Divya
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Abstract
Effective and smooth industrial relation at all times reflecting that, there is an adequate level of labour welfare legislations and statutory members. To equip the level of labour welfare measures of any organisation, the management must be at least reasonably thing about the overall standard of living about the working populations. In fact the unions are representing the problems and demand of their members with the management. So there is bilateral table/negotiation it does always exist in case of good and smooth industrial atmosphere. The labour welfare legislations and statutory measures are weighing against of compulsory and non-compulsory, monetary and non-monetary benefits to the working populations. This article has recorded the views and opinion of the employees to the fore job satisfaction, salary, bonus, canteen facilities, working conditions, workload, recreational facilities, etc have been put under analyzing and finally the researcher has been received a mixed response over the selected issues.
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Labour health, safety and welfare are the measures of promoting the efficiency of labour. The various welfare measures provided by the employer will have immediate impact on the health, physical and mental efficiency alertness, morale and overall efficiency of the worker and thereby contributing to the higher productivity. Some of the facilities and services which fall within the preview of labour welfare includes adequate canteen facilities, accommodation arrangements, recreational facilities, medical facilities transportation facilities for traveling from & to the place of work. This paper highlights the welfare measures taken in the chemical industry, the employees' satisfaction level, and to identify the overall quality of work life of the employees. The Data collection was done through schedule. In some cases personal interview was needed at the time of filling up of questionnaire. To analyze, the collected data the researcher used simple percentage analysis, one way ANOVA and Chi-Square test. Different charts and graphs were drawn to interpret the collected data.
Union and quality of work life (QWL) are closely related. Various concepts came in the catch shell of QWL; Implementation of QWL requires to introduce few reforms. These reforms bring changes in the organization, which is likely to resist by the workers or unions, on the magnitude of the suspicion developed in the mind of workers due sudden change in the attitude of management. The concepts viz. union, QWL, unions concern, union and QWL, implementation of QWL in union, has discussed in the present article. The allegation generally found between employer and employees that, employer state workers are more conscious about their rights and not responsiblilities and vice versa. In fact, both workers and management are equally aware of their rights and responsibilities. Management has their own concerns towards workers as well workers have few concerns towards management. Besides paving these concerns, the suspicious and bickering enviornment widen thechasm of misunderstanding, and adversely affects on industrial relations. Union is the better vehicle that management can use to strengthen the industrial relations and improve QWL. In fact, union plays pivotal role to improve QWL in the organisation by various ways; few to quote that, union open up channel for upward communication to reach top management with its problems and demands. These problems are generally consisted safety, improvement in working enviornment and increase in monetary compensation. Improvement in such aspects leads to improve QWL. The article depicts about union and quality of work life (QWL) necessarily entrenched the relations of union and quality of work life in Indian scenario.
Industrial relations means the relationships between employee-employee, employee-employers, employer-employer and these relations resulted in the relative peace/unrest in the organization, which generally involves ; absence of strike, productivity and economic growth of the organization, lack of trust among the work group or union, peaceful relationship between unions and management of the organization , positive involvement or participation of the employees, living standard of the employees of the organization. The image of the organization in the society is mainly judge through their productivity, performance and annual profits. It also covers the industrial relations with stakeholders, amicable settlement of industrial dispute, negotiations with existing works committee and trade union etc.
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International Journal of Research -GRANTHAALAYAH
Labour plays a very important role in the industrial production of the country. The human resource managers are concerned with the management of people at work. It is necessary to secure the co-operation of labour force in order to increase the production and earn higher profits. The co-operation of labour force is possible only when they are fully satisfied with their employer and the working conditions on the job. In the past, industrialists and the employers believed that their only duty towards their employees was to pay them satisfactory wages and salaries. But in due course of time, in addition to providing monetary benefits, human treatment given to employees started to play a very important role in seeking their co-operation. Labour or employee welfare activities benefit not only the workers but also the management in the form of greater industrial efficiency. The welfare activities pay a good dividend in the long run, because they contribute a lot towards the health and eff...
RESEARCH REVIEW International Journal of Multidisciplinary Special Issue www.rrjournals.com [UGC Listed Journal], 2019
In today's dynamic business condition, each association needs to be a fruitful association. It can't be conceivable without Human Resource (HR). The most essential resource i.e. Human Resource (labor) is known as life blood of any association. The accomplishment of any association relies on the execution of their Human Resource. On the off chance that inquiry emerges to discover the most imperative contrast between standard association and fruitful association, the appropriate response would be their HR. The association additionally needs quality individuals. The best test before each association is to enlist ideal individuals in ideal place. HR is the variables. Worker and Employer both are essential. They are the two sides of a similar coin. One can't work without the administrations of the other. The primary reason for this examination is to watch the modern connection task and fulfillment level of the workers, to watch the diverse welfare plans gave by the business.
Since some decades many things have been changed such as culture, attitude, behaviour, structures in the economy and society naturally these process leads to industrial relations, but nothing has been changed in the field of structure and policy and stragedy of trade unions. As we remember one of challenging vawe has been realised during the Keynesian Age which called Post Fordism. This wave affected labour deeply, because new wave swepeed out blue colour workers at the manifacture sector. This was first and great shock for trade unions. Because not only in Turkey but also in European Countries blue colour workers were locomotive of trade union mouvement middle of the 20th. Century. During the 1980’s the other big shock realised for trade unions with neo-liberal policies. During this age not only blue colour workers but also public sector workers decreased drastically. At the end when we having 21st. Century unions are facing deep economic crise such as 1929. Even though this kind of transformation, technological changes, changed labour demand pattern, changed culture related to solidarity and huge threats still unions keeping old wine in the old bottle. There is no new policies, new strategies and tactics. Nobody knows is this sustainable. But it looks this is end of the tunnel for traditional trade union perceptions. Keywords: Union effectiveness, efficiency, social dialogue, Union’s role in the labour market