Explain the causes of Industrial disputs.
Answers
1economic cause
2)increasing in cost of living
3)rise in prise
There are a number of causes for industrial disputes which can be classified into four categories as follows:
(1) Economic Causes:
Really, the most common causes of industrial disputes are economic causes.
These are as follows:
(a) Wages
(b) Dearness Allowance and Bonus
(c) Working Condition and Working Hours
(d) Modernisation and Automation of Plant and Machinery:
(e) High Industrial Profits:
(f) Demand for Other Facilities:
(2) Managerial Causes of Industrial Disputes:
These causes include autocratic managerial attitude and defective labour policies etc.
(a) Denial of Recognition to Trade Unions:
(b) Defective Recruitment Policies:
(c) Irregular Lay-Off and Retrenchment:
(d) Defiance of Agreements and Codes:
(e) Defective Leadership:
(3) Government Machinery:
Government measures to prevent and machinery to settle the disputes are not much effective.
(4) Voluntary Arbitration:
Mr. V.V. Giri was the promoter and supporter of voluntary arbitration and regarded compulsory adjudication as enemy number one of collective bargaining and industrial peace.
The Code of Discipline and the Industrial Truce Resolution adopted by the central organisations of employers and employees also stress the significance of voluntary arbitration. It was agreed by the two partners of industry that any dispute would be referred to voluntary arbitration if conciliation efforts fail and settle the dispute mutually and without recourse to legal remedies.
(5) Wage Boards:
Wages and allowances is the main issue in industrial disputes. The Government of India set up wage boards for various industries. The main function of wage boards is to fix the fair wage in various industries. Upto now more than 25 wage boards in various industries have been set up.
(6) Standing Orders:
In order to avoid frictions between employer and his workmen over the terms of employment, the Government enacted the Industrial Employment (Standing Order) Act 1946.
The object of the Act is to require employers to diffuse with sufficient precision, the conditions of employment in the establishments- under him and to let the workers know. Such conditions include conditions of recruitment, discharge, disciplinary action, holiday, leave etc., of the workers.
(6) Standing Orders:
In order to avoid frictions between employer and his workmen over the terms of employment, the Government enacted the Industrial Employment (Standing Order) Act 1946.
(7) Joint Management Councils:
Just to make a start labour participation in management, the Government in its Industrial Resolution 1956, decided to set up Joint Management Councils. This step also remained ineffective and not much headway is made in this direction. Currently, there are hardly 80 JMCs and even out of them a good number are not effective.