Module III

Industrial relations- Fatigue and methods of eliminating fatigue .Industrial

disputes -collective bargaining-Trade unions

Production Planning and Control-Functions and Objectives-job, batch, mass and

continuous production Materials Management – Importance, Inventory,
Determination of EOQ, selective inventory control techniques.

Quality Engineering-Quality control- Control chart for variables and attributes-

Introduction to ISO-9000 series ISO 14000 series- Total Quality Management,
Six sigma concept –quality circles-Quality Information systems, Bench marking
and Documentation.

Introduction to Marketing and its Environment -Marketing concept, market

Segmentation methods- Marketing mix- Product life cycle.

Project management- Phases-Planning using PERT and CPM (concepts only)

Lecture Notes

Industrial relations has become one of the most delicate and complex problems
of modern industrial society. Industrial progress is impossible without cooperation
of labors and harmonious relationships. Therefore, it is in the interest of all to
create and maintain good relations between employees (labor) and employers
(management).

Concept of Industrial Relations:

The term ‘Industrial Relations’ comprises of two terms: ‘Industry’ and ‘Relations’.
“Industry” refers to “any productive activity in which an individual (or a group of
individuals) is (are) engaged”. By “relations” we mean “the relationships that
exist within the industry between the employer and his workmen.”

The term industrial relations explains the relationship between employees and
management which stem directly or indirectly from union-employer relationship.

Industrial relations are the relationships between employees and employers

within the organizational settings. The field of industrial relations looks at the
relationship between management and workers, particularly groups of workers
represented by a union. Industrial relations are basically the interactions
between employers, employees and the government, and the institutions and
associations through which such interactions are mediated.
The term industrial relations has a broad as well as a narrow outlook. Originally,
industrial relations was broadly defined to include the relationships and
interactions between employers and employees. From this perspective, industrial
relations covers all aspects of the employment relationship, including human
resource management, employee relations, and union-management (or labor)
relations. Now its meaning has become more specific and restricted. Accordingly,
industrial relations pertains to the study and practice of collective bargaining,
trade unionism, and labor-management relations, while human resource
management is a separate, largely distinct field that deals with nonunion
employment relationships and the personnel practices and policies of employers.

The relationships which arise at and out of the workplace generally include the
relationships between individual workers, the relationships between workers and
their employer, the relationships between employers, the relationships
employers and workers have with the organizations formed to promote their
respective interests, and the relations between those organizations, at all levels.
industrial relations also includes the processes through which these relationships
are expressed (such as, collective bargaining, workers’ participation in decision-
making, and grievance and dispute settlement), and the management of conflict
between employers, workers and trade unions, when it arises.

Definitions

What is Fatigue?

– The temporary inability, decrease in ability,

or strong disinclination to respond to a

situation, because of previous over-activity,

either mental or physical.

» Occupational Safety Service, Department of Labour

– Weariness from bodily or mental exhaustion,

a cause of weariness, labour exertions

» Macquarie Dictionary - Third EditionDEPARTMENT OF

PRIMARY INDUSTRIES

Symptoms of Fatigue

• Subjective feelings of weariness, solemness and

distaste for work

• Sluggish thinking

• Reduced alertness

• Poor and slow perception

• Unwillingness to work

• Decline in both bodily and mental performance

Examples of the effects of Fatigue

• Fatigue can cause safety hazards particularly in

- loss of concentration, safety critical jobs

awareness

• Long term effects on health - continual exposure to the disruptions and

dislocations that result

from some work schedules have an adverseindividuals. This can effect on the
health of

i nclude:

– cardiovascular disease

– gastrointestinal disorders

• Social and Family Life - work schedules may

influence the time available for employees to

participate in family and social events

Industrial Disputes

1. Demand for Higher wages -

The employees want higher wages. The employer wants more profit by paying
lower wages. This results in frustration among employees and they resort to
agitation.

2. Non-Implementation of Bonus Schemes -

Bonus is a strong incentive for the employees. They want share in the profit in
the form of bonus. However, the employers generally show deficit and do not
pay bonus to the employees. This results in industrial dispute.

3. Demand for better working condition -

The employees want better working conditions. If their demand is not accepted
by the employer they resort to agitational approach. The result is industrial
disputes.

4. Failure to recognise Unions -

The employers cannot tolerate trade unions as they feel that these unions are
threat to their profit. Therefore, they discourage union movement by the policy
of divided and rule. But the workers believe in collective bargaining and desire
the recognition of unions by the employers.

