PhD

SYNOPSIS
ON

INDUSTRIAL DISPUTE IN CEMENT INDUSTRY IN JAMMU

AND KASHMIR – AN ANALYSIS OF CAUSES AND
SETTLEMENT MECHANISM

SUBMITTED TO

ARNI SCHOOL OF BUSINESS

MANAGEMENT (ASBM)

ARNI UNIVERSITY, KANGRA, HIMICHAL PRADESH

Under Guidance of Submitted By

Dr. Ravikant Swami Archana Bhat
(Professor) Research Scholar
ASBM ARNI UNIVERSITY Reg. ID NO:- ACBM001A/15
1. Significance of Study

The present study will identify the factors responsible for the disputes and their settlement in
the cement industry in Jammu and Kashmir. The earlier studies have mostly focused on using
the secondary data to measure the industrial dispute and their settlement though different
machineries in various manufacturing organizations, but there have been little insight for
cement industry in particular. Thus, the novelty of the present study is to make an empirical
analysis for the dispute settlement in case of Cement industry in Jammu and Kashmir using
the primary as well as secondary data. The study will further help to provide an insight for the
better industrial relations for the cement industry in J&K after the post reform era. Further,
the significance of the study is to provide the suggestions for the policy makers in the
manufacturing organizations to find out the reasons for the occurrence of conflicts and
resolve the disputes for maintaining the sound industrial relations. Moreover, the
maintenance of cooperation between the employees and employers of any firm operating in
developing or developed economies needed to be highlighted for the success and growth of
firms. Thus, the present study will try to bridge the gap with existing literature and will also
provide an enhanced picture regarding the dispute settlement of firms in Cement industry
operational in Jammu & Kashmir state.

2. Literature Review
The previous contributions will guide in developing comprehensive understanding about the
themes and topics of concerns that were delta by the researchers by adopting the adequate
methodologies. It will also provide an insight about the various parameters that were
considered compulsory for understanding the concept of disputes and their settlement
mechanisms in the organizations operating in different economies of the world. Moreover, to
develop the logical understanding about the concepts, techniques, methodologies and
conclusions, the section will focus on some earlier contributions conducted in context with
industrial disputes and their settlement mechanisms for the manufacturing industries over the
period of time.

Kumar1 (1966) found that the conciliation to be ineffective in Rajasthan and the nature of
politicised Trade Union, lack of trust in the conciliation machinery and delays in conciliation

1
proceedings have been the major contributors for the ineffectiveness. In addition, the study
found other contributing factors like powerlessness of conciliation officers and
representatives of parties to dispute, heavy workload of conciliation officers and poor
knowledge and skills of conciliator presenting the ineffectiveness in settling down the
disputes by means of conciliation machinery.

Khurana2 (1972) Crafted a comparative study of the industrial relations in the two sectors on
the basis of the criteria of industrial conflict, performance of the tripartite forums,
implementation of the code of discipline, and several antecedent variables that have an
imperative bearing on industrial relations. The study found that public sector registered a
better performance on the criterion of industrial conflict, but when observed in the context of
its performance in terms of the tripartite forums, the code of discipline and the prevalent
attitudinal climate it has been no different from the private sector.

Patil3 (1976) showed that both in public and private enterprises, the method of collective
bargaining remains one of the essential mechanism for settling the disputes widely prevailing
in the organizations. Moreover, the trade union and employers were also having no difference
in their opinion irrespective of public or private enterprises. The study further added that
conciliation had been an over-shadowing end process of collective bargaining and a stimulant
besides being an extension of it.

Gani4 (1990) Attempted to examine the state of industrial relations in Jammu and Kashmir.
The study concluded that, both the direct and third party dispute settlement measures had not
been successful in the state and the creation of a good infrastructure for the management of
industrial relations in the state is required before the situation goes beyond limits.

Saini5 (1991) attempted to determine compulsory adjudication used as the mechanism of dispute
resolution. The study concluded that industrial dispute act radiated message that justice can be done
through the state created tribunals/ courts and organizational role of unions has also been completely
dampened. It has been further argued that the adjudication system has made the unions to go on the
defensive, or to get wiped out.

Nandakumar6 (1993) examined the conciliation machinery in Maharashtra and came to the
conclusion that it has not been functioning very effectively and the number of disputes settled has

2
been less than 25 per cent. The study further added up that the time limit imposed by law for
settlement of disputes has not been adhering to.

