations system in the country could be mentioned as: 1. Production ------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------the industrial relations system in the country as it has limited its institutions and practices to the formal organized sector in the large-sized units. As such, the system has come under pressure to adjust and adapt to the challenges of growth of 'small and medium units and shift its employment In favor of unorganized sector.
  • 4. 2. Globalization and ------------------------------------------------------------------------------- of displacement of labour, i.e., job losses, destabilizing the wage structure, and n shift in skill /occupation composition of labour. 3. Ascendancy in managerial rights and the weakening of trade unions gave greater flexibility to management in utilization of labour and in handling industrial conflict. ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- Development in the field of industrial relations: 1) A new context: In Europe, ------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- in recent years. There changes have led to an urgent need for a change in the fabric of IR. 2) Trade unions: Trade union plays a --------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- ----------re structing policies of labour government.
  • 5. 3) Decline in Manufacturing and post paradigm. --------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- ----------------------------traditional workplaces. These change described above have not taken place to the some degree in all countries, but are indicative of the trends in most of them. 4) Quality of working life (QWL): During the 1980s there has been a greater concern for the QWL and productivity. ---------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------- of success. QWL has been instrumental in promoting a number of human resources policies that were aimed at getting productivity increases as well as cooperation during the process of introducing changes in technology. 5) Crises Response: The economic crises ---------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------- ---------------, under industrial relations, trade union, disciplines collective bargaining, employee empowerment, technological change and anticipative management. -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------- Approaches to industrial --------------------------------------------------------- Industries are as follows the rules as given below in the chart : According to my opinioun following the effective approaches for industrial realations with respect to visiting Tata Steel and Iron Company at Jamshedpur
  • 6. Strong and Stable Union: A ---------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------------the terms and conditions of service. Mutual Trust: Both --------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ---------------------------------------------------------------------and other peaceful methods of settling disputes. Workers’ Participation in Management: The participation of workers in the management of the industrial unit should be encouraged by making effective use of works committees, joint consultation and other methods. This will improve communication between managers and workers, increase productivity and lead to greater effectiveness. Mutual Accommodation. The employers ----------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------blackmail the workers. Sincere Implementation of Agreements. The management should sincerely implement the settlements reached with the trade unions. The agreements between the --------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------- environment of uncertainty is created. To avoid this, efforts should be made at both ends to ensure the follow up of the agreements. Sound Personnel Policies: The following points should be noted regarding the personnel policies. The policies should be: o Formulated in ------------------------------- are to be implemented effectively. o Clearly stated so that there is no confusion in the mind of anybody. o Implementation of the ---------------------------------------------- to ensure fair treatment to each worker. o Government’s Role: The Government should play an active role for promoting industrial peace. It should make law for the compulsory recognition of a ------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------of the business, the employees, the consumers and the nation. The management must recognize the rights of workers to organize unions to protect their economic and social interests. 2. Explain the obligations, rights and functions of trade unions. Discuss the present position of trade unions in India. What are your suggestions for strengthening of trade unions in India? The trade union, through its -------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------------------. The most common purpose of these associations or unions is "maintaining or improving the conditions of their employment". Obligations of registered trade unions 1. The general funds of a ------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------------------------------------------------up a separate political fund for furtherance of civic and political interest of members. Contribution to this fund is not compulsory. 2. The account books and membership register of the union should be kept open for inspection by any of its office- bearers.
