1. The document discusses industrial relations and collective bargaining between employers, employees, and the government. It defines industrial relations and discusses the key parties involved. 2. It then covers objectives, importance, approaches, challenges, and examples related to industrial relations and collective bargaining. It discusses the Maruti Suzuki incident as a case study. 3. The document concludes by defining collective bargaining, discussing its objectives, types (conjunctive, cooperative, productivity), and the collective bargaining process.

1. Submitted To – Prof. Anamika PandeySubmitted To – Prof. Anamika Pandey
Submitted By – Suhani NauriyalSubmitted By – Suhani Nauriyal
- Yash Vardhan- Yash Vardhan
On The TopicOn The Topic
INDUSTRIAL RELATIONS AND COLLECTIVEINDUSTRIAL RELATIONS AND COLLECTIVE
BARGAINNINGBARGAINNING

2. Industrial RelationsIndustrial Relations
The term “industrial relations” comprises of two terms :-
1. Industrial
It refers to any productive activity in which any individual or group
of individuals are engaged.

3. Industrial RelationsIndustrial Relations
2. Relations
Relationship exists within the industry between employers and the
employee.

4. DefinationDefination
Industrial relations can be defined as managing interrealtionships
among these 3 parties within the organisational settings.
1. Workers represented by trade unions
2. Employers represented by employers assoc.
3. Society represented by govt. and various pressure groups.

5. Industrial Relations PartiesIndustrial Relations Parties
Industrial Relations
Employees
Employers
Government Courts &
Tribunals
Employer
Associations
Trade Union

6. Govt. Role
Govt influences and shapes industrial relations with the help of laws,
rules, agreements, customs, traditions as well as implementation of its
policies.

7. Causes Of Poor IRCauses Of Poor IR
● Inaduquate welfare facilities.
●
●Lockouts by the mgmt
●
●Strikes By the workers
●
●Interunion rivals
●
●Unhealthy working conditions
●
●Indisipline

8. OBJECTIVESOBJECTIVES
Various objectives of industrial relations are:-
1. To minimise the industrial conflicts
2. Provide opportunity to the workers to participate in the mgmt
as well as in decision making.
3. To encourage and develop trade unions in order to improve
the worker's collective strength.
4. To improve the economic condition of the employees.
5. Ensure full employment and reduce absenteeism.

9. ImportanceImportance
1. Uninterrupted Production (relationship b/w employers and employee)
2. Reduce Industrial Conflicts
3. Industrial Peace (If conflicts are not there)
4. High Morale
5. Mental Revolution
6. Reduce wastage

10. ApproachesApproaches
1. Sociological Approach
A number of sociological factors such as the value system, customs
and traditions affect the relations between labour and management.
2. Human Relations Approach
According to this approach, individuals are motivated by a variety of
Social and psychological factors, not just earnings.Informal work
groups play an important role in shaping the attitudes and performance
of individual workers.To reduce friction and conflict in the workplace,
mangers need to possess effective social skills.

11. 3. Psychological Approach
The problems of IR have their origin in the perceotions of the
management, unions and the workers. The conflicts between labour
and management occur because every group negatively percieves the
behaviour of the other.
4. System Approach
This approach is developed by J.P Dunlop in 1958. According to this
approach individuals are part of an ongoing but independent of social
system. The three elements of the system approach are input, process
and output

12. ExampleExample
MS Manesar PlantMS Manesar Plant

13. Manesar Union had demanded the following:
●A five-fold increase in basic salary
●A monthly conveyance allowance of Rs 10,000
●A laundry allowance of 3,000
●A gift with every new car launch
● A house for every worker who wants one or cheaper home loans for
those who want to build their own houses.
4 paid weeks of vacation be increased to 7 weeks
Each worker have 40 days allowance of sick and casual leave - for a total
of 75 days.

14. IR Insights For Maruti IncidentIR Insights For Maruti Incident

15. ChallengesChallenges

16. Challenges
Various challenges are:-
1. Nature of work
2. Dissatisfactory Compensation
3. Non Conducive Org. Climate
4. Employees Flexibility
In general, the requirements of modern business include more
flexible management and work organization, focusing on creating a
smarter and more motivated work force and culturally sensitive
management techniques

17. Collective BargainningCollective Bargainning

18. Collective BargainningCollective Bargainning
The process of negotiating the terms of employment between an
employer and a group of workers. The terms of employment are likely to
include items such as conditions of employment, working conditions and
other workplace rules, base pay, overtime pay, work hours, shift length,
work holidays, sick leave, vacation time, retirement benefits and health
care benefits.

19. ObjectivesObjectives
Various objectives of collective bargaining are :-
1. To settle disputes/conflicts related to wages and working
conditions.
2. Protect the interests of workers through collective action.
3. Resolve diffrences between workers and mgmt.
4. Avoid 3rd party intervention in matters related to employment.

20. Types Of BargainningTypes Of Bargainning
There are three types of bargainning:-
1. Conjunctive
2. Cooperative
3. Productivity

21. 1. Conjunctive
● In this parties try to maximise their respective gains.
● They try to settle economic issues like – wages, benefits, bonus etc
through a “zero-sum game” (win- lose)
2. Cooperative
● This done when a company is hit by recession, then they are not
able to give the benefits and the wages demanded by the workers.
●In such case both parties negotiate the terms of employment in a
flexible manner.
3. Productivity
● In this method, worker's wages and benefits are linked to the
productivity .
Greater Productivity More Wages.

22. ProcessProcess

23. 1. Prepare
This step involves composition of a negotiation
team. The negotiation team should consist of
representatives of both the parties
With adequate knowledge and skills of negotiation.
2. Discuss
In the second step, parties decide the ground rules
that will guide the
Negotiation.
3. Propose
This phase describe as a brainstorming in which
exchange of messages takes place and opinion of
both the parties are sought.

24. 4. Bargains
This stage comprises the time when what ifs 'and supposals' are set
Forth and the drafting of aggrements take place.
5. Settlement
Once the parties are through with the bargaining process, a
consensual aggrement is reached upon wherein both the parties are
aggre to a common decision about a problem or issue.