UESTION BANK WITH NSWER EY - Arul Edison Anthony …iaear.weebly.com/uploads/2/6/2/5/26257106/irlw_question_bank.pdf · 3. Write down some important objectives of Industrial Relation?

ANNA UNIVE RS ITY , CHE NNA I RE GULA TION 2013

BA7034 IND U S TR IAL REL AT IONS AND LAB OUR W ELFAR E

PR O F . I . AR U L E D I S O N AN T H O N Y R AJ , MBA, M.Phil, PGDIB, ADHRM Page 1

Department of Management Studies

QU E S T I O N BAN K WI T H AN S WE R KE Y

T WO M AR K QU E S T I O N S WI T H AN S WE R KE Y

UN I T – I

1. Define Industrial Relations?

According to Kapoor defined as the “Industrial Relations is a developing and dynamic concept and such

no more limits itself merely to the complex relations between the unions and management but also refers to the

general web of relationships normally obtaining between employees – a web much more complex than the single

concept of labour capital conflict”.

2. What do you mean by Industrial Relations?

The Term “Industrial Relations” commonly denotes “employee – employee relations”, in both organized

and unorganized sectors of the economy.

Industrial Relations (also known as labour – management relations or labour relations) will be treated

here as the study of employee – employer relationship and the outcome of such relationship.

3. Write down some important objectives of Industrial Relation?

To enhance the economic status of the worker by improving wages, benefits and by helping the workers

in evolving sound budget.

To establish a proper channel of communication between workers and management.

To provide an opportunity to the workers to have a say in the management and decision making.

To avoid industrial conflicts and to maintain harmonious relations.

To increase the morale and discipline of workers.

4. What is the scope of Industrial Relation?

The scope of IR includes all aspects of relationships such as bringing cordial and healthy labour

management relations.

By safeguarding the interest of the workers.

By fixing reasonable wages.

By providing good working atmosphere.

By collective bargaining. The industrial peace could be attained.

By setting industrial disputes through mutual understanding and agreement.

5. Write down the causes of poor industrial relations?

Unhealthy Working Conditions.

Indiscipline.





Inadequate fixation of wage.

Lack of human relations skill on the part of supervisors and other managers.

Inadequate welfare facilities.

Dispute on sharing the gains of productivity.

6. Define Trade Union?

According to Dale Yoder defined as “A trade union is a continuous association of wage – earners for the

purpose of maintaining or improving the conditions of their working lives”.

7. What do you mean by Trade Union?

In the words of Indian Trade Union Act, 1926 , “A trade union is any combination, whether temporary or

permanent, formed primarily for the purpose of regulating the relations between workmen and employers, or

between workmen and workmen, between employers and employers, or for imposing restrictive conditions on the

conduct of any trade or business, and includes any federation of two or more trade unions”.

8. What is the

i. Need for Trade Union?

ii. Functions of Trade Union?

iii. Problems of Trade Union?

iv. Types of Trade Union?

i. Need for Trade Union:

Nee

d f

or

Trad

e U

nio

n Security of Employment

Fair Wages

To get a common platform

Principle of Unity





ii. Functions of Trade Union:

iii. Problems of Trade Union:

iv. Types of Trade Union:

Ever since the dawn of industrialization there has emerged a wide variety of unions across the globe. These

classed under two heads.

The Unions Classified According to Purpose.

i. Reformist Unions

a. Business Unionism

b. Friendly or Uplift Unionism

ii. Revolutionary Unions

a. Anarchist Unions

b. Political Unions

Fun

tio

ns

of

Trad

e U

nio

n Functions relating to Members

Functions relating to Organizations

Functions relating to the Union

Functions relating to the Society

Pro

ble

ms

of

Trad

e U

nio

n

Uneven Growth (Industry-wise and Area-wise)

Small Size of Unions

Financial Weakness

Multiplicity of Unions and Inter-Union Rivalry

Leadership Issues

Poilticalisation of Union

Problem of Recognition of Trade Unions

An out dated Trade Unit on Law





c. Predatory Unions

Union Classified on the Basis of Membership Structure.

i. Craft Union

ii. Staff Union

iii. Industrial Union

iv. General Union

9. Write a short note on the following.

i. Reformist Union?

ii. Craft Union?

Reformist Union:

These unions are those which aim at the preservation of the capitalist society and the maintenance of the

usual employer – employee relationship, elimination of competitive system of production.

They neither seek comprehensive change nor wish to destroy the existing social, economic or political

structure of the State.

Craft Union:

It is an organization of workers employed in a particular craft or trade or in a single or two or three

related trades / crafts / occupations. Such organizations link together those workers who have similar skills,

craft training and specialization. This Union is also called as Horizontal Union.

10. Define Trade Dispute?

A trade dispute was defined by TULRA as “A dispute between workers and employers which is "connected

with" one or more of the following: terms and conditions of employment, engagement or non-engagement or

termination or suspension of employment of workers, allocation of work, discipline , membership or non-

membership of a union, union facilities, and management-union procedures”.

11. What is Employee Discipline?

Discipline is management action to encourage compliance with organization standards.

According to Decenzo and Robbins, discipline refers to a condition in the o rganization where employees

conduct themselves in accordance with the organization‟s rules and standards of acceptable behavior.

12. Write down the following.

i. Disciplinary Actions?

ii. Approaches to Discipline Enforcement?

Disciplinary Actions:





There is a sequence of penalties / disciplinary actions are administrated each one slightly more severe than

the previous one. The general disciplinary actions are:

Written verbal warning

Written warning

Suspension

Demotion

Dismissal

Approaches to Discipline Enforcement:

There are three famous approaches to discipline are:

Hot – stove rule,

Progressive discipline, and

Counseling approach

13. Write down the Causes/Sources of Grievances handling and its types?

Causes/Sources of Grievances:

Grievances arising out of working conditions

Grievances arising from management policy

Grievances arising from alleged violation of

Grievances arising out of personal maladjustment

Types of Grievances:

Grievances can be classified into three types:

Legitimate Grievances

Imagined Grievances

Political Grievances

14. What are the Objectives of Code of Conduct?

To ensures that the employers and employees recognize each other‟s rights and obligations.

To avoid work stoppage.

To facilitate the free growth of trade unions.

To maintain discipline in industry.

15. Write down some important basic principles for Code of Conduct?

Every employee in industry or unit shall have the freedom and right to join a union of his choice. No

coercion shall be exercised in this matter.