  • 7. 3. A copy of every --------------------------------------------------------------------------------------- to the Registrar within 15 days of making the alteration. 4. An annual statement of receipts and -------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------showing changes in office bearers during the year and a copy of the rules as amended up to date. Offence Penalty 1. If the --------------------------------------------------------------------- -------------------------------------------------------------------------- statement as required under the Act. Fine up to ---------------------------------------------- ---------------------------------------- continuing offence. (Maximum fine imposable Rs. 50) 2. If any --------------------------------------------------------------------- ------- annual statement of the union or its rules. Fine up to ------------------------------- 3. If any person, with ----------------------------------------------------- --------------------------------------------------------- prospective member. -----------------------------------. 200. Trade Union Rights Trade union at work and Collective Bargaining Trade unions ------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------violation of this principle). Freedom to join and form a union Freedom of association -------------------------------------------------------------------------------------------------------. Employees may not be put at a disadvantage when they are active in the trade union outside working hours. Right to strike Workers have the right to strike in order to --------------------------------------------------------------------------------------- and corollary to the right to organize and unionise provided in ILO convention 87. Unions assist with human rights issues within the employment context by:  guiding a member who ---------------------------------------------------------------- complaint resolution process;  ----------------------------------------------------------------- resolve a complaint;  advocating ------------------------------------------------------ of the member;  helping a member file a -------------------------------------------------- rights issue;  helping a ----------------------------------------------------------------------------------- Human Rights Commission; and  making a policy ------------------------------------- behalf of the union's members. The union must provide ----------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------made a human rights complaint against the union still has the right to the services normally offered by the union. At present there are twelve Central Trade Union Organizations in India:
  • 8.  All ------------------------------------ (AITUC)  Bharatiya ----------------------------------------------  Centre of Indian ----------------------------------------------  Hind --------------------------- Panchayat (HMKP)  Hind Mazdoor ---------------------------------------------  Indian ------------------------------------------------------------- (IFFTU)  Indian ---------------------------------------------------------------------)  National Front of -----------------------------------------------------------------  ----------------------------------------------------------------------------- (NLO)  Trade -------------------------------------------------------------- (TUCC)  United Trade Union ---------------------------------------------------------------  United Trade Union Congress - ----------------------------------------- Functions of Trade Unions Trade unions have a number of functions, some of which have been more prominent than others at different periods in history. But over the course of time trade unions have developed five principal functions. These are respectively: a service function; a representation function; a regulatory ---------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------------------------------------in 2004 where the trade unions and the Labour Party concluded a deal on the shape of a possible third term Labour government. Trade union at NTPC- NTPC Limited, a Public Sector Unit (PSU------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------2007–2008. It has set new benchmarks for the power industry, in the areas of both power plant construction and operations. The Government of India has even identified NTPC as one of the 'Navratna' (which means 'nine jewels') companies of Indian public sector. The backbone of NTPC is its human ------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------------------------------, it was adjudged the third-most great place to work by the Grow Talent Company in their 'Great Places to Work' study in 2004. There are around 1200 employees at Unchahar ----------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------. Thus the role of trade unions assumes critical significance in the success of the Power Station. At the national level, union-management relations ------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------------------------------------------------on the other. Functions of Trade Unions at NTPC:-
  • 9. Primary Functions ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- Value Addition and New Functions In addition ---------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------from providing legal and financial advice to improving skills. These new functions of trade unions in NPTC (also called ancillary functions can be categorized into the following groups: i. Communication Many large --------------------------------------------------------------------------------------------------- aim of clarifying their policy or stance on certain principal issues, as well as to pass on information about their activities. ii. Welfare activities Many unions are engaged in a --------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------------- [SEWA]) and has even started banking activities for this purpose. iii. Education Education ----------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------and systems that exist in the workplace for redressing grievances. iv. Research Union negotiators need updated ------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------------------------on practical problems, especially day-to-day affairs at work. My suggestions for strengthening the Trade Unions in India If the trade union movement is -------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ----------------------------------------------------------------------------------to the working class. Some measures that can strengthen --------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ---------------------------------------------------------------------------------------, a necessity because “Unity is the strength”. Unity in trade unions can be stricken and maintained in different ways: 1. All workers should join ----------------------------------------------------------------------------------------- different political affiliations should have one policy, one programme, one objective and one objective and one method for the labour movement.
