Industrial relations refers to the relationships and interactions between employees, employers, and the government in the workplace. These relationships often involve issues such as wages, working conditions, employment contracts, and the rights and responsibilities of both employees and employers.
The origins of industrial relations can be traced back to the Industrial Revolution of the 18th and 19th centuries. During this time, there was a shift from agrarian and handicraft production to large-scale industrial production. This led to the development of factories and the growth of urban centers, as well as the emergence of a new class of industrial workers.
One of the earliest instances of organized labor occurred in the United Kingdom in the early 19th century, when the Combination Acts were passed in an attempt to suppress the formation of trade unions. These acts were eventually repealed, and the Trade Union Act of 1871 recognized the legal status of trade unions. In the United States, the National Labor Union was founded in 1866 and played a key role in the passage of the National Labor Relations Act of 1935, which established the right of workers to organize and bargain collectively with their employers.
The growth of organized labor and the development of industrial relations systems were accompanied by significant social and economic changes, including the expansion of democracy, the rise of social welfare states, and the growth of global trade. In many countries, industrial relations systems are shaped by the interaction between labor and management, as well as the role of the state in regulating and mediating these relationships.
Today, industrial relations continue to evolve and adapt to changing economic and social conditions. In some countries, the role of unions has declined, while in others, labor and management have adopted more collaborative approaches to problem-solving and decision-making. Despite these changes, the importance of industrial relations remains, as the relationships between employees, employers, and the state continue to play a central role in shaping the working lives of people around the world.
Industrial Relations: Definition, Scope, Objectives, Types and Importance
Low wages figure prominently both in industrial and the agricultural sectors. Employees work with great zeal with the feeling in mind that the interest of employer and employees is one and the same, i. Among other things, the outcome of participative management is making use of human resources to the maximum extent through satisfying their social and psychological needs. The salary and benefits administration would tend towards the market factors. However, if they are characterised by poor communication, unfair and discriminatory HR policies and practices, and low work and life satisfaction, there will be conflict, mistrust, low commitment and poor performance.
Industrial Relations
Industrial Relations are being affected by social factors or consequences like: i Urbanisation. Procedural rules are related to the procedural aspects in collective bargaining such as determination and certification of a bargaining agent and bargaining unit, certification of representative union, recognition of representative union, legal status of collective agreements, manner of referring industrial disputes to adjudication authorities, conduct of strike ballot and so on. To ensure creative contribution of trade unions to avoid industrial conflicts, to safeguard the interests of workers on the one hand and the management on the other hand, to avoid unhealthy, unethical atmosphere in an industry. They always try to take in the decision-making process of the management. We are discussing below ill effects of poor industrial relations: 1. Industrial Relations — Major Causes In an organisation there is always the possibilities of conflicts between management and workers on various matters which destroy industrial relation. This style of management is presently prevailing in the public limited companies, foreign concerns and multinationals in India and also in public sector enterprises.
Industrial relations
Written communication The management uses oral communication during negotiations, discussions, and interactions with the union. The trade unions on the other hand, considered the management and managers as exploiters. To promote talent and potential, the Prices for Master Classes are very affordable. Most of the private sector organisations have been seeking to promote labour-management cooperation through consultations rather than collective bargaining. Industrial Relations — Theoretical Approaches to Industrial Relations by Different Scholars Industrial relation is an inter-disciplinary field which includes inputs from sociology, psychology, labour economics, and law and personnel management. Every worker feels that he is a co-owner of the industry. Such employees in the process like to develop better relations with their bosses.
IMPORTANCE OF GOOD INDUSTRIAL RELATIONS 1 History of Industrial Relations in an
Multinational companies are successful in exporting jobs from the developed countries to developing countries with the help of foreign investments. Thus we can say that industrial relations have a far-reaching impact on production. Suspicions, rumors and doubts should all be put to rest. Industrial relations arose from the conviction that cordial relationship between workers and employer could be improvised through a combination of scientific discovery, education, legal reform…. Consequently there are three actors participants or agents of industrial relations viz. Criticism : Some of the major limitations of the model are as follows: i The model does not give adequate attention to conflict aspects in industrial relations, particularly those emanating from union rivalries, multiplicity of unions and uncongenial political environment. These factors are the following: 1 Actors, 2 Environmental context and 3 Ideology.
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