5. Demand for proper leave Rules -

The employers want that leave rules and working hours should as laid down in
factory act. No worker should be forced to work more than 48 hours or more in a
week. However, generally employers ignore these rules which results in
industrial dispute.

6. Over Time Payment -

The employees demand over-time payment as prescribed in the factory act. But
the employer either does not make any payment or makes under-payment. This
causes frustration among employees and they resort to agitations.

7. Political Interference -

Most of the trade unions in India are dominated by political parties. Sometimes,
political leaders use workers as tool for their selfish ends. They excite the
workers to go on strike or adopt other agitational approach.

8. Punishment to Workers -

Sometimes, the employer adopts dictational policy and victimises the employers
by suspending or dismissing them from services. In order to get the victimisation
redressed the employees resort to agitational approach. This disturbs the
industrial peace.

9. Mass retrenchment & undue promotions :-

One major cause of industrial dispute is the mass retrenchment and undue
promotions of the employees. The employees start agitation to show their
resentment against the callous attitude of the management.

10. Insecurity of Service -

In India, the employment opportunities are very tight. The employees want
security of service. If the employer does not meet with their demand they adopt
agitational approach.

11. Wrong policy or decision -

Sometimes, the policy or decision taken by the management is determental to
the interests of employees. This causes frustration among the employees and
they went to agitational approach in bid to put pressure on the management to
withdraw the wrong decision.

12. Bad Behaviour -

The pre-requisite of industrial peace is the cordial relations between the

employer and employees. If the behaviour of the management is bad towards
the employees, good will disappears and dispute arises.

13. Non-redressal of grievances -

The employees place their grievances before the management time and again. If
their genuine grievances are not removed or properly attended, it give rise to
frustration and ultimately a dispute.

Trade Unions

Also known as a labour union in some places around the world, a trade union is
an organization that is designed to function as an advocate and protector for
workers engaged in a specific trade. This advocacy often takes the form of
negotiating benefits and wage requirements for the members of the union, as
well as lobbying state and federal governments for legislation that protects the
rights of those workers. A trade union is also often concerned with the working
conditions of its members, especially in relation to the safety of those conditions.

Depending on the nature of the trade union, the leadership of the organization
may also work with employers and state officials on several other matters of
concern to their members. For example, union leadership may work with
employers in order to structure processes to manage complaints in a manner
that is considered equitable to all parties concerned. In like manner, trade union
officials may work with employers to create and maintain standards for hiring
and processes for terminating employees who are members of the union. In
some situations, unions may work with employers to provide limits on the
number of hours each week that an employee is allowed to work, a factor that is
often related to creating a safe working environment.

A trade union will often maintain a lobby that represents the interests of its
members in terms of new and existing laws. In this capacity, a union may work
with members of specific political parties or lawmakers currently serving in the
government to draft and support legislation that protects the rights of their
constituency. It is not unusual for a trade union to also support a candidate for a
specific office during an election year.

The value of a trade union is somewhat controversial in today’s world.

Proponents of trade or labor unions believe they are necessary to ensure that
employees are treated equitably by all and not just some employers. Often,
supporters point to the long history of reforms in the workplace made due to the
presence of a strong union. Critics sometimes take the stance that the idea of a
union is obsolete in today’s world, especially in nations where federal and state
laws already protect the rights of workers in general. At times, these critics will
also point to situations in the past where unions were compromised by influence
from outside forces and did not provide full support to their members. While
the debate on unions continue, industries that are currently unionized are likely
to remain so for many years to come.

In India the Trade Union movement is generally divided on political lines.

According to provisional statistics from the Ministry of Labour, trade unions had a
combined membership of 24,601,589 in 2002. As of 2008, there are 11 Central
Trade Union Organisations (CTUO) recognised by the Ministry of Labour.[1]

Recognised CTUOs

All India Central Council of Trade Unions (Communist Party of India (Marxist-
Leninist) Liberation)

All India Trade Union Congress (Communist Party of India)

All India United Trade Union Centre (Socialist Unity Centre of India (Communist))

Bharatiya Mazdoor Sangh (Rashtriya Swayamsevak Sangh)

Indian National Trade Union Congress (Indian National Congress)

Indian National Trinamool Trade Union Congress (All India Trinamool Congress)

Centre for Indian Trade Unions (Communist Party of India (Marxist))

Hind Mazdoor Sabha (socialists)

Labour Progressive Federation (Dravida Munnetra Kazhagam)

SEWA

Trade Union Coordination Committee (All India Forward Bloc)

United Trade Union Congress (Revolutionary Socialist Party)