There shall be no dual membership of un ions.





There shall be regular and democratic elections of executive bodies.

Casteism, communalism and provincialism shall be eschewed by all unions.

There shall be no violence, cocercion, intimidation, or personal vilification in inter – union dealings.

All Central unions shall combat the formation or continuance of company unions.

UN I T – I I

1. Define Industrial Disputes?

According to the Industrial Disputes Act, 1947, 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 term of employment or with the

conditions of labour of any person”.

2. What do you mean by Industrial Conflicts / Disputes?

Industrial Conflict is a rather general concept. When it acquires specific dimensions, it becomes an

industrial dispute. The various terms , such as “industrial dispute”, “labour dispute” or “trade dispute” are used in

different countries to identify the d ifferences between employers and workers. These terms are regarded as

equivalent, and for the sake of simplicity only, the expression “industrial dispute” has been used.

3. What do you mean by Impact of Industrial Disputes?

The consequences of industrial disputes are far – reaching, for they disturb the economic, social and

political life of a country.

Industrial disputes also affect the national economy. Prof. Pigou has observed: When labour and

equipment in the whole or any part of an industry are rendered idle by a strike or lockout, national

dividend must suffer in a way that injures economic welfare.

4. What do you mean by Strike? Define Strike?

In the words of C.W. Doten, “Strikes are merely symptoms of more fundamental maladjustments,

injustices and economic disturbances”. Petterson views a strike as “a temporary cessation of work by a

group of employees in order to express their grievance or to enforce a demand concerning changes in

work conditions”.

Section 2(q) of the Industrial Disputes Act, 1947, defines a strike as “a cessation of work by a body of

persons employed in any industry acting in combination, or a concerted refusal under a common

understanding of a number of persons who are or have been so employed to continue to work or to

accept employment”.





5. Write down the following?

i. Lock – out?

ii. Lay – off?

i. Lock – out:

Ordinarily, the term, “lock – out” refers to the action of an employer in temporarily closing down or

shutting down the undertaking or refusing to provide its employees with work with the intention of

forcing them either to accept the demands made by them or to withdraw the demands made by them on

him.

Under the Industrial Disputes Act, 1947, Section 2(1), “A lock – out means the closing of a place of

business or employment or the suspension of work, or the refusal by an employer to continue to employ

any number of persons employed by him.”

ii. Lay – off:

Lay – off means failure, refusal or inability of an employer, shortage of power, or raw material or

accumulations of the stocks or the breakdown of the machinery or for any other reason to give employment to a

workman whose name is borne on the muster rolls of his industrial establishment and who has not been

retrenched.

6. What do you mean by Retrenchment?

Retrenchment means the termination of the service of a workman for any reasons by the employer what

so ever otherwise than as a punishment inflicted by the way of disciplinary action but does not include voluntary

retirement of the workman or retirement of the workman reaching the superannuation if the contract of

employment between the employer and the workman concerned contains a stipulation in that behalf, or

termination of the service of a workman on the ground of continuous ill health.

7. Write down the following?

i. Define Collective Bargaining?

ii. What do you mean by Collective Bargaining?

i. Definition:

According to Richardson, defines “Collective Bargaining takes place when a number of work people

enter into negotiation as a bargaining unit with an employer or a group of employers with the object of reaching

agreement on conditions of the employment of the work people.”

ii. Meaning:

The term collective bargaining made up of two words „collective‟ which means a „group action‟ through

representation and bargaining means negotiating which involves pr oposals and counter-proposals, offers and

counter offers.





Thus it means collective negotiations between the employer and the employees relating to their work

situations. The success of these negotiations depends upon mutual understanding and give and take principles

between the employers and employees.

8. Write down the following:

i. Define Grievance Procedure?

ii. What do you mean by Grievance Procedure?

i. Definition:

According to Michael J. Jucions, defines Grievance Procedure as, “Any discontent or dissatisfaction

whether exposed or not whether valid or not arising out anything connected with the company which an employee

thinks, believes or even feels to be unfair, unjust or inequitable.”

Meaning:

Grievances are feelings, sometimes real, sometimes imagined which an employee may have in regard to

his employment situation. It is a broad concept and cover dissatisfaction.

9. Write down the following:

i. Describe Industrial Peace?

ii. Describe Conciliation?

iii. Who is a Conciliation Officer?

i. Industrial Peace:

Industrial peace is not merely a negative concept signifying the absence of industrial unrest, or the

reconciling of hostile forces in order to avoid ruinous strife, but it also signifies the active presence of

harmonious and good industrial relations generating amity and good will between the partners in an industry – a

condition which is both the cause and effect of fruitful co – operation.

Conciliation:

Conciliation may be described as “the practice by which the services of a neutral third party are used

in a dispute as a means of helping the disputing parties to reduce the extent of their differences and to arrive at

an amicable settlement or agreed solution. It is a process of rational and orderly discussion of differences

between the parties to a dispute under the guidanc e of a conciliator.”

ii. Conciliation Officer:

According to the Industrial Disputes Act, 1947, Section 4 , the Central and State Governments can

appoint conciliation officer by a notification in the Official Gazette to that effect. He is “changed with the dutie s of

mediating in and promoting the settlement of industrial disputes. He may be appointed for a specified area or for

specified industries in any area or for one or more specified industries. He can be permanently appointed or for

a limited period.





10. Define Arbitration?

According to Kurt Brenn, “the objective of arbitration is not com – promise, but adjudication, through

the parties is at liberty to compromise. A wise arbitrator will certainly promote such agreements; but, as a rule,

there is no place for compromise in the awards.” This basic difference between the settlement approach and the

quasi – judicial approach must be appreciated.

11. Describe the types of Arbitration? Explain the types?

Arbitration may be „voluntary‟ or „compulsory‟

Voluntary arbitration implies that the two contending parties, unable to compose their differences by

themselves or with the help or the mediator or conciliator, agree to submit the conflict / dispute to an

impartial authority, whose decision they are ready to accept.

Compulsory arbitration, on the other hand, is one where the parties are required to accept arbitration

without any willingness on their part. When one of the parties to an industrial dispute feels aggrieved by

an act of the other, it may apply to the appropriate government to refer the dispute to adjudication

machinery. Such reference of a dispute is known as „compulsory‟ or „involuntary‟ reference.