Saha and Pan7 (1994) identified the determinants of industrial disputes using the secondary
data of 19 industries over the period of 1980 to 1986. The study concluded that the industries
having the presence of more union are experiencing more man days lost than the enterprise
with less number of unions. Moreover, the industries that are larger in size are facing the
consequence of more man days lost than the smaller ones over the period of time.

Thompson8 (1998) compared the success stories of the dispute review board and the new
engineering contract in United Kingdom and United States. The study concluded that both in
UK and US, the leaders in the construction industry adopt different methods and prices to
address and solve their disputes irrespective of similar business environment.

Jyoti and Sidhu9 (2003) Found the changes in industrial relation scenario in Punjab after the
post reform era. The study concluded that the numbers of work stoppage have reduced in
Punjab and due to the inefficiency of conciliation machinery the work load of adjudication
machinery have increased. The study further concluded that the lockout have been used as the
powerful weapon the counter the increasing organised power of workers in Punjab.

Bendersky10 (2003) contributed to the category related to organizational disputes and the
system adopted by the disputants for resolving their conflicts. The study concluded that the
disputants should be aware about the various components of conflicts and the mechanisms to
address these issues in appropriate manner.

Moorthy11 (2005) conducted the study on employees working in the textile industry of Tamil Nadu
after economic reforms have been initiated. It has been identified from the results that both the
number of disputes and workers that are involved in the disputes has depicted a gradual decline over
the period of time. On the other hand the study also found the increase in the number of man days lost
and lockout in the textile enterprises operating in Tamil Nadu.

Poonia et al.12 (2006) in their study found that strike are one of the most important and
expressive manifestation of industrial conflicts and also found that maximum number of
workers approach their union leaders in case of any grievance. The study further explicated
that sometimes workers accept the decision of strike taken by their union leaders and

3
sometimes union takes the decision of strike under the pressure of workers. They further
added up that the majority of workers prefer direct negotiation method for the resolution of
their disputes. The study recommended trade union leaders as an important channel to show
agitation by workers and can be used in a constructive way to prevent frequent strikes.

Love et al.13 (2007) identified in their contribution that the issues related to disputes in the
construction industry has not experienced a great level of dissent among the various
stakeholders of the enterprises. The study also confirmed that there were issue related to the
various terminologies that are involved in the disputes settlement process in the construction
industries for the industry stakeholders that have created problems for effective dispute
handling

Basu and Ravichandran14 (2008) looked at the effectiveness of the conciliation mechanism
used to resolve industrial disputes in India. The present study considered a combination of the
conciliation – adjudication approach and proposed a model using game theoretical approach
for the more efficient disposal of industrial disputes and concluded that industrial dispute
resolution has a higher success rate at the level of the conciliation mechanism, provided
certain conditions are met.

Ahsan and Pages15 (2008) have conducted a study on the effects of two laws namely
employment protection and labour disputes resolution on the economy. It has been identified
from the contribution that with the increase in these laws there has been reduction in the
employment and output for the registered industries.
The study also indentified the effect of the dispute legislations and their settlement
mechanism in terms of formal vs informal employment in the India. While undertaking the
amendments of Industrial Dispute Act, and the panel data set of state level industries over the
period of 1980 to 1997. The results provide the evidences for lower tendency of efficient
courts and education, social status as well as personal attributes as the significant attributes
for developing the policies aiming to focus on increasing the employment harmony.

Kas16 (2008) concluded that the alternate dispute resolution is a narrower topic of concern in
the industries. The work of De Roo and Jagtenberg (1994) have also conducted the analysis
for alternate disputes resolution in twelve European countries and depicted very less
improvement in such system. Thus, keeping into background such empirical work, the study
concluded that the alternative dispute resolution should not be dealt along while making the

4
solution for the employment conflicts in the countries. As the scopes for the disputes
resolution methods are wider, thus all complexities and hidden motives should be taken care
of so as to provide a better understanding about the dispute handling mechanism.

Kwakwala17 (2010) in the contribution indicated the efficiency of conciliation, mediation

and the arbitration mechanisms performed in the early years of industrial development and
growth. The study showed the improvements in these mechanisms after the year 2004 and
provides the conclusion in terms of quality resolution of disputes by conciliation, mediation
and the arbitration in the industries across economies.