  • 10. 2. Free from political Influence: At present, trade -------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------- having qualities such as literate, organizing capacity, hardworking, cool in temper and patience. 3. Workers’ Education: Trade --------------------------------------------------------------------------- now high time for trade unions to assume the responsibility of inculcating in the workers a sense of discipline and responsibility to perform their jobs satisfactorily. 4. Adequacy of funds: Particularly, small------------------------------------------------------------------------------------------- --------------------------------------------- prolong and ended in failure. Therefore, the maintenance of strike funds by the union is a necessity. 5. Welfare Activities for Workers: -------------------------------------------------------------------------------------------------- ----------------------------------------------------------------------- children, crèches at work place, night school for adults, reading rooms, libraries, co-operative stores, gymnasiums, etc. 6. Formation of craft --------------------------------------------------------------------------------------- amalgamate in to an industrial union Formation of centre cum-industry and national industrial federation should be encouraged. 7. Steps should be taken to --------------------------------------- ex-employers should not be treated as outsiders. 8. Unity in the trade union movement has to grow from within. 9. Collective ---------------------------------------------------------------- of settlement of disputes. 10. An independent authority for -------------------------------------------------. (The Second National Cornmission on Labour (2002) made a similar suggestion.) -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------- These are some suggestions from me for strengthening the Trade Unions in India. 3. Explain the concept and objectives of Workers Participation in Management (WPM). Describe the historical development of workers participation in management. Discuss the workers involvement practices of an organization with which you are familiar. Concept of Workers Participation in Management (WPM)- Worker's------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ --------------------------------------------------------------------------------------------------------to Management which brought about a new set of values to labor and management. Workers' participation in management implies mental and emotional involvement of workers in the management of Enterprise. It is --------------------------------------------------------------------------------------------------------. It is a process by which authority and responsibility of managing industry are shared with workers. In India, according to the Industrial Policy Resolution 1956, the aim of the government in advocating workers’ participation in management is “a part of its ----------------------------------------------------------------------- the managerial powers by workers in considered necessary”. The purposes which workers’ participation in management try to achieve, in the words of the Second Five year Plan, are:
  • 11. (a) Increasing productivity ------------------------------------------------------ employees and the community; (b) Giving employees a better ------------------------------------------------------------------- the process of production; and (c) Satisfying the workers urge for self------------------------------------------------------------- and increased co-operation. It is a means of giving the workers an opportunity to ---------------------------------------------------------------- firm’s objective. Objectives of Workers Participation in Management (WPM)- Workers Participatory -------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ----------------------------------------------------------------------the main objectives to introduce participative style of management in organizations:  To Make Best Use of Human Capital: -------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------ideas and suggestions to improve business processes and create a better working environment.  To ------------------------------------: When employees have a say in decision making process, it gives them a psychological ----------------------------------------------------------------------------, create a proper channel of communication and find practical solutions to design better organizational processes.  To Retain the Best Talent: Workers Participatory management is one of the most effective strategies to retain the best talent in ----------------------------------------------------------------------------------------- making process. Once they are valued by their seniors, they stick to the organization and become management’s partners in meeting specific goals and achieving success.  To Increase Industrial Productivity: In today’s competitive world, motivation, job security and high pay packages are not --------------------------------------------------------------------------- of authority, industrial democracy and employee say in decision making are important to increase annual turnover of any organization.  -------------------------- Relationship: Workers Participatory from of management is an unbeatable tact to establish and --------------------------------------------- of an organization depends on its human resources. Employee empowerment ------------------------------------ and motivate to give them their best to the organization.  To Maintain a Proper Flow of Communication: Two------------------------------------------------------------------------ ------------ ensures proper flow of communication in the ------------------------------------------------------------------------ to strengthen the organization by contributing their best to improve business processes. Workers ------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------- for the management as it ensures tremendous improvement in work culture within the organization as well as increase in its productivity. Historical development of workers participation in management- Workers’ Participation in Management before Independence: The workers’ ------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ --------------------------------------------------------------------------------------------------------------and that both should, therefore, share in its property. He said that there -------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ -------------------------------------------------------------------------------------------------------------------joint discussions and consultations. Therefore, the Ahmedabad Agreement ------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ --------------------------------------------------------------------------------------------------------------------------------------------Iron and Steel Company, Jamshedpur. Since then, there is no looking back in this direction.
