Industrial relations is used to denote the collective relationships between management and the workers. Traditionally, the term industrial relations is used to cover such aspects of industrial life as trade unionism, collective bargaining, workersâ€™ participation in management, discipline and grievance handling, industrial disputes and interpretation of labor laws and rules and code of conduct.
In the words of Lester, "Industrial relations involve attempts at arriving at solutions between the conflicting objectives and values; between the profit motive and social gain; between discipline and freedom, between authority and industrial democracy; between bargaining and co-operation; and between conflicting interests of the individual, the group and the communityâ€.
The National Commission on Labor (NCL) also emphasize on the same concept. According to NCL, industrial relations affect not merely the interests of the two participants- labor and management, but also the economic and social goals to which the State addresses itself. To regulate these relations in socially desirable channels is a function, which the State is in the best position to perform.
| In fact, industrial relation encompasses all such factors that influence behavior of people at work. A few such important factors are below:
Characters: It aims to study the role of workers unions and employersâ€™ federations officials, shop stewards, industrial relations officers/ manager, mediator/conciliators / arbitrator, judges of labor court, tribunal etc.
Institution: It includes government, employers, trade unions, union federations or associations, government bodies, labor courts, tribunals and other organizations which have direct or indirect impact on the industrial relations systems.
Methods: Methods focus on collective bargaining, workersâ€™ participation in the industrial relations schemes, discipline procedure, grievance redressal machinery, dispute settlements machinery...
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