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The Knowledge Economy in India pp 214–259 Cite as

Industrial Relations and Increasing Globalization: A Case Study of India

  • C. S. Venkata Ratnam  

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This chapter briefly traces some of the key issues and trends in industrial relations in the wake of globalization, with particular reference to India. Specifically it deals briefly with (1) the historical development of industrial relations and the corresponding legal framework in the country, (2) examines the impact of liberalization on industrial relations in the context of increasing globalization, (3) discusses employment, employment security and social safety nets, (4) key issues concerning multinationals, privatization and export processing zones, (5) new approaches to work organization, (6) international labour standards, (7) recent trends and developments in collective bargaining, workers’ participation, labour laws and industrial relations, and (8) finally discusses the role of trade unions, employers organizations and the government in developing systems of industrial relations.

  • Gross Domestic Product
  • Trade Union
  • Collective Bargaining
  • Child Labour
  • Industrial Relation

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Fallon, P.R. and Lucas R.E.B. (1991) ‘The Impact of Changes in Job Security Regulations in India and Zimbabwe’, The World Bank Economic Review , vol. 5(3), pp. 395–413.

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Johri, C.K. (1992) Industrialism and Industrial Relations in India . New Delhi: Oxford University Press.

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The Workers Solidarity Centre against Job Losses and Closures (1989) Report of the Workshop on Job Losses and Industrial Closures . Seminar on Social Movements, Human Rights and the Law, 27–30 December, Bombay.

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Ratnam, C.S.V. (2003). Industrial Relations and Increasing Globalization: A Case Study of India. In: Richter, FJ., Banerjee, P. (eds) The Knowledge Economy in India. Palgrave Macmillan, London. https://doi.org/10.1057/9780230512986_13

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Impact case study

Revolutionising the study of industrial relations.

  Research by LSE's Richard Hyman transformed the study of industrial relations by introducing Marxist analysis and a cross-national perspective.

Professor Richard  Hyman

Research by

Professor Richard Hyman

Department of management, what was the problem.

Until the late 1970s the study of industrial and employment relations in Britain was highly parochial, derived almost exclusively from English-language sources. Textbooks and courses were merely descriptive in content, and any discussion of theoretical issues was framed within the context of 1950s systems theory and the more amorphous 'Oxford school' of British pluralism, which posited good industrial relations as a dialogue between enlightened managers and representative trade unions.

What did we do?

Richard Hyman joined the LSE as Professor of Industrial Relations in 2000. For more than four decades his qualitative and theoretical research had focused on developing 'new insights, effectively shared' across the field of industrial relations.

Among Hyman's central insights was that industrial relations must be analysed within the broader framework of political economy and not as a self-contained social sphere. His Marxist analysis demonstrated that relations in work and employment are dynamic and inherently conflictual. Managing these relationships brings together contradictory pressures that cannot be fully resolved. The diverse identities and priorities of trade unions result from similar tensions and contradictions.

Since 1993 Hyman's research focus had extended to exploring cross-national similarities and differences in approaches to industrial relations. He demonstrated the importance of interrogating Anglo-Saxon institutions and practices against experience in other countries, drawing on literature in a wide range of languages and applying a wider set of theoretical perspectives. His role in founding and editing the European Journal of Industrial Relations expressed this fundamental commitment.

Hyman's 2001 book Understanding European Trade Unionism was his most substantial output in this regard. Here he compared trade unionism in Britain, Germany and Italy, developing the concept of unions as a 'variable geometry' of priorities and purposes. In all three countries, he argued, union identities were constructed and replicated through the relative priorities attributed to 'market', 'class' and 'society'. Although these identities became relatively fixed, they were not immune to changes resulting from external pressures, internal politics and strategic choices.

What happened?

Hyman's research has shaped the ways in which industrial and employment relations are understood and taught today.

Hyman's two major works of the 1970s – Strikes (1979, with new editions in 1977, 1984 and 1989) and Industrial Relations: a Marxist introduction (1975) redefined the terrain. Subsequent approaches to teaching and analysis had to acknowledge that the subject was contested and that radical or Marxist perspectives made a distinctive contribution to collective understanding.

Hyman's influence can be traced in textbooks that followed this course, such as Salomon’s Industrial Relations: theory and practice (1988, with subsequent revisions) and Bamber and Lansbury’s International and Comparative Industrial Relations (1993, with subsequent editions).