12. What do you mean by Adjudication?

Adjudication consists of settling disputes through intervention by the third part y appointed by the

government.

A dispute can also be referred to adjudication by the Government even if there is no consent of the

parties in which as it is called „compulsory adjudication‟.

The disputes can be referred to three types of tribunal. They are discussed as follow:

Adjudication means a mandatory settlement of an industrial dispute by labour court or tribunal.

13. Describe Labour Court?

One or more labour courts may be constituted by the appropriate government.

A labour court shall consist of one person only, who:

Is or has been a judge of a High Court; or

Has been, for a period of not less than 3 years, a District Judge

The Labour courts deal with disputes relating to

Dismissal or workers and grant of relief to them

The application and interpretation of standing orders.

Withdrawal of any statutory concession.

Illegality of any strike or lockout.





14. Describe Industrial and National Tribunals?

Industrial Tribunals:

The industrial tribunals deals with disputes relating to

Compensatory and other allowances.

Working atmosphere.

Bonus, Profit sharing, Provident Fund and Gratuity.

Retrenchment.

Promotions.

Rules of discipline.

Working hours and rest intervals.

Holidays and medical leave with salary.

National Tribunals:

These tribunals are set up by the Central Government for the adjudication of industrial disputes.

These tribunals are meant for those disputes which as the name suggests involve the questions of

national importance.

The national tribunals consist of one person only to be appointed by the Centra l Government.

Both employers and employees are prohibited from declaring a lockout or going or a strike unless a six

weeks‟ notice before the lockout or strike.

15. Differences between Arbitration and Adjudication?

Arbitration Adjudication

It is voluntary method of resolving industrial

dispute.

It is a compulsory method of resolving the

dispute.

Only when both the warning parties agree the

dispute can be referred to arbitration.

The power to refer the dispute is derived

from the provisions of ID Act.

There is a written agreement between the

parties as to the name of arbitrator and the

number of arbitrators.

Government appointed the presiding officer.

He is all the responsibilities of the case.

No appeal against this award except under

Article 136 of the constitution.

Appeal against this award under Article 136,

226 and 227.

No such provisions. They can appoint one or two assessor

possessing knowledge or the subject matter.





UN I T – I I I

1. Write a short note on Labour Welfare?

The concept of „labour welfare‟ is flexible and elastic and differs widely with time, region, industry, social

values and customs, degree of industrialization, the general socio – economic development of the people and the

political ideologies prevailing at a particular time. It is also moulded according to the age – group, sex, socio –

cultural background, marital and economic status and educational level of the workers in various industries.

2. Define Labour Welfare?

According to the Committee on Labour Welfare, welfare services should mean: “Such services,

facilities, and amenities as adequate canteens, rest and recreation facilities, sanitary and medical facilities,

arrangements for travel to and from place of work, and for the accommodation of workers employed at a

distance from their homes; and such other services, amenities and facilities, including social security measures,

as contribute to the conditions under which workers are employed.”

3. What is the Theories of Labour Welfare?

4. What is the Scope of Welfare Work?

It is the work which is usually undertaken within the premises or in the vicinity of the undertakings for

the benefit of the employees and the members of their families.

The work generally includes those items of welfare which are over and above what is provided by

statutory provisions or required by the custom of the industry or what the employees expect as a result

of a contract of service from the employers.

Theories

of Labour

Welfare

Policy Theory

Religions Theory

Philanthropic Theory

Public Relations

Theory

Social Theory





„Labour Welfare‟ is a very board term, covering social security and such other activities as medical aid,

crèches, canteens, recreation, housing, adult education, arrangements for the transport of labour to and

from the work place.

5. Write down some important Aims / Objectives of Labour Welfare?

To build up stable labour force to reduce labour turnover and absenteeism

To make the industrial employment more attractive and enable the workers to live a richer and more

satisfactory life.

To increase the mental efficiency and economic productivity of industrial workers and efficiency of the

enterprise.

To raise the standard of living of the workers by indirectly reducing the burden on their means of living.

To win over employees loyalty and increase their moral.

To make recruitment more effective.

6. What is Administration of Welfare Facilities?

7. List out the

i. Needs for Welfare Services (or) Importance of Welfare

ii. Scope of Labour Welfare Works

Needs for Welfare Services (or) Importance of Welfare:

The employers need welfare activities to discharge their social responsibility, raise the employees

morale use the work force more effectively and to reduce function with workers and to avoid

absenteeism.

Welfare Policy Objectives

Approach Raise, Timeliness

Organization for Welfare

Officer, Line Manager, HR

Manager

Assessment of Effectiveness

Trend Analysis Opinion





Welfare facilities besides removing dissatisfaction help to develop loyalty in workers towards the

organization.

Welfare may help minimize social evils, such as alcoholism, gambling, prostitution and drug addiction.

To create harmonious industrial relationship.

Scope of Labour Welfare Works:

Conditions of Work Environment

Workers‟ Health Services

Labour Welfare Programme

Labour‟s Economic Welfare Programme

General Welfare Work

8. Describe the Labour Welfare Practices in India?

Various agencies have organized welfare activity in India. These are;

9. Write down the Classification/Approaches of Labour Welfare Activities?

On the basis of the location of welfare activ ities, labour welfare work has been classified in two specific

categories, namely, (a) Intra Mural (b) Extra Mural

Intra Mural activities consist of such welfare schemes provided within the factories as medical

facilities, compensation for accidents, provision of crèches and canteens, supply of drinking water,

washing and bathing facilities , provision of provident fund, pension and gratuity, maternity benefits etc.

Extra Mural activities cover the services and facilities provided outside the factory such as, housing

accommodation, indoor and outdoor recreation facilities, amusement and sports, educational facilities

for adults and children, provision of libraries and reading rooms.

Labo

ur W

elfa

re P

ract

ices

in

Indi

a

The Central Government

The State Government

The Employers

Trade Unions

Other agencies





10. Write a short note on Statutory Welfare Measures?

Statutory welfare measures mainly include welfare facilities provided within the precincts of an

industrial establishment. They form part of the employers‟ statutory obligations. All welfare states provide

welfare to the labour by securing and protecting social order to ensure socia l, economic and political justice.

11. What do you mean by Recreation?

Recreation also has an important role in the development of an individual‟s personality and his capacity

to contribute to social development.

These facilities bring out the hidden talents of employees.

