History of the Indian economy and its labour force in the post independence period can be divided into 2 phases:
The import substitution era post-independence (1947-1991)
The era of economic liberalization (after 1991)
Industrial Relation can be defined, as the relation between management and union or between representatives of employees and representatives of employers
Refers to all aspects of employement relations.
Industrial Disputes Act, is same across all sectors.
Dunlop Framework
Dunlop suggested that IR can be segmented into 4 inter-related elements:
Actors
Context
Idealogy
Rules
LIMITATIONS OF DUNLPFRAMEWORK
With liberalisation and growing environmental concerns, consumers and the community have come to play a critical role.
Also, Dunlop talks about roles, not people.
Also, various approaches of Industrial Relations are mentioned here.
2. Background
• History of the Indian economy and its labour force in the
post independence period can be divided into 2 phases:
1. The import substitution era post-independence
(1947-1991)
2. The era of economic liberalization (after 1991)
3. Defining IR
• Industrial Relation can be defined, as the relation between
management and union or between representatives of employees
and representatives of employers
• Refers to all aspects of employement relations.
• Industrial Disputes Act, is same across all sectors.
5. Limitations
• With liberalisation and growing environmental concerns,
consumers and the community have come to play a
critical role.
• Also, Dunlop talks about roles, not people.
6. Approaches to IR
Psychological Approach
• It explains behaviour in relation to certain personality
aspects such as perception and attitudes.
• Certain groups of people have sterotype way of thinking.
• Bias perception cloud transaction between the labour and
the management.
7. Sociological Approach
• Organisations reflect societal norms, values and cultures.
• Focuses on the social factors that influence productivity of
the work group.
• factors include work stress, mobility, health, wages,
compensation packages etc.
8. Human Relation Approach
• Organisation believes in employees having needs, goals
and aspirations.
• Each group have their own needs and demands.
• Leadership factor also plays a major role.
• Deals with issues in an objective manner and resolves
conflicts satisfactorily.
9. Marxist Approach
• Introduced by Karl Marx.
• Production system is owned and motivated by profit.
• Conflict is necessary for social change.
• It seeks to alter the existing system.
• It favours transformation of Trade Unions into revolutionary
organisations.
10. Gandhian Approach
• This approach highlights Gandhi's views on workers,
management, customers and all other groups involved in
an industry.
• Keep minimum wealth for self and give up rest for charity
for greatest good for all.
• It urges labours to avoid going on strike & to remain
peaceful and non-violent.
11. International Labour Organisation
• ILO was formed in 1919 and India was one of the
founding member.
• It promotes social justice and internationally recognises
human rights and labour rights.
• Trade Union Act, 1926.
• All India Manufacturer's Organisation(AIMO) set up in
Mumbai in 1941.
• SCOPE was registered in september 1970.
12. Trade Union
• Trade Unions are voluntary organisations of workers.
• Formed to promote and protect their interest through
collective actions.
• Minimum 7 members needed to file to form Trade Union.
• AITUC was the first national fedration of trade union.
• For Trade Union to become a national organisation-
1. Number of members- 5 lakhs or more
2. Spread across 4 or more states.
13. Objectives
• Collective Bargaining.
• To protect the intrest of workers.
• To provide satisfactory wages and salaries .
• Improving working condition of workers.
• Facilitating the fight of workers against unfair policies.
• Ultimate aim is for the welfare of the workforce.
14. Grievance Settlement
• Industrial Disputes Act, 1947.
• Differentiates disputes arising in public utility services and
those in other industries.
• Machinery for settlement of industrial disputes comprises:
1. Conciliation
2. Arbitration
3. Adjudication