More recently, some of the most important teaching texts have developed Hyman's analytical approach more systematically. A landmark was the publication in 1994 of Blyton and Turnbull’s The Dynamics of Employee Relations. Now in its third edition, this is one of the most widely used textbooks in the field. It locates industrial relations within a broader political economy framework and stresses the contradictory dynamic of work and employment, particularly the complex interaction between conflict and accommodation – all themes which Hyman exposed through his research.

In just over a decade since its publication, Hyman's Understanding European Trade Unionism has achieved seminal status. It provides an indispensable point of reference for studies in comparative trade unionism, whether at the European or international level, and is increasingly used to compare trade unions within single countries. It is referenced in studies in a dozen different languages and used by scholars in every continent.

Hyman's impact has been recognised by the publication of special issues in his honour by two refereed journals: the British Journal of Industrial Relations (June 2011) and Capital & Class (February 2012). The editors of the former identified at least five major themes on which Hyman has exerted a substantial influence, from exposing the conservative implications of the pluralist theories that dominated industrial relations for much of the post-war period, to grasping cross-national differences in industrial relations.

While Hyman's main impact has been to change the way industrial relations is conceptualised, taught and researched, his influence has increasingly extended to practitioner audiences. Among organisations outside the UK that have sought his collaboration are the International Labour Organization in Geneva, the European Union and the European Trade Union Institute.

He has also given presentations to conferences and congresses organised by a wide range of European bodies, including: Deutscher Gewerkschaftsbund (Confederation of German Trade Unions), IG Metall (German metalworkers union), Friedrich-Ebert-Stiftung (a private cultural institution committed to social democracy), GSEE (General Confederation of Greek Workers) and the Confederação Geral dos Trabalhadores Portugueses (General Confederation of Portuguese Workers).

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Reforming auditing and risk management to improve governance, revolutionising decision-making in complex multi-stakeholder contexts, reforming england's libel law, more by richard hyman, el futuro de las relaciones laborales en tiempos de pandemia.

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Please note you do not have access to teaching notes, industrial relations climate: a case study approach.

Personnel Review

ISSN : 0048-3486

Article publication date: 1 March 1979

The industrial relations climate of a steelworks was investigated through a programme of structured interviews with shop stewards and managers at all levels. Interviewees were asked how often they handled different types of industrial relations issues, how often they interacted with their opposite numbers at different levels to solve those problems, how satisfied they were with the way each of the problems were handled and, how satisfied they were with their opposite numbers' handling of industrial relations problems generally. Results shows that there was union‐management agreement about the nature of the local climate, but that the climate differed across departments in accordance with data from independent sources. The findings also indicated that in this plant the climate was more ‘issue‐centred’ than ‘person‐centred’. It was concluded that the technique could be similarly useful in other settings for the speedy appraisal of industrial relations at plant level, but that more comparative research on industrial relations climate was needed.

Nicholson, N. (1979), "Industrial Relations Climate: A Case Study Approach", Personnel Review , Vol. 8 No. 3, pp. 20-25. https://doi.org/10.1108/eb055386

Copyright © 1979, MCB UP Limited

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Industrial Relations at Cummins India Limited- A Case Study

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case study in industrial relations

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The significance of industrial relations can be summarized as below: 1. It establishes industrial democracy: Industrial relations means settling employees problems through collective bargaining, mutual cooperation and mutual agreement amongst the parties i.e., management and employees' unions. This helps in establishing industrial democracy in the organization which motivates them to contribute their best to the growth and prosperity of the organization. 2. It contributes to economic growth and development: Good industrial relations lead to increased efficiency and hence higher productivity and income. This will result in economic development of the economy. 3. It improves morale of he work force: Good industrial relations, built-in mutual cooperation and common agreed approach motivate one to contribute one's best, result in higher productivity and hence income, give more job satisfaction and help improve the morale of the workers. 4. It ensures optimum use of scare resources: Good and harmonious industrial relations create a sense of belongingness and group-cohesiveness among workers, and also a congenial environment resulting in less industrial unrest, grievances and disputes. This will ensure optimum use of resources, both human and materials, eliminating all types of wastage. 5. It discourages unfair practices on the part of both management and unions: Industrial relations involve setting up a machinery to solve problems confronted by management and employees through mutual agreement to which both these parties are bound. This results in banning of the unfair practices being used by employers or trade unions. 6. It prompts enactment of sound labour legislation: Industrial relations necessitate passing of certain labour laws to protect and promote the welfare of labour and safeguard interests of all the parties against unfair means or practices. 7. It facilitates change: Good industrial relations help in improvement of cooperation, team work, performance and productivity and hence in taking full advantages of modern inventions, innovations and other scientific and technological advances. It helps the work force to adjust themselves to change easily and quickly Causes of Poor Industrial Relations Perhaps the main cause or source of poor industrial relations resulting in inefficiency and labour unrest is mental laziness on the part of both management and labour. Management is not sufficiently concerned to ascertain the causes of inefficiency and unrest following the laissez-faire policy, until it is faced with strikes and more serious unrest. Even with regard to methods of work, management does not bother to devise the best method but leaves it mainly to the subordinates to work it out for themselves. Contempt on the part of the employers towards the