Katuwal18 (2011) conducted the study on the types of disputes and their settlement methods
for the industries working in Nepal. The study highlighted that the industries in Nepal adopt
the appropriate legal provision and the required settlement machinery for settling the disputes
or conflicts across the enterprises. The study also identified that although there is presence of
various mechanisms for settling the conflicts, but industries as well as employees give
preference to the negotiation method primarily. The study also provide evidences that for
maintain the mutual trust and understanding between the parties, the organizations should
prefer the voluntary resolution methods and make the organization free from any discontent
or disagreement.

Bvumbwe and Thwala19 (2011) conducted the study on African construction idnstry. The
study conducted a primary survey using the questionnaire for 70 participants in context to
their preference towards the dispute resolution methods namely arbitration, adjudication and
mediation. The study provides evidences that for all the three methods used as the tool for
settling the disputes in the enterprises. Moreover, the study also highlighted that there must
be presence of alternate dispute resolution methods also apart from the adjudication,
arbitration and mediation in the South African construction industries. The study also
concluded that the construction company should appoint only those personnel’s that have a
better understanding about the mediation, adjudication and arbitration.

3. Conceptualization
Labour policies have been formulated to secure and maintain the healthy and harmonious
environment in the corporations. The presence of labor policies tries to restrain the chance of
conflicts between the management and the employees working in the organizations. Despites

5
of such policies formulated by the government agencies, conflicts are often taking place in
the enterprises and these are not uncommon for the firms that are known for the healthy
management-employee relationships (Das, 2003). It hence becomes necessary to look into
such context and management should make sincere efforts to resolve the conflicts or disputes
without any delay. The three basic elements namely rights for getting the fair outcome,
interest of parties that are on stake and the balance of power among the parties involved in
disputes handling should be taken into consideration very precisely by the management for
maintaining the harmonious relationship (Urey et al., 1988).

Industrial Disputes
Any conflict or difference among the management and the employee’s opinion at the
workplace lead towards industrial dispute. The difference or disagreement can taken place
between the management and employee, employee and employee, employer and employer,
employee and trade union or trade union and management. This disagreement can be related
to different parameters like working conditions, wages, leave, fringe benefits, insurance, etc.
However, to sort these issue all the parities namely management, employee and trade unions
try to pressurize each other for self as well as organizational benefits. The management takes
harsh step as lockout and employee as strikes, picketing or ghreaos if the issues are not
resolved with mutual consents.

As per Section 2(k) of Industrial Disputes Act, (1947)

An industrial dispute can be defined as any conflict or dissimilarity between the employee
and employer or trade union and management or employer and employer or employee and
employee and which is connected with the terms of employment or non-employment or
working condition of labour in an organization.

The definition mentions all the pillars that can be the major contributors towards the
occurrence of disputes. It considers the disagreement between and within among the
management, employee, trade union in the enterprise. The discontent and dissatisfaction
among the workers at the workplace as well as outside the workplace can also lead to conflict
at the enterprise. Thus, to have a proper understanding about the disputes that take place at
workplace all the three parameters should be taken into account for a comprehensive and
sound understanding for the cause of disputes and the methods required to solve such

6
conflicts.

To have an overview about the industrial disputes, there can be two aspects, one on the basis
of employer and one on the basis of employee. As per employer perception, the industrial
disputes results in the work stoppage and the loss in sale as a result of decline in production.
With increase in the number of work stoppage there can be increase in the average cost of
production, thereby approaching towards the decline in revenue receipts. Apart from these
issues there can be loss in the loyal customers, traders, inverse economics effects, loss in the
prestige of enterprise and other consequence may also arise.

On the other hand, the industrial disputes bring up income loss to the employee. The regular
income in terms of wages and other benefits are affected by the industrial conflicts there by
leading towards de-motivation, discontent, dissatisfaction health issues and family problem.
There also arises the threat of loss of employability at the workplace in case the disputes are
not settled by mutual consent. Moreover, the disputes can lead towards the wastage of
national income and can create social unrest in the community and economy at large.

