Answer 1)

Introduction

Industrial relation means the association among employer and employees regarding employment
in an industrial organization. However, the concept of Industrial Relations has a broader
meaning. In a broad sense, the term Industrial Relations includes the relationship between the
various unions, between the state and the unions as well as those between the various employers
and the government. Relations of all those associated in an industry may be called Industrial
Relations.

As per ILO, Industrial relations comprise relationships between the state on one hand and the
employer’s and employee’s organization on the other, and the relationship among the
occupational organisations themselves.

The key objectives of IR system are:

 To maintain the interest of labor and management by securing the highest level of mutual
understanding and good-will among all those sections in the industry which participate in
the process of production.
 To avoid any industrial conflict or strife and develop harmonious relations, which are an
essential factor in the productivity of workers and the industrial progress of a country.
 To raise productivity to a higher level in an era of full employment by lessening the
tendency to high turnover and frequency absenteeism.
 To establish and promote the growth of an industrial democracy based on labor
partnership in the sharing of profits and of managerial decisions.
 To eliminate or minimize the number of strikes, lockouts and gheraos by providing
reasonable wages, improved living and working conditions, said fringe benefits.
 To improve the economic conditions of workers in the existing state of industrial
managements and political government.
 Socialization of industries by making the state itself a major employer.
 Vesting a proprietary interest of the workers in the industries in which they are employed.
Different approaches of Industrial relations

Unitary Approach

Industrial relations are a dynamic and developing socio-economic process. The social, political,
and economic factors impact it. The industrial relations continue to evolve. Like other behavioral
topics, both the scenario of industrial relations and factors affecting it are perceived differently
by different behavioral practitioners and theorists. Industrial relations consist of the whole range
of relationships between employees and management, and between the employees. It is managed
by conflict and cooperation. It includes securing effective and willing co-operation from
employees and reducing conflict between the management and the employees and their
representatives, the trade unions.

Under unitary approach, Industrial Relations is grounded in mutual co-operation, individual

treatment, team-work and shared goals. Work place conflict is seen as a temporary aberration,
resulting from poor management, from employees who do not mix well with the organization’s
culture. Unions co-operate with the management and the management’s right to manage is
accepted because there is no ‘we-they’ feeling. The underlying assumption is that everyone
benefits when the focus is on common interest and promotion of harmony. Conflict in the form
of strikes is not only regarded as unnecessary but destructive.

Pluralistic Approach

The pluralistic approach totally departs from the unitary approach. The pluralistic approach
perceives:

 Organizations as coalitions of competing interests, where the management’s role is to

mediate amongst the different interest groups.
 Trade unions as legitimate representatives of employee interests.
 Stability in Industrial Relations as the product of concessions and compromises between
management and unions

Legitimacy of the management’s authority is not automatically accepted. Conflict between the
management and workers is understood as inevitable and, in fact, is viewed as conducive for
innovation and growth. Employees join unions to protect their interests and influence decision-
making by the management.

Unions thus balance the power between the management and employees. In the pluralistic
approach, therefore, a strong union is not only desirable but necessary. Similarly, society’s
interests are protected by state intervention through legislation and industrial tribunals which
provide orderly process for regulation and resolution of conflict.

The theories on pluralism were evolved in the mid-sixties and early seventies when England
witnessed a resurgence of industrial conflicts. However, the recent theories of pluralism
emanated from British scholars, and in particular from Flanders and Fox. According to pluralists,
industrial conflict is inevitable and it needs to be contained within the social mechanism of
collective bargaining, conciliation and arbitration.

Marxist Approach

Marxists, like the pluralists, regard conflict between employers and employees as inevitable.
However, pluralists believe that the conflict is inevitable in all organizations. Marxists see it as a
product of the capitalist society.

Trade unions are seen both as labour reaction to exploitation by capital, as well as a weapon to
bring about a revolutionary social change. Concerns with wage-related disputes are secondary.
Trade unions focus on improving the position of workers within the capitalist system and not to
overthrow. For the Marxists, all strikes are political.

Besides, Marxists regard state intervention via legislation and the creation of industrial tribunals
as supporting management’s interest rather than ensuring a balance between the competing
groups. This view is in contrast to the belief of the pluralists who argue that state intervention is
necessary to protect the overall interest of society.

To Marxists, the pluralist approach is supportive of capitalism, the unitary approach is anathema.
Consequently, enterprise bargaining, employee participation, co-operative work culture, and the
like which help usher in cordial Industrial Relations are not acceptable to Marxists. Such
initiatives are regarded as nothing more than sophisticated management techniques designed to
reinforce management control and the continuation of the capitalist system.
.

Conclusion

The Marxian radical ideas are strongly ingrained in India which has a large section of poor with
a widening gap between rich and poor. The moderate socialistic ideas are ingrained in our socio-
economic and political doctrines. One has to aspire and strive for orderliness and not
contradictions. But understanding the contradictions is essential both for reactive and proactive
purposes.