These facilities improve the performance and job satisfaction of the employees.

Recreation are dance clubs, craft centres, cultural programmes, music clubs, festival celebrations, study

circles, reading room and library, swimming pool, athle tics, gymnasium.

12. Write a short note on Employee’s Education and Training Programme?

Employee’s Education:

In the word of William Flayed, “Worker Education” is an attempt on the part of organized labour to

educate its own members under an educational system in which the workers prescribe the courses of

instructions, select the teachers and in a considerable measure, furnish the finance.”

Training Programme:

The Board has developed a need based, three tier training programme for education officers, workers

and teachers. In first state education officer are trained. The period or training is four months. Then

they give training for different regional centres.

Second stage is to get selected workers trained as worker teachers at the regional and sub -regional

centres by the educational officers. The duration of training programme is three months.

13. List out the objectives of Employee’s Education?

To promote among workers a greater understanding of the problem of the country‟s economic

environment and their privileges, rights and obligations as union members and citizens.

To develop trade union leadership from among the rank and file thereby keeping the union away from the

clutches of politicians, leading to democratization of trade union administration.

To familiarize the workers with the capitalist culture and philosophy, this is the soul of modern industrial

system.

To inculcate among workers a better understanding of their duties responsibilities and intricacies of

work, so that they can effectively carry out the ir jobs.





14. What is

i. Industrial Housing

ii. Labour Funds

iii. Social Security Measures

Industrial Housing:

Housing facility is an important welfare measure to keep an employee overcomes most of his

problems. Lack of proper housing directly affects the living conditio ns and the health of the people.

Housing is intended to provide a comfortable shelter and such atmosphere as would keep a worker

fit and cheerful throughout the day.

Good adequate, commodious and sanitary housing are important for the health, happiness gen eral

manners and morals of the employees.

Labour Funds:

Labour welfare funds are created as a measure of social security provided to the working class.

Social security is one of the working class. Social security is one of the three categories of labour

welfare activities classified by the study group appointed by the Government of India to examine the

labour welfare activities.

Social Security Measures:

Social security can be said to be measures of protection provided by society against certain

contingencies of modern life, namely, sickness unemployment, old age, dependency, industrial

accidents and invalidation against which the individual cannot be expected to protect him.

15. List out the Various Training Schemes of Workers?

The Director General of Employment and Training (DGET) has designed a number of training procedures are

Craftsmen‟s Training Programme.

Craft Instructor‟s Training.

Advanced Vocational Training System.

Foreman‟s Training.

Apprenticeship Training Scheme.

Part Time Training for Industria l Workers.

Vocational Training Programme for Women.





UN I T – IV

1. Define Accident and Industrial Injury?

Accident:

According to Worker’s Compensation Act, 1923 , “An occurrence mishap or untoward event which is

not expected or designed for and arising out of and in the course of employment of an industrial worker.”

Industrial Injury:

According to Factories Act, 1948,“A Personal Injury to an employee which has been caused by an

accident or an occupational disease and which arises out of or in the course of empl oyment and which

could entitle such employee to compensation under Workers Compensation Act, 1923.”

2. List out the causes of Accidents?

Unsafe Conditions (Work Relates Causes)

a. The job itself

b. Work schedules

c. Psychological climate of the work place

Unsafe Acts

Other Causes

3. What are the methods for preventing industrial accidents?

The organization should have strong voluntary machinery for the prevention of accidents and should

follow strictly the guidelines issued by the Government. The machinery for preventio n of accident and can be

studied under heads (a) voluntary machinery and (b) regulatory machinery.

4. What is Safety Committee?

Some organization primarily constitutes a safety committee.

This committee ensures the establishment of safe working conditions in an organization.

The size of the committee depends on the size of an organization and generally includes one or more

persons from among the employees.

The workers suggestion of safety programmes, procedures to be adopted by the organization.

5. What is Industrial Health?

The Joint I.L.O AND W.H.O committee on organizational health held in 1950 defined organizational health as

The promotion and maintenance of physical, mental and social well -being of workers in all occupations.

Preventing among workers of ill health caused by the working conditions.

Protection of workers in their employment from risk factors adverse to health.





Placing and maintenance of worker in an occupational environment adapted to his physical and

psychological equipment.

6. Write down some importance of Industrial Health?

As the large member of workers spend a great deal of their time in an organization, their environment is

not usually conducive to a health life.

Malnutrition, insanity and psychological conditions and the stress and strain under which they work is

very injurious to their health.

The symptoms of bad health are a high rate of absenteeism and turnover and indiscipline, poor

performance and low productivity.

Industrial health programmes are very useful for reduction in the rate of labour turnover, absenteeism,

accidents, lower performance and occupational diseases.

7. List out the Causes of Bad Health (or) Reasons for Bad Health?

The main causes of bad health are

8. Write down some important

i. Objectives of Industrial Hygiene?

ii. Principles of Industrial Hygiene?

Objectives of Industrial Hygiene:

Protecting the labour working in all the occupations from diseases

Maintaining the highest standard of their physical, mental and social welfare

Causes of

Bad Health

Defective nutrition

Uneducation

Insanity

Inadequate medical &

health organization

Other causes





Protecting the workers from diseases and acciden ts caused by their working conditions and its ill

effects on their health

Making adjustments between the work and the nature of individual

Principles of Industrial Hygiene:

Environmental health hazards in the work place can be measured quantitatively

Continuous surveillance

Occupational exposure limits be adhered to

The health effects of hazards in the workplace usually show a dose -response relationship

9. What are

i. Occupational Hazards?

ii. Occupational Diseases?

Occupational Hazards:

An industrial worker can be exposed in the following types of hazards, depending upon his

occupation.

The normal occupational health hazards may be classified into

Physical

Chemical

Biological

Psychological

Occupational Diseases:

Occupational Diseases are the results of physica l conditions and the presence of industrial poisonous

and non-poisonous dust in the atmosphere. Raw material, products, by products, and waste products may

enter the body to endanger the health of the workers.

10. What is Psychological Hazards?

Psychological Hazards may develop due to the workers inability to live in harmony with his environment,

both at home and place of work.

Psychological Hazards are now assuming more important than physical or chemical hazard.

Psychological Hazards are lack of job satis faction, emotional tension, sense of insecurity, fear, worry

and anxiety.

