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IR
2. Modest Beginning
The beginning of the labour movement in the modern sense
started after the outlook of World War I in the country.
economic, social and political conditions of the day influenced
the growth of trade union movement in India.
Establishment of ILO in 1919 helped the formation of trade
unions in the country.
A number of trade unions were established between 1919
1923.
Category wise unions like Spinners union and Weavers union
came into existence in Ahmedabad under the inspiration of
Mahatma Ghandhi.
These unions were later federated into an industrial union
known as Ahmedabad Textile Labour Association.
This union has been formed on systematic lines and has been
functioning on sound lines, based on the Ghandhian Philosophy
of mutual trust, collaboration and non-violence.
Rights of Recognized
Unions
Problems Confronting
Unions
Personnel research
The purpose of personnel research is to identify human
resource problems at an early date, so that remedial
action may be taken before the problem gets magnified.
A wide range of problems are covered in the personnel
research such as: Wage survey
Effectiveness of various recruitment sources
Test validation
Effectiveness of training efforts
Supervisors effectiveness survey
Recent labour settlements
Job analysis
Job satisfaction survey
Survey of employee needs
Performance appraisal validation
Attitude survey towards reward system
Areas of high accident frequency
Turnover analysis
Customer complaints survey
Introduction of Trade
Union
Employees associations are popularly known as trade
unions in IR. Trade unions are not confined to mere
striking and negotiating on behalf of workers. Their role
is wider.
Unions may take their presence felt in recruitment and
selection. They may also decide who is to be hired and
under what conditions. Unions can also play an
important role in deciding who is to be promoted, given
a new job assignment, sent for training, terminated or
laid off. Many programs which contribute to QWL and
productivity are undertaken by the management in
consultation with and with the co- operation of the
unions
Unions decide wage and salary structure and negotiate
revision once in 3/5 years.
Characteristics of Trade
Association:- A Unions
trade union is an association or
combination of employees. It has large number of
worker members from one or more occupations.
Voluntary :- Membership of a trade union is
voluntary. Generally, there is no legal or other
pressure to join a trade union and a person can join
or leave the union on his free will.
Permanent :- A trade union is a continuing or
permanent combination rather then a temporary or
casual combination. It has to be a long- term body
as otherwise it cannot achieve its objectives.
Union of common interest:- Members of a
trade union have common interests and problems,
which motivates them to unite. A union seeks to
regulate relations between employers and workers.
Protection of workers
Proper standard of living
Grievance redressal
Collective bargaining
Participation
Protests
Education
Welfare and recreation
Legislation
Representation
Advice
communication
Functions relating to
society
Collective Bargaining
Collective bargaining is a procedure by which the terms
and conditions of workers are regulated by agreement
between their bargaining agents and employers.
The basic objective of collective bargaining is to arrive
at an agreement on wages and other conditions of
employment.
The underlying idea of collective bargaining is that the
employer and employee relations should not be decide
unilaterally or with the intervention of any third party.
Both parties must reconcile their difference voluntarily
through negotiations, yielding some concessions and
making sacrifices in the process.
Both parties have, more or less, realized the
importance of peaceful coexistence for their mutual
benefit and continued progress.
Industrial bargaining has three approachesI. Unilateral approach in which the employer alone
decides the terms and conditions of employment. This
is known as individual bargaining.
II. Bilateral approach in which the employer and worker
negotiate with each other. When worker men/ their
association and their representatives negotiate with
one another, it is known as bipartite collective
bargaining.
III.Tripartite approach in which besides the two main
parties, a third party also intervenes to facilitate
settlement.
Collective bargaining is a process of joint decision
making, a democratic way of life in industry. it
establishes a culture of bipartism and joint
consultations for establishing industrial harmony.
Definition of collective
bargaining
It is called collective because both employers and
workers act as a group rather than as individuals, and
it is described as bargaining because the method of
reaching an agreement involves approach proposals
and current proposals, offers and counter- offers and a
give and take approach.
According to ILO it is defined as, negotiations about
working conditions and terms of employment between
an employer and one or group of employers or one or
more employees organization. On the one hand, and
one or more representatives of workers organizations
on the other, with a view to reaching agreement.
Collective bargaining is a continuous process of solving
problems, on the principle of give and take and
balance of power.
Features of collective
bargaining
Collective :- It is collective in two ways. One is that all the
workers collectively bargain for their common interests and
benefits. Second is that workers and management jointly
arrive at an amicable solution through negotiation.
Strength:- Across the table both parties bargain from a
position of equal strength. It is industrial democracy at work.
Flexible:- it is a group action where representatives of
workers and management expend energies in order to arrive
at a consensus. This is the unique feature of collective
bargaining is that usually the parties concerned start
negotiations with entirely divergent views but finally reach a
middle point acceptable to both. It is a give and take process.
Voluntary:- Both workers and management come to the
negotiating table voluntarily in order to have a meaningful
view on various troubling issues. They try to probe each
others views thoroughly before arriving at an acceptable
solution.
Representation:-The
chief
participants
in
collective bargaining do not act for themselves.
They represent the claims of labour and
management while trying to reach an agreement.
Bipartite process :-The employers and the
employee negotiate the issues directly, face to
face or across the table. There is no third party
intervention.
Objectives of collective
bargaining
To settle disputes relating to wages and working conditions.
To protect the interests of workers through collective action.
To resolve the differences between workers and
management through voluntary negotiations and arrive at
a consensus.
To avoid third party intervention in matters relating to
employment.
Types of bargaining
Conjunctive bargaining :- The parties try to
maximize their respective gains. They to settle
economic issues such as wages, benefits, and bonus
etc through a zero sum game. Unions negotiate for
maximum wages. Management wants to yield as little
as possible- while getting things done through workers.
Co-operative bargaining:- When companies are hit
by recession. They can not offer the kind of wages and
benefits demanded by workers. At the same time they
cannot survive without the workers support. Both
parties realize the importance of surviving in such
difficulty and are willing to negotiate the terms of
employment in a flexible way.
Labour may accept a cut in wages in return for job
security and higher wages when things improve.
Management agrees to modernize and bring in new
technology and invest in marketing efforts in a phased
manner.
Process of collective
bargaining
Process of collective bargaining involves the following
stages:-