Ms. Anubha RastogiAstt. Prof, Vidya School Of Business

2015-16

DISCIPLINE• It is orderly behavior. Observance of rules & regulations.

• Negative Discipline: people remain in discipline out of fear of penalties.

• Positive discipline: people comply with discipline as an inherent desire to cooperate and achieve goal.

• Self Discipline & Control: using training to imbibe discipline into employees.

Causes Of Indiscipline:

1.Absence of effective leadership

2. Unfair management practices

3. Communication Barrier

4. Non- Uniform Disciplinary Action

5. Divide and Rule Policy

6. Inadequate Attention to personal problems

7. Victimisation

Approaches Of Discipline• Positive discipline approach: An oral reminder, A written reminder, A

decision making leave.

• Progressive Discipline Approach:

• Red hot stove rule:

1. Burns immediately

2. Provides warning

3. Gives Consistent punishment

4. Burns impersonally

Disciplinary Action• Issuing a letter of charge

• Consideration of explanation

• Show-Cause Notice

• Holding of a full fledged enquiry

• Making a final order of punishment

• Follow up

Punishment• Dismissal

• Discharge

• Suspension

• Demotion

• Withholding of increments

• Fine

• Warning

Grievance• Any form of discontent or dissatisfaction with any aspect of the

organization.

• The discontent can arise out of real or imaginary reasons

• The discontent may be voiced or unvoiced

• It refers to perceived non-fulfillment of one’s expectations leading to dissatisfaction with any aspect of the organization.

Forms Of Grievances • Factual

• Imaginary

• Disguised

Causes• Economic

• Work environment

• Supervision

• Work group

• Miscellaneous

EffectsOn Production

• Low quality

• Low quantity

• Increase in wastage

• Increase in cost per unit

On Employees

• Increase in absenteeism & turnover

• Reduced commitment & punctuality

• Increase in incidence of accidents

• Reduced Employee morale

On Managers

• Strains superior Sub ordinate relationship

• Increased degree of supervision

• Increase in indiscipline cases

• Increase in unrest

Grievance Handling Procedure

Industrial Relations:• Relationship between the management & labor or among employees

and their organization.

Nature of Industrial Relations:• Employer- Employee Interaction

• Web Of Rules

• Multidimensional

• Dynamic And Changing

• Spirit Of Compromise & Accommodation

• Government’s Rule

• Wide Coverage

• Interactive And Consultative In Nature

Objective Of Industrial Relations

• Enhance economic status of the worker

• Regulate production by minimizing industrial conflicts

• Socialize industries

• Provide opportunity for the worker to have a say

• Improve workers strength

• Avoid industrial conflicts

• Maintain industrial democracy

Approaches to Industrial Relations

• Psychological Approach: difference in perception is the reason for conflict

• Sociological Approach: difference in value system, customs and traditions is the reason for conflict

• Human relations Approach: integrate individual objectives to organizational objectives to reduce conflicts.

• Giri Approach: Collective Bargaining And joint negotiations are used to settle disputes between labor and management

• Gandhian Approach: workers have the right to strike but in a peaceful non violent manner

Forms Of Industrial DisputesSTRIKES• Sympathetic Strikes

• General Strikes

• Unofficial Strikes

• Sectional Strikes

• Bumper Strikes

• Sit down Strikes (Also called Stay-In, Tool-Down, Pen-Down Strike)

• Slow Down strike

• Lightning Strike

• Hunger Strike

Forms Of Industrial DisputesLockout – management’s version of the strike. Worksite is closed to prevent employees from working.

Gherao

Picketing: Carry banners and cards to show public display of aggression

Boycott: disrupting normal functioning of the enterprise.

Industrial Disputes Settlement Machinery

• Conciliation: representative of workers and employers are brought together before a group of person to persuade them to come to a mutually satisfying agreement.

• Voluntary Arbitration: the conflicting parties voluntarily refer it to a third party, arbitrator appointed by the parties itself.

• Adjudication: ultimate remedy for the settlement of disputes in India. The third party is appointed by the government.

• Labor Relations• The activities managers engage in to ensure they have effective working

relationships with the labor unions that represent their employees interests.

• Unions• Represent worker’s interests to management in organizations.

• The power that a manager has over an individual worker causes workers to join together in unions to try to prevent this.

• Collective bargaining• Negotiation between labor and management to resolve conflicts and disputes

about issues such as working hours, wages, benefits, working conditions, and job security.

Collective Bargaining Process