When management and employees can relate and communicate with each other, it typically alleviates the problems, such as not being able to negotiate work contract agreements or having to bring in the labor union to negotiate the terms and conditions between employees and management. The term ‘Industrial Relations’ comprises of two terms: ‘Industry’ and ‘Relations’. .Industry refers to “any productive activity in which an individual (or a group of individuals) is (are) engaged”. By “relations” we mean “the relationships that exist within the industry between the employer and his workmen.”. The term industrial relations explains the relationship between employees and management which stem directly or indirectly from union-employer relationship.
Psychological Factors: Such factors include items pertaining to industrial relations like owners‟ attitude, perception of workforce, their attitude towards work, their motivation, morale, interest, alienation, dissatisfaction, occupational stress and boredom resulting from man-machine interface. 8 OSN Academy, Lucknow 6. Political Factors: Political institutions, system of government, political philosophy, attitudes of government, ruling elite and opposition leaders towards labour problems affect the state of industrial relations. For
When good understanding prevailing between them, each party tries to serve the other to the best of their ability. Industrial Relations are a dynamic socio-economic process. It a “designation of a whole field of relationship that exists because of the necessary collaboration of men and women in the employment process of industry”. It is not the cause but an effect of social, political and economic forces. In order to understand the issues and problems associated with industrial relations, Also the fast changing technological development, industrial production techniques, and ideological values have brought forth in the industrial world a unique type of employer and employee relationship.
Introduction of Industrial Relations Industrial relationship is the practices of an individual who involve in organization and management setting through their work. In basically, industrial relationship is looking for the interaction that representative by the management and the workers towards their argument. At the same time, industrial are different views about how the most effective government should frame and policies to the issues of efficiency and equity of the contribution of industrial relationship wellbeing even the national economy. Venkatesh and Kala (2013) stated that engaging the industrial put on this way Industrial relations has become one of the most delicate and complex problems of modern industrial society. Industrial
In the assessment of the management of labour relations is a complex phenomenon because it involves the human element in it (Razi et al, 2012). Relations refers to the agreement between the workers who choose to work together in maintaining good relations (Denis, Mario and Victor et al, 2011), labour management relations improve processes within a company to change the collective activity more (Behrens et al. 2004). Labour Management Relations based on the relationship between workers and employers set out in the job, as applied and affect the interests of workers and employers, relationships that have been arranged in a company devoted to the interests and development of the company. There are several factors that increase the relations between management including a full statement of the autonomy by interested parties, the definition is clear, and the practice of mutual benefit both parties (Arthur and Kim 2005; Eaton et al., 2004; Guest and Peccei 2001; Haynes and Allen 2001) .
Industrial/ organizational psychology is the successor of psychology that adopts psychological theories and principles and applies them to the organizational context. Industrial/ organizational psychology aims to increase productivity within the workplace as well as factors relating to productivity within the workplace as well as factors relating to productivity such as mental and physical well-being of employees within the organization. Industrial/ organizational psychology is interested in the attitudes and behaviours of employees, leadership styles and development, and the evaluation of organizations. Most importantly industrial/organizational psychology is concerned in understanding human behaviour in the workplace (Chimiel, 2000). Industrial/Organizational psychology has two sub-disciplines.
The research paper aims to evaluate the reward system used by organisations within different industrial sectors. In the current business era, it is important for business sectors to implement effective reward systems by means of different theoretical understanding so is to retain their employees and motivate them to increase their work capabilities. The paper intends to highlight a brief overview of retail and manufacturing sector and their working pattern especially in case of reward system and theoretical backgrounds. Moreover, it further evaluates the equity theory of Adams and Operant Conditioning by Skinner in regarding their reward systems. It aims to highlight a brief comparison of reward system in retail and manufacturing sector.
Therefore,industrial relation is the relationship between the employees and management which is a direct or indirect result of union-employer relationship Industrial relation : “ industrial relation are a relationship between management and employees or among employees and their organasization that characterise and grow out of employment. INDUSTRIAL RELATION --- BACKGROUND Industrial relation plays a crucial role in establishing and maintaining industrial democracy and industrial harmony in an industry and organization. In India it has passed through several stages. These factors have influenced industrial relation in India. 1.
A STUDY ON QUALITY OF WORK LIFE OF THE EMPLOYEES OF SELECTED COMPANIES NANJANGUDU INDUSTRIAL AREA Abstract: Quality of work life is becoming an imperative issue to achieve the goals of the organization in every sector whether it is education, service sector, banking sector, tourism, manufacturing, etc. Attrition, employees commitment, productivity etc. depend upon the dimensions of Quality of work life i.e. job satisfaction, organizational commitment, reward and recognition, participative management, work life balance, proper grievances handling, welfare facilities, work environment, etc. If organization provides a better QWL then it develops the healthy working environment as well as satisfied employee.
The term labour relations, refers to the system in which employers, employees and their representatives (management) and, the government who all interact and work together directly and indirectly to set the ground rules for working relationships inside and organization. labour relations has its roots stemming from the industrial revolution, where we saw the emergence of trade unions to represent workers and their rights. A labour relations system reflects the interaction between the main actors in the organization namely the government, the employer, trade unions and employees. Well set out labour relations in an organization safeguards fair labour practices, as well as contributes to long term success within the organization. There are multiple advantages to the Labor Relations Act, all of these advantages are put into place in order to protect the well being of the employee as well as the employer both on a fair and equal basis.