International Education & Research Journal [IERJ]

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International Journal for Research in Applied Science & Engineering Technology (IJRASET)

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All industrial civilizations share the fundamental trait of widespread wage employment. Workers/employees and employers/management are two separate categories of people who are looking for wage employment, respectively. Known variously as labour-management relations, labour relations, industrial relations, or employer-employee relations, these two groups' relationships are structured. With the exception of the first, these definitions indicate that the relations are at minimum inclusive on the part of the employees. In regards to all problems that concern its members, the labour union negotiates with employers and management. Consequently, the two groups' relationships are structured.

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Case Studies on Industrial Relations

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Click on link for the PDF of the Document - The Wages (Central) Rules Preliminary Draft Rules

The Employee’s Compensation (Amendment) Bill, 2016 was introduced in Lok Sabha on August 5, 2016 by the Minister for Labour and Employment, Mr. Bandaru Dattatreya. The Bill amends the Employee’s Compensation Act, 1923.  The Act provides payment of compensation to employees and their dependants in the case of injury by industrial accidents, including occupational diseases.

The interim order passed by the high Court in WMP NO.6177 of 2016 in WP No. 6958 of 2016 on 25.02.2016, granting interim stay of the retrospective effect of the amendment to the Payment of Bonus Act 1965.

1.      Withdrawal age has been increased from 54 years to 57 years under para 68NN – Withdrawal within one year before retirement. 2.      New Para 68-NNNN has been introduced “Option for withdrawal  on cessation of Employment” (i.e. before attaining retirement age or 58 yrs). Employee can withdraw only his own share of total contribution including the interest thereon [...]

Effective 01-01-2015 the PF admin charges (under Account No.2) has been reduced from 1.1o% to .85% and therefore the final Employer PF contribution comes down to 13.36%. The PF admin charges will be a minimum of Rs. 500 and minimum EDLI charges of Rs. 200 even if the number of employees drop to one and [...]

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Industrial relations and the environment : Case studies.

Industrial relations and the environment

Case studies., industrial relations and the environment : case studies..

20 September 1994

The first chapter of this book introduces the reader to the research project and the function of the case studies within it. [...] The initial task of the IRENE network was to analyse the development of these new patterns, to study the variety of forms in which industrial relations systems are opening up to the environmental issue (new themes, new procedures, new actors), and also to analyse the conditions and limitations of the emerging patterns. [...] For example, for the UK a company was chosen which claims to be a "leader of British Industry" in the area of environmental management; for Italy a case which formed the first "area with a high risk of environmental crisis" to be jointly regulated by the state and the regions; for Denmark a regional conflict which formed the background for the bilateral "IMO agreement" of the iron and metal indust [...] The second part of the case study describes the interlinking of the campaign with the "greening" of a single German metalworking company, the Friedrichshafen plant of the Zahnradfabrik. [...] There is no doubt that the growing awareness of the risks of economic growth and technological progress, the public debate on hazards caused by industry, and the intensified regulations imposed by the State, had been dominant in influencing the strategies and actions of the companies.

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case study in industrial relations

agency, E. & Eurofound, ., 1994. Industrial relations and the environment : Case studies. , Publications Office of the European Union. Belgium. Retrieved from https://policycommons.net/artifacts/251462/industrial-relations-and-the-environment/1003279/ on 02 Mar 2024. CID: 20.500.12592/2vb09c.