The Industrial relations are mostly regulated and supervised under Trade Union Act, 1926,
Industrial employment Act, 1946 and Industrial Dispute Act, 1947 in India. All the three Acts
have their own boundary in which they work. The Trade union Act, 1926 provide the
opportunity to the employees to create the trade unions for their well being in the enterprises.
The Trade union should at least have seven members from a particular establishment. The
Industrial Employment Act, 1946, focus on all the parameters that are concern towards the
fair wages, labour contact, working conditions and other benefits and perquisites available to
the employee in an enterprise. Finally, if any disputes or conflict arises within an enterprise it
come under the purview of Industrial Dispute Act, 1947, which come under the amendment
in the year 1976, 1982, 1984 an 2010, respective.

The Industrial Dispute Act, 2010 takes into consideration all the government medicated
conciliation, arbitration and adjudication machineries. It also bought certain significant
changes in terms of Dismissal, Discharge, termination and workforce retrenchment. The
Amendment Act, 2010 also provides the workers an opportunity to make application in the
Labour court directly if they found necessary to settle their disputes arising out of discharge
and dismissal in the organization after forty five days from the date of plea to the office

7
provided by the government for conciliation mechanism.

The Industrial Disputes Act (Amendment), 2010, has bought certain changes to the section 2
sub-sections (s) by improving the wages ceiling from Rs.1600 10,000 with exclusion to the
person who is working at the supervisory category and is drawing the wages more than Rs.
10000 per month or the employee who is acting and is vested with the power of managerial
perspective (Ministry of Labour And Employment, 2010).

The Industrial Disputes Act (Amendment), 2010 has also substituted the Chapter II-B. The
Industrial Dispute Amendment Act, 2010 also provide the provision that the enterprises with
more than 20 employees can have one grievance redreassal committee for handling the
disputes in fair and hormonal manner (Ministry of Labour And Employment, 2010).

In addition, The Industrial Disputes Act (Amendment), 2010 has also make some
amendments with the insertion of two new sub-sections 9 and 10 after subsection (8) of the
Principal Act, that has provided an order for the settlement of conflict before it reaches to the
Labour or National Tribunal Courts, as earlier to the provision for settlements at Civil court
jurisdictions under the order of 21 of code of Civil Procedure, 1908 (Ministry of Labour And
Employment, 2010).

CAUSES OF INDUSTRIAL DISPUTES

To identify the major reasons behind conflict in the enterprise, it becomes essential to make
proper classification for the reasons behind conflicts or disputes. Theoretically, the causes can
be classified into namely economic and non-economic causes. The causes associated with
wages, salary, gratuity, bonus, insurance, leave without pay, layoffs etc come under the
purview of economic causes whereas, on the other hand the issue related to staff, political
factor, lockouts, strikes, indiscipline, union rivalry, working condition fall under the category
of Non-economic causes.

METHODS AND PROCESS OF DISPUTE SETTLEMENT

To solve the industrial dispute in developing and developed economies the settlement
machinery has become expensive and too long to solve the conflicts at enterprise level. There
has been continuous development and progress by the govenmnet agencies to provide a better
workplace environment and easy and quick legal provisions and methods for the employees

8
and management to solve the conflicts. For the bene3fit of developing the peaceful
environment and maintain the harmonious relationship in the enterprises, the Labour Act
1952 has been conceived with mediation, arbitration, collective bargaining and adjudication
as the method of handling and solving the issues.
To look into these parameters very carefully and comprehensively the dispute resolution
continuum has been taken into consideration form the empirical work of Kumaraswamy,
(1997). The figure advocates the presence of escalating degree of hostility and cost of
resolution with respect to various disputes resolution procedures.

Figure 1: Dispute Resolution Continuum

Litigation

Binding Arbitration

Admin. Board

Mini Trial

Cost of DRBs Degree of

Resolution Mediation Hostility

Project Neutral

Negotiation

MORE Control of outcome LESS

Parties decide for themselves Third parties imposes decision

Source: Kumaraswamy, 1997

COLLECTIVE BARGAINING (NEGOTIATION)

The Collective bargaining is a process in which two parties involved in the discontent are
grouped together at one place for a course of action. This method is the most adopted
technique by the enterprises to help the employees in term of improvement and enhancement
in their wage level and working conditions (Fashoyin, 2010). It comprises the negotiation,
discussion methods and exchange of ideas between the two parties involved in conflict at
workplace. It helps the management and employee to reach at some agreed terms and
condition for maintaining the healthy relationship in the work place.