  • 12. While supporting the need for ----------------------------------------------------------------------------------------------------------------- committees be set up, but strong trade unions be developed and labour officers be appointed. Along with the works --------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------and the Industrial Disputes Act, 1947. Workers’ Participation in Management after Independence: In fact, the first major --------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------for WPM in these words: “The State shall take steps, by suitable legislation, or in any other way, to secure the participation of workers in management of undertakings, establishments or other organisations engaged in an industry”. The First Five-Year Plan ------------------------------------------------------------------------------------ participation in management. For example, the Second Five-Year Plan’ stressed the need for WPM in the following words: “It is necessary in this context that the ------------------------------------------------------------------------ a progressive state. The creation of industrial democracy, therefore, is a prerequisite for the establishment of a socialist society”. The Government of India set up a ‘------------------------------------------------------------------------------------------------------------ ----------------------------------------------- of WPM in the UK, Sweden, France, Belgium, West Germany and Yugoslavia and make recommendations for the Indian case. The Group submitted ----------------------------------------------------------------------- recommendations: 1. WPM schemes should be ------------------------------------------------------------------------- a voluntary basis. 2. A sub-committee consisting ------------------------------------------------------------------------------------------------ should be set up for considering the WPM in India. The above recommendations, ------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ---------------------------------------------------------------------------------------------------------------------------------labour and management for the establishment of the Joint Management Councils (JMCs) which would have the following three sets of functions: First, to fulfill its ------------------------------------------- Second, to -------------------------------------------------------- matters. Third, -------------------------------------------------------- responsibilities. Besides, the Seminar on Labour --------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------Scheme 1970 also provided for the appointment of worker director to their Board. One director was from among employees (who are workmen) and another from among officers for tenure of 3 years. Thus up to July 1975, there had --------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------
  • 13. ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------as one of the Directive Principles of State Policy. In June 1977, the Government of India set up a high-powered Expert Committee on Companies and MRTP Acts under the Chairmanship of Rajinder Sachar with terms of reference to: (i) Consider the ------------------------------------------------------------------- and MRTP Act and (ii) To suggest measures ------------------------------------------------------------------------------------------------. The Sachar Com- mittee submitted its report in August 1978. Meanwhile, the Janata -------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------employers and some of the States and professional institutions of management. The strength of ----------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ----------------------------------------------------------------------------------------------------------------establishments and undertakings The Committee submitted its ------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ---------------------------------------------------------------------------------------------------------------------------------, be public or private, employing 500 or more workers. The Government accepted the ----------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ----------------------------------------------------------------------------------------------------------------------------------30th December, 1983. The salient features of the scheme were: 1. The scheme will be non-legislative. 2. It will ------------------------------------------------------------------------ specifically exempted. 3. It envisaged -------------------------------------------------------------------------- and plant levels. 4. The mode of ------------------------------------------------------------------------------- with the concerned unions. 5. A wide range of work ----------------------------------------------------------------------- of the councils. However, a host of constraints ------------------------------------------------------------------------------------- on the part of workers about the scheme, etc., served as stumbling blocks in the successful working of the scheme. Participation of workers in management bill 1990 (Bill No. XXVIII of 1990): So far, all the ----------------------------------------------------------------------------------------------- which failed to provide meaningful participation to workers in management. To remedy the situation---------------------------------------------- a Bill in the Parliament on 25th May 1990 to provide for: 1. Meaningful -------------------------------------------------------------------------- establishments. 2. Formulation of scheme specifying criteria regarding nomination of representatives from workers. 3. The principle of ----------------------------------------------------------------------------- floor and establishment level councils. 4. Rules for ------------------------------------------------ 5. Deletion of ----------------------------------------------------------------------- Act, 1947. 6. Rules for appointment of Inspector. 7. Imprisonment up to 2 years ------------------------------------------------------------------------ the provisions. Example-
  • 14. The organization I am referring is Tata Iron and Steel Company. Since Tata Iron and Steel Company are the pioneers in establishing joint consultation in India, it is worthwhile to look at workers' participation at TISCO. The Company seeks to ------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------------of the neighbouring communities. Closer association of employees with ------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------). The specific functions of these three bodies were as follows: JDCs were “to study operational ------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------conditions also fell within their purview.” JWCs were “ to discharge special function of ---------------------------------------------------------------------------------- such as Suggestion Box Committee, Safety Committee, Canteen Managing Committee, etc.” JCCM was given the task of advising management on production and welfare and also looking at matters referred to by JDCs and JWCs ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- In order to ensure that these committees did not overlap the functions of other committees, separate task groups were formed. Special courses were offered t prepare both management and union representatives to effectively utilize the facility. TISCO's experience with ----------------------------------------------------------------------------------------- discussed a total of 14,104 suggestions of which 70.3 per cent have been implemented. These suggestions have covered a wide range of topics and issues, but the most important point t remember, perhaps, is that the councils have been successful in involving workers equally in the process of production. 