Emergence of industrial relations in india
Gradually, various tripartite and bipartite institutions were introduced to supplement the state intervention in the IRS.
Approaches to industrial relations
History[ edit ] Industrial relations has its roots in the industrial revolution which created the modern employment relationship by spawning free labour markets and large-scale industrial organizations with thousands of wage workers. From this perspective, the pursuit of a balanced employment relationship gives too much weight to employers' interests, and instead deep-seated structural reforms are needed to change the sharply antagonistic employment relationship that is inherent within capitalism. In the expansionary economy there is a clear shortage of managers and skilled labor. Statutory regulation of industrial relations was on plank of its labour policy. However state intervention does not mean suppression of trade unions and collective bargaining institution. Industrial relations was formed with a strong problem-solving orientation  that rejected both the classical economists' laissez-faire solutions to labour problems and the Marxist solution of class revolution. Unfortunately, the attempt met with strong opposition from all unions. Employers opted for workforce reduction, introduced policies of voluntary retirement schemes and flexibility in workplace also increased.
The basic purpose of these laws was to protect labors. However, yet another opportunity was lost when there was an impasse on the NCL recommendations in Rockefeller Jr.
Objectives of industrial relations
Keeping this fact in view, IR in India is presented under the following two sections: 1. The Janta Government in made, of course, a half-hearted attempt to reform industrial relations. Overview[ edit ] Industrial relations examines various employment situations, not just ones with a unionized workforce. Therefore, conflict is inevitable and the need for the trade union to protect the interest of both parties. In particular, the two predominant sub-groups in the pluralist perspective are the management and trade unions. Practice Test Prior to , the industrial relations system in India sought to control conflicts and disputes through excessive labor legislations. The government introduced a Bill on Workers, Participation in Management in Parliament in Thus, the striking feature of the history of IR in India has been that it is dynamic in nature. The joint consultative institutions were established primarily to arrive at uniform and agreeable labour policy. Whilst there may be periods of acquiescence, the Marxist view would be that institutions of joint regulation would enhance rather than limit management's position as they presume the continuation of capitalism rather than challenge it. In practice, trade unions are declining and fewer companies have industrial relations functions. Intellectually, industrial relations was formed at the end of the 19th century as a middle ground between classical economics and Marxism ,[ citation needed ] with Sidney Webb and Beatrice Webb 's Industrial Democracy being a key intellectual work. With the coming of globalization, the 40 year old policy of protectionism proved inadequate for Indian industry to remain competitive as the lack of flexibility posed a serious threat to manufacturers because they had to compete in the international market. Industrial relations scholarship assumes that labour markets are not perfectly competitive and thus, in contrast to mainstream economic theory , employers typically have greater bargaining power than employees. Related Articles:.
However, according to Bruce E. Thus, globalization brought major changes in policy in India.
The joint consultative institutions were established primarily to arrive at uniform and agreeable labour policy. Militant trade unions are thus frequently supported.
Commons when he created the first academic industrial relations program at the University of Wisconsin in
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