Demand for higher wage-rate is the most dominant cause leading to industrial disputes. (2) Dearness Allowance: Increasing cost of living is another factor responsible for industrial disputes. In order to neutralise it, workers demand additional remuneration in the form of dearness allowance.
What are the consequences of industrial relations conflict for a business?
Major impacts:
There is economic loss due to conflicts because conflicts may result in strikes and lock-outs. This causes low or no production resulting in industrial loss. 3. Industrial loss may cause economic depression because many industries are interlinked.
What are the consequences of industrial dispute?
The common consequences of industrial disputes are loss of production, income, and employment and increase in inflation and cost of living . Alternatively speaking, industrial disputes injure economic welfare of the nation broadly in two ways.
What are the effects of industrial disputes on Labour?
(0) Industrial disputes affect labour-management relations and this disturbs the smooth working of the industrial unit . W Industrial production goes down. In addition, exports suffer and this affects the entire national economy. qustrial disputes lead to shortages and artificial price rise.
What are the cause of industrial disputes?
The causes of industrial disputes are many and varied. The major ones related to wages, union rivalry, political interference, unfair labour practices, multiplicity of labour laws, economic slowdown and others .
What are the five factors that employers used in disputes?
Tip. The main causes of employer/employee conflict relate to wages and benefits, layoffs, work hours, safety standards and family and medical leave .
What are the types of industrial disputes?
- Type # 1. Strikes:
- Type # 2. Lockouts:
- Type # 3. Picketing:
- Type # 4. Gherao:
- Strikes:
- Lockout:
- Lay Off:
- Retrenchment:
What is the meaning of industrial disputes?
Section 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”.
How industrial disputes can be resolved?
Industrial disputes can be resolved by way of adjudication i.e. settlement of an industrial dispute by labour court or industrial tribunal. The appropriate government may refer a dispute to adjudication depending on the failure of conciliation proceedings.
What are the causes of disputes?
- Break-down of communication.
- Lack of appreciation and respect.
- Change of economic and commercial circumstances.
- Differing legal concepts / change in law.
- Technical problems / defective products.
- Differing views of underlying facts.
- Impact of third parties / force majeure.
What is the cause of poor industrial relation?
Faulty communication system, dilution of supervision and command, non-recognition of trade unions, unfair practices, violation of collective agreements and standing orders and labour laws are the organisational causes of poor relations in industry.
How do you maintain good industrial relations?
- Set the tone from their first day. First impressions matter. ...
- Provide positive feedback. More often than not, the focus of evaluations are on how an employee can improve and what they need to do better. ...
- Improve communication. ...
- Offer career development. ...
- Help them be happy.
What are the main features of Industrial Dispute Act 1947?
Main features of The Industrial Dispute Act:
Strike and lock-outs are prohibited during the pendency of conciliation, adjudication settlement preceding . Any industrial dispute may be referred to an industrial tribunal by an agreement of parties to dispute or by State Government.
What are 5 causes of conflict?
There are five main causes of conflict: information conflicts, values conflicts, interest conflicts, relationship conflicts, and structural conflicts . Information conflicts arise when people have different or insufficient information, or disagree over what data is relevant.
How do you resolve conflicts?
- Talk directly. Assuming that there is no threat of physical violence, talk directly to the person with whom you have the problem. ...
- Choose a good time. ...
- Plan ahead. ...
- Don’t blame or name-call. ...
- Give information. ...
- Listen. ...
- Show that you are listening. ...
- Talk it all through.
How can professional disagreements be resolved?
- Talk with the other person. ...
- Focus on behavior and events, not on personalities. ...
- Listen carefully. ...
- Identify points of agreement and disagreement. ...
- Prioritize the areas of conflict. ...
- Develop a plan to work on each conflict. ...
- Follow through on your plan. ...
- Build on your success.