4. Explain the meaning and content of the grievance. Describe the grievance mechanism of an organization you are familiar with. Discuss various approaches of grievance resolution, in your opinion which approach is most effective? Meaning and content of the grievance Grievance may be ------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------discontentment and dissatisfaction arises. This dissatisfaction must crop up from employment issues and not from personal issues. Grievance may result from the following factors-  Improper working ---------------------------------------------------- workplace, bad relation with managers, etc.  Irrational management ---------------------------------------------------------------------------- salary structure, etc.  ----------------------------------------------------------------------- rules and practices
  • 15. It can be broadly defined as "----------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------thinks, believes or even feels as unfair, unjust or inequitable." (Prof. Jucius). This definition predicates that the grievance: (a)It can be ----------------------------------------------------- employee; (b) It is ------------------------------------------------------------; (c)It is --------------------------------------------------------------------------- baseless, and (d)It must have ---------------------------------------------------------------- relationship. In the modern management ------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------------------are fulfilled. They are normally - A shared culture - ------------------------------------------- - Scope ---------------------------------------- and - A feeling of ------------------------------------ The organization I aware of is Tata Steel:- A Fortune 500 ------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------of its people, its innovative approach and overall conduct. Tata Steel is of the opinion that people are its greatest asset and has therefore adopted the best practices for its employees. Grievance Handling Mechanism: -------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ----------------------------------------------------------------------------------------is not arrived in the previous stage. These are further referred to the Central Works Committee. A grievance can be of any type ranging from problems regarding promotion to discharge and dismissal, and suspension but it is mandatory that the grievance should be work related and not personal. Grievances stem from -------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------breeding grievances. At Tata Steel, Standing ------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------carried out mainly for petty issues. It is an online process and goes by the name of “Sama dhan” The Formal grievance resolution is divided into three stages, with each stage being reached when a solution is not arrived in the previous stage. Responsibilities 1. Employees are responsible for filling up --------------------------------- reasons and submit it to the concerned authority. 2. Sectional Manager/Sr. manager -------------------------------------------------------------------------------------------------- ------------------------------------------------------------------- in the form and return it to employee. They are also responsible for taking the appropriate action 3. Head of Department (HOD) is ------------------------------------------------------------------------ employee and supervisors concerned and return back the form with his remarks to the employees.
  • 16. 4. IR ----------------------------------------------------------------------------------- resolution procedure. It is with their assistance that the replies are given back to the employees. They are also the responsible person in Informal grievance resolution --------------------------------------------------------------------------- Samadhan are addresses to the IR managers who need to reply back in stipulated time. To lodge any -------------------------------------------------------------- grievance/complaint redressal mechanism. Employee log into their account by using the given password for their account, subsequently, they go to the Samdhan web page and log in their query in ---------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------------to resolve the query, system generated mail shall be sending to the IR manager. On expiry of stipulated time and query still not being closed, a mail shall be send to the head of the IR manager who needs to take appropriate action. Eventually, on expiry of 30 days since the time grievance was logged, if the grievance is still open, a mail is send to the Chief IR Steel. In the other way of informal method, the aggrieved employee can directly approach his shift In charge/sectional ------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------many employees claim to have acquired during the course of a formal grievance redressal procedure. I think the approach followed by Tata Steel is effective and beneficial for both the workers and the company. Approaches of grievance resolution The role of Human Resource department in grievance handling  Improper working ------------------------------------------------------------ relation with managers, etc.  Irrational management policies -------------------------------------------------------------, inappropriate salary structure, etc.  Violation of organizational rules and practices The manager -------------------------------------------------------------------------------------------------------------------------------------- ----------------------------------------------------- grievance management is an essential part of personnel management. The managers should adopt the ---------------------------------------------------- grievance effectively- Quick action- As soon as the ------------------------------------------------------------------------------------------------------------------ ------------------------------------------- will lower the detrimental effects of grievance on the employees and their performance. Acknowledging grievance- The ------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------a conducive work environment with instances of grievance reduced. Gathering facts- The ----------------------------------------------------------------------------------- grievance’s nature. A record of such facts must be maintained so that these can be used in later stage of grievance redressal. Examining the causes of grievance- The ----------------------------------------------------------------- remedial actions should be taken to prevent repetition of the grievance. Decisioning- After identifying ----------------------------------------------------------------------------------------------------------------- ------------------- management policies and procedure should be analyzed and accordingly decision should be taken by the manager. Execution and review- The ------------------------------------------------------------------------------------------------------------------- ------------------, a follow-up must be there to ensure that the grievance has been resolved completely and adequately.