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Answer 2

Introduction

India’s trade union movement and the history of trade union in India has grown in lockstep with
the country’s large-scale manufacturing sector, as has been the case in many other nations. The
growth of huge industrial units has changed the working and living conditions of employees
dramatically, resulting in a slew of new and complicated issues. Industrial societies were split
between capitalists and laborer’s due to the introduction of machinery, new production lines, and
the concentration of enterprises in large cities.

They were brutally exploited and forced to labour in appalling circumstances without any
recourse and with no organization. Individual objections had little impact on employers, so they
banded together and formed a union to defend themselves from the inhumane treatment of their
employers. They created labour unions and organized protests on a large scale, marking the
origin of trade unions in India.

Historical evolution

It was marked by the proliferation of unions. INTUC was formed in May 1947 under the aegis of
Sardar Vallabhbhai Patel. Since then, the AITUC has come to be dominated by the Communists.
Hind Mazdoor Sabha was formed in 1948 under the banner of Praja Socialist Party. Later on, it
came under the influence of Socialists. Bhartiya Mazdoor Sangh was founded in 1955 and is
currently affiliated to the BJP.

Post-independence, trade unions became increasingly tied with party politics. Rise of regional
parties has led to a proliferation in their numbers with each party opting to create its trade union.
However, their influence has been somewhat reduced after the liberalization post-1991. Issues
like labour code reforms and minimum wage remains a political hot potato due to the opposition
from the trade union leadership.

Post-independence, India has also witnessed different unions coming together to address a
common issue. These include the crippling railway strike of 1974 and the Great Bombay textile
strike, 1982. However, such strikes are seen to get less public support post-1991. There is also an
increased focus on informal labour. This is due to the particularly vulnerable situation of
unorganized labour. All major trade unions have registered an increase in their membership from
the unorganized sector. Trade Unions the History of Labour Unions in India.

There are over 9,000 trade unions in the country, including unregistered unions and more than 70
federations and confederations registered under the Trade Unions Act, 1926. The degree of
unionism is fairly high in organised industrial sector. It is negligible in the agricultural and
unorganized sectors.

Though the number of unions has greatly increased in the last four decades, the union
membership per union has not kept pace. The National commission on labour has stated that only
131 unions had a membership of over 5,000. More than 70% of the unions had a membership of
below 500. Over the years the average membership figures per union have fallen steadily from
about 1387 in 1943 to 632 in 1992-93 (Pocket Book of Labour Statistics, 1997). Unions with a
membership of over 2000 constitute roughly 4 per cent of the total unions in the country.

There is a high degree of unionization (varying from 30% to over 70%) in coal, cotton, textiles,
iron and steel, railways, cement, banking, insurance, ports and docks and tobacco sector. White-
collar unions have also increased significantly covering officers, senior executives, managers,
civil servants, self employed professions like doctors, lawyers, traders, etc. for safeguarding their
interest.
Development of Trade Union in India

Trade unions are formed and developed on different criteria. Some of the criteria are:

(a) Craft basis,

(b) Industrial Unions,

(c) General grouping based on place and

(d) Federations.

1. Craft unions (Craft conscious rather that class)

Here the labour class is grouped based on particular trade or occupation. This category is
mainly amongst the white collared employees. The bank employees’ union, doctors’ union,
lawyers’ association, teachers’ association come under this category.

2. Industrial Unions

A particular category of industry will have their own unions. All crafts and trades coming
under that industry are part of the union. Textile mill unions, Steel Industry Unions, Mill
Mazdoor Sangh, Grini Kamgar Unions are some of the examples of industrial unions in
India.

3. General Union (conglomerate group)

This is a conglomerate group of different industry employees forming a union. This happens
normally in industrial towns, ancillary units, and SSI units in a city or suburb. Examples are
Peenya Industrial Workers’ Union, Thane Industry employees’ union sand Jamshedpur
labour union.
 4. Federations

These are apex bodies at national level. All trade unions like craft union, industrial unions
and general union become members of federations to have a bigger identity. Central trade
unions as federations help smaller union sand support at the national level to address their
cause.

Challenges for Trade Unions in the Post-Independence Era

Let us now discuss the challenges faced by the Trade Unions post-independence:

 Weak organizational structure

 Lack of clarity in dealing with various labour union problems
 Diminishing negotiating strength due to a lack of focus on management’s labour
problems and goals
 Loss of collective bargaining strength due to comparable factions

Conclusion

As a consequence of the labour unions’ inability to unite, they are in a position where they are
unable to make their case for higher wages and improved working conditions. The risk is always
involved that a more favored organisation may be granted preference over more legitimate
unions regarding union recognition.