11. Define Employee Counseling?

According to British Association of Counseling defines as “The task of counseling is to give the client

an opportunity to explore discover and clarity ways of living more resourcefully and towards greater well -being.”





12. What do you mean by Employee Counseling?

Counseling can be described as a dialogue in which one person practically helps another in his difficulty.

It is the communication of feelings, emotions, between the counselor and the client.

13. Write down some important

i. Objectives of Counseling?

ii. Advantages of Counseling (or) Importance of Counseling?

iii. Topics for Counseling?

Objectives of Counseling:

Provide empathic atmosphere of genuine concern about his difficulties, tensions, worries, problems, etc.,

so that he can freely discuss and share his views with counseling.

Increase his personal & interpersonal effectiveness by assisting him in analyzing has interpersonal

competence.

Gain an insight into the dynamics of his behavior by providing necessary feedback.

There should not be any display of difference in status between the two.

Prepare alternate action plans for improving his performance and behavior.

Advantages of Counseling (or) Importance of Counseling:

Counseling is an effective way to help someone with their personal problems.

It enables people to think for themselves and take right decisions.

It is in tune with the changing attitudes towards authority.

Counseling reduces absenteeism and labour turnover.

Ability to learn from mistakes and experience.

He should be a good listener and show genuine interest in solving the problem of the worker.

Topic for counseling:

Disturbance in family relationship.

Dissatisfaction with the present job.

Loss in status, reduction in rank or pay etc.

14. List out the types of Counseling?

Directive

Non directive

Participative counsellingTy

pes

of C

ouns

elin

g





15. What are the legal issues in Industrial Counseling?

Employment discrimination

Employment – at – will

Employment contracts – intentional and unintentional

Consistent application of policies

Documentation

Investigations and searches

UN I T – V

1. Difference between Organized Labour and Unorganized Labour?

Nature of difference Organized Labour Unorganized Labour

Place of work Constant at Regular place Inconstant of Irregular Place

Membership Can join in a union Can join in any union

Recognition They are recognized as a labour No negotiation to them as a

labour

Retirement Are limit for retirement No age limit

Age Complete the age 18 years No age limit

Benefit as per Act They can get all benefit No benefit for them

Security of job Fully secured No security

2. What do you mean by Contract Labour?

The contract labour is labour which is not carried on the payroll and is not directly paid. It is usually

divided into two categories.

Those employed on job contracts; and

Those employed on labour contracts

The large establishments offer job contracts for such operations as the loading and unloading of the

metals by the mining industry or the construction of roads or buildings by Public Works Department.

3. What is Child Labour?

Children have to be taken care and must be protected from being exploited by the society. Children of any

age whether, male or female should be not only protected but also safeguarded and developed to grow in

a healthy atmosphere.

In order to protect children being employed and exploited by unscrupulous trade men. This Act is known

as Child Labour 1986 has been passed.





4. Describe some of the Statutory Provisions on Child Labour?

The child shall enjoy special protection and shall be given opportunities and facilities, by law and other

means, to enable him to develop, physically, mentally, spiritually and socially in a healthy and normal manner and

in conditions of freedom and dignity. In the enactment of laws for this purpose, the best interest of the child shall

be the Paramount Consideration.

5. What is Female Labour?

Participation of women in economic activity is common in all countries. But in developing countries, the

incomes of women labour by and large are low . Moreover, if women have to work, she needs more protection than

man in her working environment in developing countries and in traditional occupations.

6. List out the statutory provisions for women welfare?

The legislative provisions for the protection and welfare of women workers are largely inspired by the I.L.O

conventions on.

Maternity Provision 1919

Night Work 1919

Underground work 1935

Equal Remuneration 1951 and

Discrimination (Employment and Occupation) 1958.

7. What is

i. Construction Labour? Write down some characteristics of Construction Labour?

ii. Agricultural Labour?

Construction Labour:

Construction industry employs around three million workers and the nature of work is considered hazardous.

Large number of unskilled and semiskilled labour both male and female is employed on various form of building

operation and road constructions.

This labour is extremely mobile in nature due to the conditions and problems of employment in the

construction industry.

Some characteristics of this category are

Instable employment and high mobility.

High proportion of female and child labour.

Illiteracy, ignorance, poverty and poor health.

Lack of opportunity for training.





Agricultural Labour:

According to the national commission labour, “Agricultural labour is one which is basically unskilled and

unorganized and has little for the livelihood other than personal labour”.

8. Describe Handicapped and Disabled Workmen? Write down its categories?

A handicapped person is one who is having some shortcoming or infirmity which de tracts a person from

being a normal human being.

Handicapped may be divided into different categories viz.

Physically handicapped,

Mentally handicapped,

Socially handicapped, and

Aged persons.

9. Write down the disablement benefit?

A person who sustains disablement for not less than 3 days, in entitled to periodic payment (at the rate

of 40% more than the standard benefit rate which of `.14 or more depending upon his wages).

A person who sustains permanent disablement whether total or partial is entitled to periodical payment

at such percentage of benefit payable in the cage of disablement as of proportionate to the percentage

of loss of earning capacity.

10. Define Social Security? What is mean by Social Security?

Definition:

According to Friedlander define as, “The programme of protection provided by society against the

contingencies of modern life, sickness, unemployment, old age dependency, industrial accidents and invalidism

against which the individual cannot be exploited to protect himself and his family by his own ability for foresight”.

Meaning of Social Security:

Social Security means the security provided by the society to the needy citizens on the principles of

human dignity and social justice.

Social Security Programmes are now increasingly being ac cepted as useful and necessary instrumented

for the protection and stability of the labour force.

Social Security, protection of workers against sickness, disease and injury arising out of his employment

protection of children, young persons and women, provision for old age and injury.

11. List out the objectives of social security?

The aim of all social security measures is threshold in nature.

Compensation





Restoration

Protection

12. Write down some important social security measures were introduced by the Gover nment?

Workers Compensation Act, 1923

Employees State Insurance Act, 1948

Maternity Benefits Act – By State and Central Government

Coal Mines Provident Fund and Bonus Act, 1948

Employees Provident Fund Act, 1952

Family Pension Schemes, 1971

Payment of Gratuity Act, 1952

Old Age Pension Scheme

Group Insurance

Deposit Linked Insurance Scheme

Social Security Certificate Scheme, 1982

13. Define Social Assistance? What is mean by Social Assistance?

Definition:

According to I.L.O define as, “A service or scheme which provides benefits to persons of small means

as right in amounts sufficient to meet minimum standards of need and financed from taxation”.