  • 17. An effective grievance ------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------to express t feelings, discontent and dissatisfaction openly and formally. In my opinioin best approach of grievance handling is : Drawing up a grievance procedure • Involve ---------------------------------------------------------------------------- representatives. • Explain procedures to ----------------------------------------------------- to a copy. Operating -------------------------------------- • Where ---------------------------------------------------------- with line managers. • Employees should ----------------------------------------------------------------------. • Invite the ---------------------------------------------------------------- may be accompanied. • Give the -------------------------------------------------------------------------- say at the meeting. • Respond in ---------------------------------------------------------------------- right to appeal. Appeals • A more senior manager should, -------------------------------------------------------------------------------------------------------------- ----------------------------------------------- the appeal and tell the employee if it is the final stage in the grievance procedure. Records • Written records should be kept for future reference. Write to the --------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ---------------------------------------------------delay. In this situation, you may choose to ask the employee for written representation and make a decision in the employee’s absence. I think interview is the best method for grievance resolution. 5. Explain the impact of specialization, centralization and globalization on new employment relations. Discuss the recent developments in employment relations in an organization you are familiar with. Specialization, centralization and globalization on new employment relations- Some key components of the ------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ --------------------------------------------------------------------------------------------------------------------------ployers began realizing that this was not the most efficient way to organise production in a high-technology society. For example, General -------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------had almost died out by the end of the nineteenth century. Centralization is said to be ------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------” is the systematic and consistent reservation of authority at central points in the organization. The implication of centralization can be:- 1. Reservation ------------------------------------------------ at top level.
  • 18. 2. Reservation of ------------------------------------------------- middle level managers. 3. Reservation of ---------------------------------------------------- of the top level. Under centralization, the ---------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------------and orders of the two people. Globalisation, generally defined as a conflation of ideas encompassing free flow of international trade, global technology etc. is widely cited as one of --------------------------------------------------------------------------------------: moving away from a state of predictable security, in terms of one's tenure in an organisation, to the ever-changing, ever-competing reality of flexible careers. Globalisation obliges -------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- -----------------------------------------------------------------are also adopted, namely human resources initiatives, employee involvement programs, teams and quality circles, total quality management etc. Indisputably, globalisation heralds in a new era in the employment relationship by introducing new opportunities and birthing new innovations. It has also been stated that it contributes to economic growth in developed and developing countries, through increased specialisation and via the principle of comparative advantage. According to the --------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ---------------------------------------------------------seem, this 'apocalyptic' statement rings true - innovate or perish! An increase in ------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------by some as the 'individualisation of the employment relationship'. In a nutshell, the effects of the globalisation phenomenon shape the employee’s perceptions of his employment contract and point him towards the 'self-preservation mode', especially during organisational changes like mergers, acquisitions or downsizing. His mantra: "Should I stay or should I go?" is practically and systematically analysed and often devoid of sentiment. Recent developments in employment relations- Globalization and increased ------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------hours results in heavy losses so forget about days or weeks. Disinvestment: - it affects IR in following ways:_  It changes ownership--------------------------------- employment but also in trade union (TU) dynamics.  It changes the work -------------------------------------- and redeployment.  It affects the right of -------------------------------------------------- security, income security, and social security. Trade unions, mgt and government are responding to these challenges through various types of new, innovative, or model arrangements to deal with different aspects of disinvestment like
  • 19. Making workers the ------------------------------------------- interests (latter is still not in India) Negotiating higher ----------------------------------------------------------------- Safeguarding existing benefits --------------------------------------------------------------- programs, and Proposals for setting up new ------------------------------------------------------ skills provisions for redundant workers. Deregulation: - it is tried to ensure that pubic sector/ government employees receive similar protection as is provided in public/government employment. ----------------------------------------------------------- reduction in pension benefits and an uncertainty concerning future provision of pension benefit due to  The absence of ----------------------------------------  Falling interest rates  Investment of --------------------------------------- Decentralization of IR is seen in terms of the ------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------function normally. This weakens the bargaining power of unions. New actors and the emerging dynamics: - --------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ---------------------------------------------------------------------------------------------a back seat. Hence there is ban on bandh and restrictions even on protests and dharnas. Increasingly Trade unions are getting isolated and see a future for them only by aligning themselves with the interests of the wider society. Pro-labour-pro-investor policies This leads to decline in strength --------------------------------------------------------------------------------------------------------------- ------------------------------------------------------- civil society institutions otherwise they will find themselves dwindling. Declining TU density In government ------------------------------------------------------------------------------------------------------------------------------------ -------------------------------------------------------. New employment opportunities are shrinking in these sectors. In the private sectors particularly in service and software sector, the new, young, and female workers are generally less eager to join unions. Workers ----------------------------------- militancy Due to ------------------------------- In 1980-81 man days ------------------------------- In 1990-91 man -------------------------- Not because of improved IR ------------------------------------------ about the futility of strikes, and concern to survive their organization for their income survival. Trade unions have become --------------------------------------------------------------------------------------------------------------------- ---------------------------------- benefits, Trade unions are pressing for maintenance of existing benefits and protection and claims over non-payment of agreed wages and benefits. Collective Bargaining Level of collective bargaining is shrinking day by day.
