Industrial Conflicts

Manifestations of conflict
Manifestation of organized group
conflict (Union Management conflict)
Manifestations of unions

Non-Cooperation
Arguments
Hostility
Stress and tension
Unwillingness to negotiate
Resentment
Absenteeism

Manifestations of conflict

Work-to-rule
Demonstration Morcha, Gherao
Loss of production
Strike

Manifestations of management

Unwillingness to negotiate
Termination
Demotion
Lay-offs
Lockouts

Manifestations of conflict
Manifestation of individual and
unorganized conflict.
Workers

Unorganized withholding of efforts

Intentional waste and inefficiency
Labor turnover
Absenteeism complaints
Instance of breaking of rules
Strikes

Manifestations of conflict
Management

Autocratic supervision
Over-strict discipline
Penalties
Unnecessary firing
Demotion
Lay-offs
Lockouts

Causes that lead to Industrial

Conflict

Economic causes
Political causes
Social causes
Technologies causes
Psychological causes
Market situation
Legal causes

Industrial Conflicts are classified

into 4 groups
Interest Disputes: These are the
disputes that arise out of deadlocks in
negotiations.
Grievance Disputes: These are the
disputes that arise from day-to-day
grievances.

Industrial Conflicts are classified

into 4 groups
Unfair Labor Practices: These are
the disputes that arise from acts of
interference with the exercise of right
to organize, acts etc.
Recognition Disputes: These are the
disputes that arise due to the
recognition of TU as a bargaining
agent.

Definition of a Dispute
According to Industrial Dispute Act
Industrial Dispute means any dispute or difference
between employers and employers or between
employers and workmen or between workmen and
workmen, which is connected with the employment
or non employment or terms of employment or with
the conditions of labour of any person

Causes of IC
Industrial Factors:
i) Industrial matters relating to employment,
work, wages, hours of working etc.
ii) Disputes often arise because of population
explosion rising unemployment.
iii) The increasing prices of essential
commodities.
iv) The attitude and temperament of Industrial
workers.

 Management Attitude towards workers

Disinterest of management to discuss with the

workers and its representatives.
Management unwillingness to recognize a
particular trade union.
Taking management side by the management
officials while discussing the issues in
collective bargaining.
Disinterest of the management in involving the
workers in Decision making.

 Government Machinery:
Their irrelevancy in the context of the
challenges of present Industrial Climate.
Inability to understand and answer
imperatives of development.
Inability of governments conciliation
machinery in doing its job effectively.

 Other Causes:
Affiliation of trade unions with political
party and political leadership of trade
union.
Political Instability, poor center-state
relations.
Other political reasons like character crisis,
values etc.

Strike
Strike is a temporary cessation of
work by a group of employees in
order to express grievances or to
enforce a demand concerning
changes in work conditions

Lock-outs
lock-outs means the action of an employer
in temporarily closing down or shutting
down his undertaking or refusing to
provide his employees with work with
intention of forcing them either to accept
demands made by him.

Preventive measures of IC
Labour
Welfare
Officer

Tripartit
e and
Bipartit
e
Bodies

Strong
Trade
Union

Standin
g
Orders

Grievanc
e
Procedur
e

Labour Copartnership
and profit
sharing

Joint
Consultatio
n

Collective
Bargaining

Labour Welfare Officer

He should possess
A university degree
Degree or diploma in social science or
social work or social welfare from any
recognized institution.
Adequate knowledge of the language
spoken by the majority of the workers
in the area where the factories, mines
and plantations are suited.

Tripartite and Bipartite Bodies

Tripartite Bodies: comprises of three
parties viz. employer, employee and
Government officials
Bipartite Bodies: comprises of two parties
viz. employer and employee.

Standing Orders
To prevent the industrial conflicts
relating to employment conditions,
standing orders are formulated.
The standing order regulate the
conditions of employment from the
stage of entry to the stage of exit.

Grievance Procedure
Generally arise from day-to-day
working relations.
Grievances of the employees are
redressed by the management.
Management can prevent the
occurrence of ID by solving the
individual problems.

Collective Bargaining
Helps for settlement of issues and
prevention of ID
a) Strong Trade Unions.
b) Labour Co-partnership and profit
Sharing.
c) Joint Consultation.