Meaning of Social Assistance:

Social Assistance schemes are funded from the consolidated fund of the state rather than from individual

contributions, with statutory scales of benefit adjusted according to a person‟s means.

Social Assistance schemes are designed to help people who are in financial difficulties.

14. Define Social Insurance? Write down the principle elements of social insurance?

Definition:

“Giving in return for contribution, benefits upon subsistence level as if right and without means tests so

that an individual may build freely upon it. Thus social insurance implies that it is compulsory and that men sta nd

together with their follows”.

The Principle elements of Social Insurance:

Participation is compulsory with few exceptions.

Contributions are accumulated in special funds out of which benefits are paid.

Surplus funds, not needed to pay current benefits are invested to earn further income.

A person‟s right to benefit is secured by his contribution record without any list of need or means.





The two most important social insurance schemes at present in our country are

a) The Employees State Insurance Schemes and

b) The Employees Provident Fund

i. ESI Act

ii. Employees Provident Fund

15. What do you mean by BPO & KPO Employees?

Communication and information technology industry is an important enabler in enhancing productivity.

The structure and functions of IT industries are largely different than the conventional organizations which

demand a different rule of the game to manage effectively.

The major human resource functions in IT organizations are basically the 3B‟s.

i. Buying talents.

ii. Borrowing talents and

iii. Building talents.

S I X T E E N M A R K Q U E S T I O N S WI T H A N S WE R K E Y

U N I T - I

1. Explain the concept and importance of Industrial Relations?

Synopsis

Introduction: Definition / Meaning of Industrial Relations

Industrial Relations: Concept

The term “industrial relations” commonly …………………………................ to be divided into

various segments.

The levels covered by …………………………………………… factors are detailed below;

Institutions

Characters

Methods

Contents

Importance of Industrial Relations:

Industrial Relations Patterns, Organized Sector and their Impact on Unorganized.

Unions are Important Force in the Indian Political System.

Varying Patterns of Industrial Relations.

Status Difference in the Workers of Public and Private Sector.

Conclusion





2. Write a detail note on the following.

a. Factors affecting Industrial Relations?

b. Perspectives/Approaches in Industrial Relations?

Synopsis

a.

Introduction: Meaning of Industrial Relations.

Factors Affecting Industrial Relations:

Institutional factors

Economic factors

Social factors

Technological factors

Psychological factors

Political factors

Enterprise – related factors

Global factors

Conclusion

b.

Introduction: Meaning of Industrial Relations

Perspectives/Approaches in Industrial Relations:

Psychological approach

Sociological approach

Human Relations approach

Socio – Ethical approach

Gandhian approach

System approach

Conclusion

3. Discuss the Industrial Relations Problem in the Public Sector?

Synopsis

Introduction: Meaning of Industrial Relations.

Industrial Relations Problem in the Public Sector.

Wage Differentials

Industrial Relations

Surplus Labour





Over Centralization

Multipricing of Unions

Political and Bureaucratic Influence

Conclusion

4. Trace the origin and growth of trade unionism in India?

Synopsis

Introduction: Meaning of Trade Union

Growth of Trade Union: Pre Independence

Social Welfare Period, from 1875 to 1918

Early Trade Union Period, from 1918 to 1924

Left – wing Trade Unionism Period, from 1924 to 1934

Trade Unions Unity Period, from 1935 to 1938

Second World War Period, from 1939 to 1945

Growth of Trade Union: Post Independence

The Post – War (or) Post – Independence Period, from 1947 to 2000

Present Scenario of the Trade Union Movement

Conclusion

5. Describe the Evolution of Trade Unions?

Synopsis

Introduction:

Concept of Evolution of Trade Union

Evolution of Trade Union:

Social – Psychological Approach of Robert F. Hoxie

Sociological Approach of Frank Tannenbaum

Scarcity Consciousness Approach of Selig Perlman

Kerr and Associates‟ General Approach to Trade Unionism

Webs Non – Revolutionary or Industrial Democracy Approach

Classless Society Approach of Karl Marx

Gandhiji‟s Approach

Conclusion





6. Write a detail note on “Code of Discipline/Conduct”?

Synopsis

Introduction: Meaning of Discipline

Principles of the Code

PART – I: Duties and Responsibilities of Employers, Workers and Government:

To maintain Discipline in Industry (both in Public and Private Sectors)

PART – II: Enlists the Common Obligations of Management and Unions:

To Ensure Better Discipline in Industry, Management and Union(s) Agree

PART – III: Obligations of Management:

Management Agrees

PART – IV: Obligations of Unions:

Union(s) Agree

Annexure – A: Code embodies the national level agreement on the criteria for the

recognition of unions.

Conclusion

UN I T – I I

1. Write down the concept of a dispute? Discuss briefly on the Classification and Causes of Industrial Disputes?

Synopsis

Introduction: Meaning of Industrial Conflict/Disputes

Concept and Essentials of a Dispute

Classification of Industrial Disputes

Interest Disputes

Grievance or Rights Disputes

Disputes Over Unfair Labour Practices

Recognition – Disputes

Causes of Industrial Disputes

Technological Causes

Political Causes

Social Causes

Economic Causes

a) Wages

b) Bonus

c) Working atmosphere





d) Demand for other facilities

Managerial Causes of Industrial Disputes

a) Defective leadership

b) Weak trade unions

c) Personnel and Retrenchment

d) Leave and hours of work

Miscellaneous Causes

Conclusion.