  • 20. In India, while ----------------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------evidences that states that had enacted more pro-worker regulations, had lost out on industrial production in general. However, on the upside, the ------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------------------- While most of the strikes and lockouts were in private sector establishments, overall industrial relations had improved, especially between 2003 and 2004, when there was a decline in the number of mandays lost by 6.39 million. Among states, the maximum number -------------------------------------- followed by Tamil Nadu and Gujarat. The sectors which saw instances of industrial disturbance were primarily textiles, engineering, chemical and food product industries. Stressing on the importance of --------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ---------------------------------------------------------------------------to further enhance the ceiling in future by way of notification is already in effect from November 9, 2005. Example 1- (Tata Steel) The organisation I am referring here to support my answer is Tata Steel. “Industrial Relation” is a function of many variables. Some of ----------------------------------------------------------------- machinery, wage determination etc. Tata Steel is the largest steel manufacturer in India with an annual capacity of 23.5 million ton and employees approximately 80,000. Tata Steel ------------------------------------------------------------ Jamshedpur, where its Indian manufacturing operations are largely based. All employees of the ----------------------------------------------------------- rights-based issues through forums for two-way communication, participative management and joint consultations. Non-officers of the Company ------------------------------------------------------------------------------------------------------------------ ---------------------------------------------------------- related to operational changes, production, productivity, quality, safety, welfare, training, etc. are addressed in a timely and effective manner. Free and fair elections via secret ballot are periodically held across all locations for unions representing its workforce. The next election of the Tata Workers’ Union, the largest representative body, is scheduled for early 2012-13. Officers are free to express their --------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------, infrastructure, amenities for employees and creating a safe and healthier work environment are addressed through these meetings. A new HR Desk was launched in 2011-12. A special forum for women’s empowerment addresses issues related to women. Tata Steel’s culture of --------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------------------------------------------ ------------------------------------------------------------------------------------------------------------------, Safety Committees, Communication Meetings and the like. Deeper involvement --------------------------------------------------------------------- achieved through the drill down of Key Performance Indicators under the Total Quality Management process. Example 2- The Organization I am referring to you is Amex India It is an assortment of --------------------------------------------------------------------------------------------------------------------------------------- -------------------------------------------------------------------------------------------------------------------------------------------------------------------
  • 21. ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ---------------------------------------------------------------a good opportunity. The company also scores high on employee freedom at work front. The hallmark of any ------------------------------------------------- of power and authority. "At Amex, we have a four-stage development plan that employees get to create. When employees set their ----------------------------------------- to achieve it," says Rai, talking about the company's four-stage development plan that employees help make, getting a greater say in shaping company policy and direction. At Amex, individual ---------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- ------------------------------------------------------------------------------------------------------------------------------------------------------------------- --------------------------------------------------------------also guarantees employee freedom," Power and authority process involves four ----------------------------------------------------------------- through these stages. The following figure shows the stages in the process of delegation of authority. I am sending sample of MS-24 assignment. If you like then you can buy this assignment. We provide excellent assignments. Assignments Code Assignment Name Price (Rs.) MS-24 Employment Relations 130 Following options are available in our below mentioned Account. 1. Click on below link and purchase online from web store This method is very simple. In this method you can purchase assignments like anything you purchases online. Here you can directly pay using your debit card/ credit card/ net banking within seconds. This is a faster method and you will get assignments faster than any other method.
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