9
CONCILIATION/MEDIATION
The Conciliation is an extension of the bargaining process in which the parties try to
reconcile their differences. The conciliation/mediation machinery is a technique by which the
parties involved in the disputes are brought together in front of third party to reach at the
agreement that provide satisfaction and content. The Industrial Disputes Act, 1947 and other
state enactment authorize the government to appoint conciliators with the duty of mediating
in and promoting the settlement of industrial disputes.

Figure 2: Mediation Process Model

THE MEDIATION PROCESS
This may be down by mutual
The Mediator Nomination Agreement by the prates or
Through a nominating body.

The Preliminary Conference and

Appointment Confirmation

Full Meeting with the Mediator and Each party will present there
all other Parties Position and the matters to be
Mediated as they see them

Use Private Meetings

The Meeting among parties to put forth

the proposal

Final Meeting for agreement or disagreement

on Resolution

Source: Kumaraswamy (1997)

VOLUNTARY ARBITRATION
Arbitration refers to such process of dispute settlement in which a third party studies the

10
bargaining situation, listens to both the parties and gathers information, and then make
recommendation that are binding on the parties.

ADJUDICATION
Adjudication means a mandatory settlement of disputes by labour courts or industrial
tribunals or national tribunals under the Industrial Disputes Act or under any other
corresponding state statutes.

Conflict
Figure 3: Conceptual Model

CONFLICT

OTHER SOURCES

CLAIMS

IMPROVEMENT

SETTLEMENTS

DISPUTE

Source: Kumaraswamy, 1997

4. Focus of the problem

The disputes are the discontent or dissatisfaction that arise between the employee and
management at workplace and it becomes very important to identify the real cause of disputes

11
to solve the matter as soon as possible for the benefit or employee as well as organization.
The statistics provided by the Labour Bureau of India over the period of time highlight the
declining trend over the period of time. This decline is mostly attributed to the attempts that
are made by the government agencies and enterprise to create a healthy relationship in the
organization. However, the deeper observation in the recent data provided by the Labour
Bureau of India depict an increase in the man days lost, production loss leading to increase in
the number of disputes significantly. It can be identified from the statistics that on an average,
there has been a loss of 25.4 million man days of work during 1998 and 2006, respectively,
that has further affected the industrial production at large (Labour Bureau, 2006)

Table 1: Sphere-wise Statistics of Strikes and Lockouts during the years 2009 (P),
2010(P) and 2011 (P) - (January to November)
2009 2010 2011
Central State Central State Central State
Item Sphere Sphere Total Sphere Sphere Total Sphere Sphere Total
1 2 3 4 5 6 7 8 9 10
A.
Industrial
Units
affected by
i) Strikes 58 81 139 34 102 136 9 75 84
ii) Lockouts - 165 165 - 155 155 - 25 25
iii)
Mandays 153035 157869 9316
Lost 1223484 8458860 9682344 483447 01 48 10591 921027 18
B. Workers
Affected as
a result of
1511
i) Strikes 907791 76609 984400 210710 72004 282714 2238 148900 38
ii) Lockouts - 73104 73104 - 312843 312843 - 5258 5258

Source: Labour Bureau, 2009; P represents provisional

It has further been highlighted from the results of the Table that there has been stoppage of
work in more than 23 industries during March 2007. Although, certain decline has been
observed, but on the contrary, the country has also witnessed the major strikes occurred
between 2004 to 2006, specifically in Appolo, Escorts, Sklumars, Honda and SBI bank
(Labour Bureau of India, 2007). The Maruti's Manesar plant in 2011 also witnessed a strike
demanding recognition to a new union that will be independent of the Gurgaon plant union.

12
They are also complaining about low basic salary, fewer breaks from work and a huge cut in
salaries if they come late for work or take leave. The company's production loss due to the
strike has been 5,000 cars worth Rs 200 crore. Thus there has been a growing concern in
respect to the dispute settlement between the management and the employees for the growth
and progress of the manufacturing unit.

The literature review and the conceptual analysis concludes that though there has been
discussion regarding the dispute settlement of manufacturing industries world widely and in
India but very scant attention have been paid for measuring the factors responsible for the
causes and settlement of the disputes in the Cement industry in Indian and in particular to
Jammu & Kashmir. Besides this there has been less focus for this sector and there have been
continuous growth of the cement firms in Jammu and Kashmir, therefore it will be interesting
to evaluate the factors responsible for the Industrial harmony. However the main flaw of the
previous studies is that the studies have focused on the secondary sources, thus the present
study shows novelty in respect to the usage of both primary and secondary data sources for
the empirical analysis.