2. List out the causes of strike and explain its types?

Synopsis

Introduction: Meaning of Strike

Typology of Strike

Primary Strike

Secondary Strike

Other Strike

Conclusion

ANNA UNIVE RS ITY , CHE NNA I

RE GULA TION 2013 BA7034 IND U S TR IAL REL AT IONS AND LAB OUR WELFAR E



Types of Strikes

Industrial Disputes

Strikes

(1) Primary Strikes (2) Secondary Strikes (3) Others

Stay-away Go-slow Token (or) Picketing & Sympathy Strikes 1. General

Strikes Strikes Protest Strikes Boycott 2. Particular

3. Political

Sit-down Hunger Lightning Gherao 4. Bandhs

Stay-in; Strikes (or)

Tool-down or Cat-call Strike

Pen-down

Strikes

ANNA UNIVE RS ITY , CHE NNA I

RE GULA TION 2013 BA7034 IND U S TR IAL REL AT IONS AND LAB OUR WELFAR E



A NNA UN I VE R S I TY , C HE N NA I RE G UL A TI ON 2 013 BA7034 IN D U S T R I A L RE L AT I O N S & L AB O U R W E L F AR E



3. Briefly explain the industrial relations machinery for the prevention of disputes?

Synopsis

Introduction: Meaning of Prevention

Preventive Machinery

Tripartite Bodies

The Indian Labour Conference

The Standing Labour Committee

The Central Implementation and Evaluation Committees

The Code of Discipline

Workers Participation Management

Standing Orders

Conclusion

4. Write in detail on the following.

a. Collective Bargaining?

b. Grievance Procedure?

Synopsis

a.

Introduction:

Meaning of Collective Bargaining

Salient features

Functions

It is a process of social change

Collective bargaining as a peace treaty

Process of Collective bargaining

Negotiation Stage

a) Preparation for negotiation

b) Negotiation technique or procedure

c) Follow-up Action

Contract Administration

Guidelines for Negotiations




The “Dos” of Negotiations

The “Don‟ts” of Negotiations

Conclusion

b.

Introduction:

Grievance Procedure

1. First Stage

2. Second Stage

3. Third Stage

4. Fourth Stage

Reasons for Grievances

Method of Identifying Grievances

Direct Observation

Grip Boxes

Open Door Policy

Steps in Grievance Procedure

Conclusion

5. Explain the

a. Conciliation Procedures?

b. Arbitration?

c. Adjudication?

Synopsis

a.

Introduction:

Conciliation – Concept

a. Works Committee (Sec. 3)

b. Conciliation Officer (Sec. 4)

Duties of the Conciliation Officer

c. Board of Conciliation (Sec. 5)

Duties of the Board

Conciliation Proceedings




Conclusion

b.

Introduction:

Approaches to Arbitration

Types of Arbitration

Voluntary Arbitration

Compulsory Arbitration

Advantages of Arbitration

Court of Inquiry (Sec. 6) 486

Conclusion

c.

Introduction:

Meaning of Adjudication

Types of Adjudication

Voluntary Adjudication

Compulsory Adjudication

Three-Tier System of Adjudication 486 - 489

Labour Courts (Sec. 7)

Industrial Tribunal (Sec. 7A)

Powers of Industrial Tribunal

National Tribunal (Sec. 7B)

Conclusion

6. Explain the functions of Adjudication?

Synopsys

Introduction:

Basic Concept of Adjudication

Labour Court (Section 7)

Industrial Tribunal (Section 7A)

National Tribunal (Section 7B)

Conclusion




UN I T – I I I

1. Explain the concept and principles of labour welfare?

Synopsis

Introduction:

Meaning of Labour Welfare

The Concept of Labour Welfare

The functional theory of labour welfare

The policy theory

The public relations theory

The philanthropic theory

The religious theory

The social theory of labour welfare

Principles of Labour Welfare

Principle of efficiency

Principle of the social responsibility

Principle of integration and coordination

Principle of adequacy of wages

Principle of totality of welfare

Principle of accountability

Principle of timeliness

Principle of participation

Conclusion

2. Explain the objectives, scope, approaches and need for voluntary welfare measures?

Synopsis

Introduction:


Objectives of Labour Welfare

Scope of Labour Welfare

Intra – mural Labour Welfare Functions

a. Scientific selection or appointment

b. Industrial training




c. Prevention of accidents

d. Arrangement for light, fresh air and water

e. Other functions

Extra Mural Labour Welfare Functions

a. Provision of education

b. Medical service

c. Facilities of recreation

Classification of Labour Welfare

Intra Mural Activities

Extra Mural Activities

Need for Welfare Service (or) Importance of Welfare

Conclusion

3. What are statutory welfare measures? Explain with illustrations?

Synopsis

Introduction:

Meaning of Statutory Welfare Measures

Statutory Welfare Measures

Health programs

Statutory provisions

The Factories Act, 1948

a. Cleanliness

b. Disposal of wastes and effluents

c. Ventilation and Temperature

d. Dust and fumes

e. Artificial humidification

f. Over crowding

g. Lighting

h. Latrines and urinals

i. Spittoons

Plantation Labour Act, 1951

a. Drinking water




b. Conservancy

c. Medical facilit ies

Working hours for Adults

a. Weekly hours

b. Weekly holidays

c. Compensatory holidays

d. Intervals for rest

e. Prohibition of overlapping shifts

f. Extra wages for overtime

g. Restriction on double employment

h. Register of adult workers

Employment of Young Persons

a. Prohibition of employment of young children

b. Non adult workers to carry tokens

c. Working hours for children

d. Register of child workers

e. Annual Leave with Wages

Conclusion

4. Briefly explain the labour welfare practices in India?

Synopsis

Introduction:


Labour Welfare Practices in India

Welfare activities by the Central Government

a. Factories Act, 1948

b. Labour Welfare Fund

Welfare activities by the State Government

Welfare activities by Employers

Labour welfare activities by Trade Unions

Social Service Agencies

Conclusion




5. Explain the following

a. Non – Statutory Welfare Measures (or) Voluntary Welfare Measures?

b. Labour Welfare Funds?

Synopsis

a.

Introduction:


Non – Statutory Welfare Measures (or) Voluntary Welfare Measures

Health

Education

Recreation

Transport

Conclusion

b.