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Case Study on Industrial Relations

Industrial relations case study:.

Industrial relations are the set of disciplines which research the relations between employees.Industrial relations are scrupulously analyzed by professionals, because these relations influence the quality of work, job satisfaction, development of business and economics greatly. First of all, relations are characterized with the information about the duties and rights of the employees. They have to know what they are expected to do and what they can do if there is a certain problem with a boss or manager.

Much attention is paid to the ethical side of industrial relations, because emotional well-being and healthy working atmosphere are often the key factors which influence the quality of work. Smart businessmen should be aware about the principles of the industrial relations in order to carry out the policy of human resource management professionally.These two branches are interconnected and an experienced boss should be good at both. The study researches various problems which can occur in the workplace, between employees and the boss and a good manager is expected to know how to solve these problems effectively. Industrial relations research employees, their work and ambitions from different sides: economical, psychological and professional.

We Will Write a Custom Case Study Specifically For You For Only $13.90/page!

Evidently, psychological health is extremely important for the development of business and quality of work, otherwise, there will be only protests, scandals and disagreement towards the methods and conditions of work.Industrial relations are aimed to make employee’s life better, more convenient, inform him about his rights, if a trouble occurs. A student who wants to investigate the topic on industrial relations should read a lot about the nature of the problem. High-quality textbooks, encyclopedias and periodicals will be helpful to complete the case study well. A case is a problem, failure which happened at a company and is closely connected with industrial relations. For example, if the rights of employees have been violated or an incident in the group of employees happened, a student will be asked to find the cause and effect of the problem and analyze the case from all sides.

Every student who prepares a case study is expected to provide the reader with wise solutions to the problem to show their professional and critical thinking skills.The problem of case study writing is quite complicated for inexperienced students, so they often need to take advantage of the web to complete their paper successfully. A free example case study on industrial relations in India will be a useful source of data and a lesson of proper way of analysis, because will explain the problem on the concrete situation, concrete time and place. Moreover, a free sample case study on industrial relations management will teach young people how to organize the paper according to the required standards and style of writing.

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Learn how University Relations helped the Massachusetts Energy Efficiency Partnership successfully manage their list of 1200+ contacts.

The Massachusetts Energy Efficiency Partnership ( MAEEP ) supports the deployment of energy efficient technology and tools to the industrial, commercial, and institutional sectors. MAEEP is sponsored by the Center for Energy Efficiency and Renewable Energy, National Grid, and EVERSOURCE, and is housed in the College of Engineering. 

Before MAEEP worked with our CRM team to implement Marketing Cloud, they maintained a list of contacts’ emails, without further information on the recipients of their emails, including any information about whether contacts had asked to receive these emails. The list was not cleaned, and of the 1200+ contacts on it, roughly 20% were no longer active. 

The Central Heating Plant at UMass Amherst.

In order for MAEEP to comply with CANSPAM laws and continue communicating with constituents, they needed to get those constituents to opt-in to the MAEEP email list. An email briefly explaining that recipients had to opt-in to continue receiving communications from MAEEP—including a prominent “SUBSCRIBE” button—was sent to this list once. The email was sent a second time to those who opened the first email but did not opt in.  

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Computer Science > Machine Learning

Title: predicting machine failures from multivariate time series: an industrial case study.

Abstract: Non-neural Machine Learning (ML) and Deep Learning (DL) models are often used to predict system failures in the context of industrial maintenance. However, only a few researches jointly assess the effect of varying the amount of past data used to make a prediction and the extension in the future of the forecast. This study evaluates the impact of the size of the reading window and of the prediction window on the performances of models trained to forecast failures in three data sets concerning the operation of (1) an industrial wrapping machine working in discrete sessions, (2) an industrial blood refrigerator working continuously, and (3) a nitrogen generator working continuously. The problem is formulated as a binary classification task that assigns the positive label to the prediction window based on the probability of a failure to occur in such an interval. Six algorithms (logistic regression, random forest, support vector machine, LSTM, ConvLSTM, and Transformers) are compared using multivariate telemetry time series. The results indicate that, in the considered scenarios, the dimension of the prediction windows plays a crucial role and highlight the effectiveness of DL approaches at classifying data with diverse time-dependent patterns preceding a failure and the effectiveness of ML approaches at classifying similar and repetitive patterns preceding a failure.

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