According to Dale Yoder, Industrial Relations is a relationship between management and employees or among employees and their organizations,

, that characterize and grow out of employment

ANALYSIS OF THE DEFINITION

IR are the relations mainly between employees and employer These relations emphasis on accommodating other partys interest, values and needs. Parties develop skills of adjusting to and cooperating with each other. IR are governed by the system of rules and regulations concerning work, work place and working community.

The main purpose is to maintain harmonious relations between employees and employer by solving their problems through grievance procedure and collective bargaining. The government influences and shapes IR through IR policies, rules, agreements, meditation, awards, acts etc. Trade unions is another important institution in the IR. Trade Unions influence and shape the IR through collective bargaining.

THREE FACTORS OF IR
1)

2)
3)

WORKERS AND THEIR ORGANIZATION: EMPLOYERS AND THEIR ORGANIZATION GOVERNMENT

MAJOR INDICATORS OF IR

Absenteeism Employee Turnover Strikes Grievances Indiscipline Industrial Conflict Resistance to change Industrial Dispute

CAUSES OF POOR INDUSTRIAL RELATION

Nature of work Poor Wages and Working Condition Defective Trade Union System Poor Behavioral Climate

FUNCTIONAL REQUIREMENTS FOR SOUND INDUSTRIAL RELATIONS PROGRAMME

Top Management Support Sound Personnel Policies Adequate Practices Detailed Supervisory Training Follow-up of Result

ACCORDING TO KEITH DAVIS:Grievance is any real or imagined feeling of personal injustice which an employee has concerning his employment relationship

CAUSES OF EMPLOYEE GREIVANCES

Grievance resulting from Working Condition Grievance resulting from Personal Maladjustment Grievance resulting from Management Policy Individual Personality Traits

Grievance Procedure

The Formal Mechanism for dealing with workers dissatisfaction is called the grievance procedure.

MODEL GRIEVANCE PROCEDURE

PROCEDURE

TIME FRAME

APPEAL AGAINST WITHIN A WEEK MANAGER GRIEVANCE COMMITTEE

HOD SUPERVISOR FOREMAN

3 DAYS 7 DAYS UNANIMOUS 3 DAYS

48 HOURS

COLLECTIVE BARGAINING
According to Dale Yoder:Collective Bargaining is essentially a process in which employees act as group in seeking to shape conditions & relationships in their employment

COLLECTIVE BARGAINING
According to Cox: Collective Bargaining is the resolution of industrial problems between the representatives of employers & the freely designated representatives of employees acting collectively with a minimum of government dictation

FEATURES OF COLLECTIVE BARGAINING

COLLECTIVE STRENGTH FLEXIBLE VOLUNTARY CONTINOUS DYNAMIC POWER RELATIONSHIP REPRESENTATION

PRERIQUISITES FOR EFFECTIVE COLLECTIVE BARGAINING

Favorable Political Climate Willingness to Give & Take Avoidance of Unfair Labor Practices Recognition of Trade Unions Stability of Workers Organization

INDUSTRIAL DISPUTE

According to ID Act 1947:Industrial Dispute is any Dispute or difference between employers & workmen, or between workmen & workmen, which is connected with the employment or non- employment or terms of employment or with the conditions of labor of any person

CAUSES OF INDUSTRIAL DISPUTE

EMPLOYEMENT ADMINISTRATION RELATED CAUSES STRIKE

FORMS OF DISPUTE

STRIKES strike is a temporary cessation of work by a group of employees in order to express grievances or to enforce a demand concerning changes in work conditions