- What is industrial relations and its importance?
- What are the main causes of industrial disputes?
- What are the effects of industrial disputes?
- How Industrial disputes are settled?
- Who are the major participants in industrial relations?
- What is industrial peace and harmony?
- How can we promote industrial peace?
- What is industrial relations in HRM?
- What do you mean by industrial disputes?
- What are the main aspects of industrial relations?
- What is meant by industrial law?
- What are the different types of industrial disputes?
- What do you mean by industrial peace?
- How do you maintain good industrial relations?
- What is the concept of industrial relations?
- Who can raise an industrial dispute?
- How do you prevent industrial conflicts?
- What is industrial distribute?
What is industrial relations and its importance?
The most important benefit of industrial relations is that it ensures uninterrupted production.
Reduced industrial dispute, industrial unrest, strike, lock outs can be avoided through good industrial relation.
This ensures smooth running of the organization and continuous production..
What are the main causes of industrial disputes?
The causes of industrial disputes are many and varied. The major ones related to wages, union rivalry, political interference, unfair labour practices, multiplicity of labour laws, economic slowdown and others.
What are the effects of industrial disputes?
Arputharaj and Gayatri  opined that the consequences of industrial disputes are many, but gave a brief general description of these as disturbance of economic, social and political life of a country, loss of output, decline in the demand for goods and services, lasting loss to the workers, increase in indebtedness, …
How Industrial disputes are settled?
Procedures for settling labour dispute: Collective Bargaining, Negotiation, Conciliation and Mediation, Arbitration and Adjudication are well known methods for settlement of industrial disputes.
Who are the major participants in industrial relations?
Participants in Industrial Relations: The main participants in industrial relations are: (i) Employers. (ii) Employees/workers. (iii) Government. Employers have their associations to deal with labour problems and their unions in a collective way.
What is industrial peace and harmony?
Industrial harmony is not the absence of disagreement, but it is when there is an understanding between employers and employees that permits the system to achieve set goals. … In the views of Osabuohien and Ogunrinola (2007), industrial conflict/crisis entails inadequacy or absence of industrial peace in workplace.
How can we promote industrial peace?
The Government should play an active role for promoting industrial peace. It should make law for the compulsory recognition of a representative union in each industrial unit. It should intervene to settle disputes if the management and the workers are unable to settle their disputes. This will restore industrial peace.
What is industrial relations in HRM?
Industrial relations are the relationships between employees and employers within the organizational settings. … From this perspective, industrial relations covers all aspects of the employment relationship, including human resource management, employee relations, and union-management (or labor) relations.
What do you mean by industrial disputes?
The Industrial Disputes Act defines “Industrial dispute” as a dispute or difference between workmen and employers or between workmen and workmen, which is connected with employment or non-employment or the terms of employment or with the conditions of labour.
What are the main aspects of industrial relations?
The main aspects of industrial relations can be identified as follows:Promotion and development of healthy labour — management relations.Maintenance of industrial peace and avoidance of industrial strife. ADVERTISEMENTS: Development and growth of industrial democracy.
What is meant by industrial law?
Industrial Law relates to the laws governing industrial enterprises. These can include a wide range of legal topics, from employment laws to environmental concerns, contracts, industrial relations, and worker safety regulations.
What are the different types of industrial disputes?
Types of Industrial Disputes: Strikes, Lockouts, Picketing, Gherao, Lay Off, Retrenchment and BoycottType # 1. Strikes:Type # 2. Lockouts:Type # 3. Picketing:Type # 4. Gherao:Strikes:Lockout:Lay Off:Retrenchment:More items…
What do you mean by industrial peace?
Noun. industrial peace (uncountable) A state in industrial relations in which both employer and employees abstain from industrial action, such as strikes and lockouts.
How do you maintain good industrial relations?
Types of employee relationsGet to know your team, on an individual level.Keep communication channels always open.Ask for their opinion.Listen to their arguments.Encourage them to stand their ground.Build these relations on common rules and values.Don’t keep your distance, be part of the team.
What is the concept of industrial relations?
The term industrial relations refer to the whole field of relationship that exists because of necessary collaboration of men and women in the employment process of modern industry. Industrial relations is nothing but an “Employment Relationship” In an industrial setting.
Who can raise an industrial dispute?
Any person who is a workman employed in an industry can raise an industrial dispute. A workman includes any person (including an apprentice) employed in an industry to do manual, unskilled, skilled, technical, operational, clerical or supervisory work for hire or reward.
How do you prevent industrial conflicts?
The following is the machinery for prevention and settlement of industrial disputes provided by the Act:Works Committees: This Committee consists of representatives of workers and employers. … Conciliation Officers: … Boards of Conciliation: … Court Of Enquiry: … Labour Courts: … Industrial Tribunals: … National Tribunal:
What is industrial distribute?
Industrial dispute means any dispute of difference between employees and employers or between employers and workmen or between workmen and workmen, which is connected with the employment or non-employment of the terms of employment or the conditions of work of any person (The industrial Disputes Act 1947, Section 2K).