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INDUSTRIAL CONFLICTSINDUSTRIAL CONFLICTS
Presented By: Anjali Pathania 03-MBA-09Manvi Gupta 42-MBA-0 Neha JamwalSansar Singh
INDUSTRIAL CONFLICTS
PRESENTED BY:
ANJALI PATHANIA 03-MBA-09
MANVI GUPTA 42-MBA-09
NEHA JAMWAL 16-MBA-09
SANSAR SINGH 31-MBA-09
VIDEO: PRIME
DEFINITION OF INDUSTRIAL DEFINITION OF INDUSTRIAL CONFLICTCONFLICT
Industrial Disputes Act,1947,Sec 2(k) ‘Industrial disputes mean 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.’
Industrial conflict can be defined as the ‘total range of behaviours and attitudes that express opposition and divergent orientations between industrial owners and managers, on the one hand, and working people and their organisations on the other’
FORMS OF CONFLICTFORMS OF CONFLICT
UnorganisedOrganised
Informal FormalIndividual
Collective
FORMS OF CONFLICTFORMS OF CONFLICTOrganised conflict : - collective in nature, involves groups of employees or
trade unions - open (or overt), obvious to all that it is occurring - takes the form of:
- strikes- lockouts- overtime bans, working to rule, restrictions on
output- political action
Unorganised conflict :- individual in nature, only involves single employees - hidden (or covert), not obvious it is occurring- takes the form of
- absenteeism- labour turnover- low productivity- acts of indiscipline and sabotage
CAUSES OF INDUSTRIAL CAUSES OF INDUSTRIAL CONFLICTSCONFLICTS
Industry-related factorsManagement related factorsGovernment related factorsOther factors
VIDEO: BOLLYWOOD STRIKE
ACTIONS THAT CAN BE TAKEN BY ACTIONS THAT CAN BE TAKEN BY EMPLOYEE /EMPLOYER DURING EMPLOYEE /EMPLOYER DURING INDUSTRIAL CONFLICTINDUSTRIAL CONFLICTGetting Legal
Approval Before organising a
strike or any other form of industrial action a trade union must follow the rules set out in the Industrial Relations Act 1990. This states that
“a union cannot organise a strike or any other industrial action without getting members majority approval”
ACTIONS TO TAKEACTIONS TO TAKE1) Token stoppages involve employees
stopping work for a short period of time to demonstrate their feeling to management
2) Work to rule is where employees refuse to undertake any work outside the terms of their employment contract
3) A go slow occurs when employees carry out the minimum amount of work they can get away with without jeopardising their basic pay
4) All out strike means employees stop working and leave the premises
5) Picketing involves walking up and down outside the work place indicating a strike is in process
Feb 2009 – public sector workers in Ireland picketing outside their employers premises
OTHER EMPLOYEE OTHER EMPLOYEE OPTIONSOPTIONS• Strikes
• Sabotage• Absenteeism• Pilferage• Working without enthusiasm• Sit-in• Turnover• Overtime Bans
EMPLOYER OPTIONSEMPLOYER OPTIONS
LockoutWork intensificationDiscipline/sackingIntimidationClosure
VIDEO:
GRIEVANCE PROTOCOLGRIEVANCE PROTOCOLStage 1: You supervisor managerStage 2 Shop stewardStage 3 T.U. official & employerStage 4 Independent third party
INDUSTRIAL CONFLICT(INTERNATIONAL INDUSTRIAL CONFLICT(INTERNATIONAL ARENA)ARENA)
AUSTRALIAN STRIKE AUSTRALIAN STRIKE STATISTICSSTATISTICS
1 Strikes concentrated in a few industries, esp. coal mining, manufacturing, transport, storage, communication and construction.
Why? size of firms, types of workers and trade union coverage.
2 Main cause of strikes in recent Australia: managerial policy.
Why? substantial changes in economic and market conditions, adoption of new management strategies and techniques, resistance from workers and trade unions.
3 Most strikes not settled through conciliation and arbitration. Duration of strikes typically short.
Why? most strikes essentially protests demonstrating worker resolve, strikes not used to apply economic pressure in bargaining
There is a general decline in Australian strike activity.
Why? changes in structure of economy and labour force, historically high levels of unemployment, and decline in industrial power and density of trade unions.
VIDEO: AUSTRALIAN CONFLICT
INDUSTRIAL CONFLICT IN INDUSTRIAL CONFLICT IN INTERNATIONAL ARENAINTERNATIONAL ARENA
UNITED STATES• Most U.S. labor contracts have a specific provision that
outlaws strikes; thus, sudden or unauthorized strikes (commonly called “wildcat strikes”) are uncommon.
• The grievance procedure is used to resolve the disagreements peacefully
• Once the contract period is over and if a new one is not successfully negotiated:o Workers may strike or continue to work without a contract while threatening to walk outo Management also may lock out the workers— very rare
GREAT BRITAIN• Labor unions are relatively powerful (has
decreased in recent years)• Strikes are more prevalent than in the United
States• Labor agreements typically do not prohibit
strikes and the general public is more used to and tolerant of them
• System is not geared toward the efficient resolution of problems
• British in general still appear willing to accept conflict with resulting strikes and lockouts as the price of protecting the rights of the workers
GERMANY• Strikes and lockouts are prohibited in Germany
during the period when a labor agreement is in effect
• A strike is legal when the contract has run out and a new one has not yet been ratified by the workers
• German unions tend to be industry wide—a company quite often has several agreements in force with different termination dates
• There tends to be a fair amount of cooperation between management and labor because of the way labor relations are legally structured
JAPAN• Strikes and lockouts in Japan are very rare• Japanese workers sometime strike when a union is
negotiating with management during industrywide negotiations to show support for their union
• Cultural value implies that individuals should subordinate their interests and identities to those of the group• Accounts for much of the harmony that exists
between management and labor in Japan.
VIDEO: AVIATION
PREVENTIVE MEASURES: PREVENTIVE MEASURES: INDUSTRIAL CONFLICTSINDUSTRIAL CONFLICTS
Labour Welfare Work and Institution of Labour Welfare Officer
Tripartite and Bipartite BodiesStanding Orders and Grievance
ProceduresEthical Codes and Industrial RelationsWage policy and Wage Regulation
MachineryWorker’s Participation in ManagementCollective Bargaining
VIDEO: DEALING WITH CONFLICT
(WRITTEN)
SETTLEMENT MACHINERYSETTLEMENT MACHINERYConciliationArbitrationAdjudication
VIDEO: DEALING WITH CONFLICT
(CALM)
CONCLUSIONCONCLUSION
THANK YOU