Modern Industrial Relations in India A study of modern industrial relations in India can be made in three distinct phases. The first phase can be considered to have commenced from about the middle of the nineteenth century and ended by the end of the First World War. The second phase comprises the period thereafter till the attainment of the independence in 1947, and the third phase represents the post-independence era. First Phase : During the first phase, the British Government in India was largely interested in enforcing penalties for breach of contract and in regulating the conditions of work with a view to minimising the competitive advantages of indigenous employers against the British employers. A series of legislative measures were adopted during the latter half of the nineteenth century, which can be the beginning of industrial relations in India. The close of the First World War gave a new twist to the labour policy, as it created certain social, economic and political conditions, which raised new hopes among people for a new social order. There was intense labour unrest because workers’ earnings did not keep pace with the rising prices and with their aspirations. The establishment of ILO in 1919 greatly influenced the labour legislation and Industrial relations policy in India. The emergence of trade unions in India, particularly the formation of All India Trade Union Congress (AITUC) in 1920 was another significant event in the history of industrial relations in our country. Second Phase : The Policy after the First World War related to improvement in the working conditions and provision of social security benefits. It was a period of boom for employers. With rising prices, their profits went up enormously.
How people worked, the nature of their interaction with society, was one of the fundamental changes brought on by the demands of the industrial revolution. Taking advantage of the benefits obtained by the division of labor and scale of production required that people work together in large groups. This new paradigm of working collectively under the factory system had no contemporary parallel – except for the working conditions of slaves who also labored in large groups. An examination of the lives of factory workers and slaves shows that there are many similarities between the way slaves were managed, and the management of industrial workers. The very nature of the administration of large groups required a similar organizational structure to effectively run a larger scale operation.
Why fight for justice? Justice has been a striving issue for American citizens for years. These citizen’s justices include those in which should be granted in the workplace. Labor unions have resulted from the mistreatment of employees and the unsafe or unfair working conditions, a very common occurrence during the Industrial Revolution. In an endless struggle for justice, organized labor unions fought, and continue to fight for rights deserved in working environments. The evolution of labor unions during the Industrial Revolution proved to be beneficial then as well as the modern day.
Early in American history during colonial times and into the middle of the 19th centry, relations between employers and those whom they employed were many times hostile and adversarial. Sometimes these disagreements between employee and employer would explode into violent confrontations. Workers wether skilled or not would fight with management over improved/safer working conditions, fair pay, long exhausting hours by uniting and form...
Blanpain, R and Bamber, G J. (2010). Comparative Labor Law and Industrial Relations in Industrialized Market Economies: Xth and Revised Edition. Alphen aan den Rijn: Kluwer Law International.
[6] Kripalani, Majeet & Egnardio, Pete. The Rise Of India. Business Week Online. December 8, 2003. http://www.businessweek.com/magazine/content/03_49/b3861001_mz001.htm
The Industrial Revolution was a time in history from about 1740 to 1840, with booming factory development (History.com). During this time period, people were moving from their farms in the suburbs to the big cities to work in the factories. While people were moving to the cities the population in places was growing quickly which caused more poverty in the city. Owners of businesses found that if more people came for work so they could pay them less and get more workers. This made the factories horrible to work in. The factory conditions in the Industrial Revolution were appalling because there were unsafe working conditions, the owners had condescending attitudes, and there were unreal expectations.
The Industrial Revolution is a term that all countries and societies will talk about for generations. The industrial revolution began in Britain in the 18th and later in the 19th century in other countries. Basically industrial revolution is the change that occurs to leave the hand tools and to start making machines. The industrial revolution is characterized by the transition of the agricultural jobs to the industries jobs such as; factory jobs and in textile companies. In the countries of Asia is which the industrial revolution is occurring today. This paper would demonstrate how Asia is leading the industrialization world now in this century, and shows some elements that Asia are using are.
This essay will look at the definition of what an employer and employee are according to legislation. It will then discuss whether or not an employer can prevent an employee from working for others (or themselves), after the employment has ended. Analysis will be done on whether restraint of trade clauses are legal and if so the restrictions they carry for both employer and employee. This essay will also look at how and if a restraint of trade clause can be changed so that they can be valid and the employer can enforce them. This essay will look at whether employers can stop employees from working for others and themselves during employment, this will be done by looking at and discussing garden clauses. Critique will be done on both restraint of trade clauses and garden leave clauses. The essay will conclude with how difficult or easy it is for an employer to restrict their employee’s employment.
India's strategy for development has had many critics. It was pointed out that the emphasis on heavy industry
There are many different approaches and theories regarding industrial relations nowadays. In order to mount an opinion on which is the ‘best’ or most appropriate theory of industrial relations, each theory will have to be analyzed. The three most prevalent theories of industrial relations which exist are The Unitarist theory, The Pluralist theory and The Marxist theory. Each offers a particular perception of workplace relations and will therefore interpret such events as workplace conflict, the role of trade unions and job regulation very differently. I will examine each of these theories in turn and then formulate my own opinion regarding which is the ‘best’ or most appropriate theory.
(2014 p.366) in the appendix we can see the various form of industrial conflict some forms is easy to see and some are hidden, Some of the conflicts are active and trying to improve the working conditions like: salary, workplace safety, OH&S and many more and some are defensive to preserve the current relations or prevent from laying off staff or firing. Strikes are not the only factor that damaging the employers, there are many other factors and behaviors that can affect business productivity such as: Absenteeism or sabotage is a way of employees to respond to uncongenial working conditions, low morale, wastage of resources, inefficiency and high labor turnover which can add on losses to the business or the whole economy. Australian Bureau of Statistics (ABS) defines industrial dispute as: … withdrawal from work by a group of employees, a refusal by an employer or a number employers to permit some or all of their employees to work, each withdrawal or refusal being made in order to enforce a demand, to resist a demand or express a grievance. (ABS
Industrial revolution – the general historical phenomenon characterizing a certain moment in the development of capitalism.
Industrial relations are broadly concerned with bargaining between employers and trade union on wages and other terms of employment. The day-to-day relations within a plant also constitute one of the important elements and impinge on the broader aspects of industrial relations - C.B. Kumar, development of industrial relation 1961, p (ix)
The role of the government on industrial relations is very important as it sets the legal framework that industrial relations operates in. Appropriate industrial relations legislation should recognize the requirements of both employers and employee’s. Both the employee and the employer want to profit from each other but are also reliant on each other. This means that the equal bargaining power of employers and workers must be recognized (Peetz, David. 2006). Appropriate industrial relations laws should address any imbalance of power and give both groups an equal degree of control. Appropriate industrial relations should not only allow a mixture of both collective and individual bargaining but also facilitate employee participation in day to day workplace decisions. After all it’s the structure and framework of the employment relationship, which is governed by legislation that leads to good Industrial Relations.
According to John Dunlop -“An industrial relation system at any one time in its development is regarded as comprised of certain actors, certain contexts, an ideology which binds the industrial relation system together and a body of rules created to govern the actors at the work place and work community.”