Introduction:

Meaning of Labour Welfare Funds

Labour Welfare Funds

Employee State Insurance

Employee State Insurance Scheme (ESI)

i. Medical benefit council

a. Medical benefit

ii. Cash benefit

Disablement Benefit

i. Dependent ‟s benefit

Provident Fund

i. Seaman‟s Provident Fund Act, 1966

a. Employees Provident Fund Act, 1952

b. Family Pension

c. Deposit Linked Insurance

d. Gratuity

Conclusion




6. Explain the Various Training Schemes of DGET?

Synopsis

Introduction

Education and Training Programme – overview

Objectives

Various Training Schemes of DGET

Craftsmen‟s Training Programme

Craft Instructor‟s Training

Advanced Vocational Training System

Foreman‟s Training

Apprenticeship Training Scheme

Part time Training for Industrial Workers

Vocational Training Programme for Women

Functional Adult Education

Evaluation of Training Schemes 590

Conclusion

UN I T – IV

1. How do you prevent accidents? What are its causes? Explain?

Synopsis

Introduction:

Definition for Accident

Machinery for Preventing Industrial Accidents

Voluntary Machinery

Regulatory Machinery

Causes of Accidents

Unsafe Conditions (Work Relates Causes)

a. The job itself

b. Work schedules

c. Psychological climate of the work place

Unsafe Acts

Other Causes

Conclusion




2. Briefly explain the components of safety service?

Synopsis

Introduction

Safety Provisions

Components of Safety Service

Appointment of Safety Officer

Elimination of Hazards

a. Placement

b. Safeguarding Machinery

c. Materials handling

d. Hand Tools

e. Layout and design

f. Housekeeping

Safety Education and Training

Safety Committee

Safety Engineering

Welfare Schemes

a. Reasonable hours of work

b. Accident and safety precautions

c. Housing facilities

d. Medical facilities

e. Recreational facilities

f. Financial assistance

Safety inspections

a. Periodical safety

b. Daily check

Conclusion




3. Discuss the following.

a. Control of industrial accident?

b. Statutory Provisions for Safety in India?

Synopsis

a.

Introduction

Definition for Accident

Control of Industrial Accident

Assumption of Responsibility by Top Management

Maintain Accident Records

i. Accident Records contains the following details

Disciplinary Action

Safety Audit

Maintain Employee Interest in Safety

Personal Protective Devices

a. Head Protection

b. Ear Protection

c. Eye Protection

d. Hand Protection

e. Lung Protection

f. Foot Protection

Safety Week and Awards

Conclusion

b.

Introduction

Safety Provision

Statutory Provisions for Safety in India

Fencing of the Machinery

Work on near machinery in motion

Employment of Adolescents on Dangerous Machines

Prohibition of Employment of women and children near cotton openers

Pressure Plant




Lifting Machines, Tackles, Chains and Ropes

Explosive or Inflammable Gas

Precautions in case of Fire

Striking Gear or Device for Cutting off Power

Floor Stairs and Means of Access

National Commission on Labour Workers education should make a worker

Conclusion

4. Explain Industrial Health? Write a note on significance of industrial health and hygiene?

Synopsis

Introduction

Industrial Health

Significance of Industrial Health and Hygiene

Importance of Industrial Health

Causes of Bad Health (or) Reasons for Bad Health

a. Defective nutrition

b. Uneducation

c. Insanity

d. Inadequate medical and health organization

e. Other causes

Measures to Improve Health Conditions

a. Legislative measures

b. Special advisory committee

c. Regular medical checkup

d. Education and training in industrial health

e. Study of environmental factors

f. Control upon noise

g. Control upon temperature

Conclusion




5. Discuss on the following.

a. Occupational Hazards?

b. Occupational Diseases?

Synopsis

a.

Introduction

Meaning of Occupational Hazards

Classification of Occupational Hazards

Physical Hazards

a. Heat and Cold

b. Noise and Vibration

c. Ultraviolet Radiation

d. Ventilation

Chemical Hazards

Biological Hazards

Psychological Hazards

Conclusion

b.

Introduction

Meaning of Occupational Diseases

Classification of Occupational Diseases

Silicosis

Bagassosis

Byssionosis

Manganese Poisoning

Mercury Poisoning

Lead Poisoning

Phosphorous Poisoning

Anthrax

Caisson Disease

i. Protection against Health Hazards

ii. Recommendation of the National Commission on Labour

Conclusion




6. Explain Counseling Process? Types of Problems for Employment Counseling?

Synopsis

Introduction

Employee Counseling

Counseling Process

Rapport Building

Exploration

Action Planning

Types of Problems for Employment Counseling

Injustice or Ill – Treatment

Pre-married Anxieties and Sexual Perversion

Alcoholism

a. Causes of Alcoholism

Problem of Addiction

Low Job Satisfaction and Morale

Conclusion

UN I T – V

1. Explain Child Labour? And its Statutory Provisions on Child Labour?

Synopsis

Introduction

Child Labour – Overview

Some of the Statutory Provisions on Child Labour

The child shall enjoy special protection ……….. child shall be the Paramount

Consideration.

The Factories Act, 1948

Plantation Labour Act, 1951

The Merchant Shipping Act, 1958

The Mines Act, 1952

The Motor Transport Workers Act, 1961

Shops and Estts Act

Beedi and Cigar Workers (Conditions of Employment) Act, 1966




The Children (Pledging of Labour) Act, 1933

Apprentice Act, 1961

Child Labour (Prohibition and Regulation) Act, 1986

Conclusion

2. Explain Female Labour? And its Statutory Provisions for Women Welfare?

Synopsis

Introduction

Female Labour – Overview

Statutory Provisions for Women Welfare

The legislative provisions for the protection and ……………………………… provisions

for separate toilet facilities, rest rooms, crèches, etc.

Factories Act

Coal Mines Act, 1952

Plantations

Shops and Commercial Establishments

Employment of Women (Sec. 22, 27, 48, 51, 54 & 66)

Conclusion

3. Explain welfare measure for Contract Labour?

Synopsis

Introduction

Contract Labour – Overview

Meaning of Contract Labour

Welfare Measure for Contract Labour

The Contract Labour (Regulation and Abolition) Act, 1970

Welfare of Contract Labour

Payment of Wages

Prohibition of Contract Labour

Conclusion




4. Explain social security measures were introduced by the government?

Synopsis

Introduction

Definition for Social Security

Social Security Measures Were Introduced by the Government

Security

Social Security Programmes in India

a) Workmen‟s Compensation Act, 1923

b) Maternity Benefit Act, 1961

c) Employee State Insurance Act, 1948 (ESI Scheme)

d) Employees Provident Fund

e) Death Relief

f) Family Pension

g) Deposit Linked Insurance

h) Gratuity

Conclusion

5. Discuss the significance and implications of social security in detail?

Synopsis

Introduction

Meaning of Social Security

Objectives of Social Security

Significance (Importance) of Social Security

Implications (Effects) of Social Security

Conclusion

6. Explain notes on BPO and KPO Labour?

Synopsis

Introduction

Causes of high attrition rate

Work Environment

Rewards and Recognition

Health and Well being

Time work and life

Employee cash and benefits practices

Conclusion

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