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Answer 3a)

AITUC

All India Trade Union Congress (AITUC), the first Central Trade Union of India founded on
October 31, 1920, in Mumbai with unions of various sectors from all over the country entering
into its centenary year on October 31, 2019.
The most important year within the history of the Indian Trade Union Movement is 1920, when
the AITUC was formed, consequent upon the requirement of electing delegates for the ILO. This
is often the primary All-India Trade Union within the country.

In the last 10 decades since its founding, the AITUC has been at the forefront of all struggles for
bringing about changes in favour of the working class. The days of intense struggles are ahead. It
is important to unite the trade unions for these struggles. It is becoming more important for
solidarity of working class with in the respective countries, and also beyond the boundaries in all
continents and at the international level.

The basic objective of AITUC is:

(a) To socialize and nationalize the means of production, distribution, and exchange as far as
possible.

(b) To watch, promote, safeguard and further the interests, rights, and privileges of the workers
in all matters relating to their employment.

(c) To secure and maintain for the workers: The freedom of speech, The freedom of press, The
freedom of association, The freedom of assembly, The right of strike; and The right to work or
maintenance.

d) To abolish political or economic advantage based on caste, creed, religion etc.

INTUC

INTUC was formed on 3 May 1947. INTUC is the largest trade union in India. In 2013, it had
33.95 million members in the organization. The first president of INTUC was Dr. Suresh
Chandra Banerjee. The main purpose of INTUC was to form a society where individuals can
grow and fulfill their economic as well as social needs without any hindrance.

The main objectives of INTUC are:

  To promote generally the social civic and political interest of the working class to secure
an effective and complete organization of all categories of workers, including agricultural
labor.
 To guide, assist and co-ordinate the activities of the affiliated organizations.
 To assist in the formation of trade unions
 To promote the organization of workers of each industry on a nation-wide basis
 To assist in the formation of Regional or Pradesh Branches or Federations.
 To secure speedy improvement of conditions of work and life and of the status of the
workers in industry and society.
 To obtain for the workers various measures of social security, including adequate
provision in respect of accidents, maternity, sickness, old age and unemployment.
 To establish just industrial relations
 To secure redressal of grievances, without stoppages of work, by means of negotiations
and conciliation and failing these by arbitration or adjudication.
 To foster the spirit of solidarity, service, brotherhood co-operation and mutual help
among the workers.

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Answer 3b)

The Bharatiya Mazdoor Sangh (BMS)

BMS was founded by RSS Pracharak Dattopant Thengadi on 23rd of July 1955 – the day being
the birth anniversary of Lok Manya Bal Gangadhar Tilak – veteran of Freedom Movement.

BMS, by virtue of its hard work and sincerity to the cause of workers has occupied the most
enviable position of the largest central trade union organization in India. BMS as on today,
commands more than one and crore membership covering all industries viz. Public Sector
Undertakings, Private Sector, Government Departments, Municipalities, Factories, Teaching
community, Farm labour, Insurance, Bank, Service Sector besides huge Un Organised Sector
workers .
Labour has always been regarded as the very foundation of the Bharatiya social structure. It is an
integral and vital part of society. The character of its problems is not sectional but national. To
protect and promote its interest is the therefore the natural responsibility of the entire nation.
BMS is pledged to fulfil this fundamental national duty towards labour.

Capitalism over-emphasis the importance of production. Socialism over-emphasizes the aspect

distribution. But, BMS lays equal stress on both production & distribution. Maximum production
is the national duty of labour, but at the same time equitable distribution of the fruits of
production is the legitimate right of workers.

BMS wants ‘workers to unite the world’. BMS do not believe in the conservative approach of
“workers of the world unite”.

BMS considers trade union movement as a medium of Nation Building activity and not mere
bread butter providing apparatus to the workers.

The Hind Mazdoor Sabha (HMS)

The Hind Mazdoor Sabha (HMS) was formed by the Socialists in 1948 but has little real
connection with the Socialist Party. It is one of the least political and most pragmatic trade-union
federations in India. The HMS is affiliated with the International Confederation of Free Trade
Unions.

During the years 1948 to 1953, HMs had to launch heroic struggles in furtherance of its basic
belief in bread and freedom and its growth was rapid.

HMS Philosophy

Hind Mazdoor Sabha had laid emphasis from the start on a free and egalitarian society linking
the working class and the peasantry in a united front of the toiling masses and included this in its
manifesto, containing 15 articles.

While building a strong independent labour movement, it also believes in building up the nation
and has therefore the following demands were included in the program,

 A living wage to all working people.

 Guaranteed right to work for every citizen
  Provision of adequate housing and leisure, compulsory primary education, vocational
training, child welfare and maternity protection and
 Effective recognition of the right of collective bargaining, right to strike, freedom of
association, freedom of speech, right to personal liberty and freedom of movement.

The objective of HMS can be concluded as creating free and independent trade union movement
and upholding democratic values and principles and be a change agent in the formation of an
egalitarian society in which people's fundamental necessities would be met.

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