5. Objectives of the Study

 To identify the nature and causes of industrial disputes in Cement industry in Jammu
and Kashmir.
 To determine various criterion formulated by the central and state government for
industrial disputes settlement in Jammu and Kashmir
 To analyze the relative position of various disputes and machineries used to handle
these disputes in Jammu and Kashmir.
 To study the level of effective settlement of these disputes
 To recommend various suggestions for improvement in the basic functioning
resolving conflicts in competitive era.

6. Hypothesis
H0: There are no relationship among the causes of disputes and demographic indicators in
cement industry of J&K
H0:There has been no effectiveness derived by the settlement machineries for industrial
disputes in J&K
H0: There has been no change in relative position of disputes in J&K

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7. Research Methodology/ Research Design
The methodology of research provides a deep understanding about the type of study, methods
to collect the data, sampling techniques, method to formulate instrument for conducting the
survey, provisions for various tools and techniques that are helpful in analyzing and
interpreting the results. It provides researcher a training to formulate the hypothesis for
determining the objectives of the study and establish the standards that are necessary to build
up domain of knowledge to develop a gap and adopt the relevant procedures for empirical
conclusions.

At the beginning of the time period at general literature review will be taken and after the
extensive reading a theoretical framework of the study will be worked out. After the
formation of the problem and appropriate flexible research design will be undertaken that
provides an opportunity for considering different aspect of problem. The present study will
adopt a simple random sampling techniques and a structured questionnaire will be formulated
to collect the data from the respondent belonging to the cement industry of Jammu and
Kashmir.

For the primary analysis part, the present study will develop a well structured questionnaire
will be designed to determine the effectiveness, causes and the application of dispute
resolution mentioned in the cement industry of Jammu and Kashmir. The questionnaire was
divided into two main parts: Part A related to general information of respondents involving
various democratic factors. Part B will include various questions related to the causes, and
disputes settlement. The process followed to settle down the dispute. The questionnaire will
be filled up from the respondents in such a manner that respondents are representative of
population and appropriate sample size will be taken out to conduct the study.

For the secondary analysis part various publications and Annual report published by Ministry
of Labour, District Industrial Centers, and Labour Bureau of Government of India will be
used to explore the scenario of the disputes in the Indian and especially in Jammu and
Kashmir.

8. Universe and Survey Population Sample

Universe: - The universe where the study will conducted is the state of Jammu and Kashmir.

14
The studies to be conducted will the manufacturing unit of Cement industry in the state.
Those cement industries will be accounted which will register under Jammu and Kashmir
Industry and Commerce Department.

Sample: - In this study the sample size of 33 Cement manufacturing units will be taken into
consideration. The sample size depends on two divisions of Jammu and Kashmir state:-
1. DIVISION JAMMU
(a) District Jammu - 5 Units
(b) District Samba - 5 Units
(c) District Kathua - 14 Units
(d) District Udhampur - 8 Units

2. DIVISION KASHMIR
(a) District Srinagar - 1 Unit
Sample size:- 289 respondents
From mentioned cement manufacturing units17 will be taken into consideration. The sample
size will be 17 respondents will be divided as:-
Top management – 2
Middle management - 5
Workers – 10

9. Collection of data
For any research study data is an important aspect as without data the study is incomplete. It
provides us important information and methodology for carrying the study about the subject.
As data is the basic as well as fundamental unit of any research study. Data has two types;
Primary Data: Primary data is the first hand information to be collected by a researcher. It
should not be a one's own wit. Its importance is more than secondary data.

The secondary data is the data which is already available i.e. in books, journals etc. The
primary data used by someone else can also be used as secondary data. It can be collected
from different available source which has already been published.

In the study both primary and secondary data will be taken into consideration so that the
study will be concluded effectively. For the collection of primary data a pre-structured

15
questionnaire will be developed. For collection of secondary data dispute settlement website
and books will be considered.

10. Analysis pattern

Data is fitted in to the SPSS sheet with the help of codes. There will be liked and other scales
used for the compilation of data into numeric form. Different types of analysis include
descriptive statistics, correlation analysis, regression analysis, factor analysis etc. Therefore
various tools as per requirement of the objectives will be taken into consideration for the
analysis of data.

11. Limitation of the study

The study will be restricted up to Jammu & Kashmir State.
Only a particular manufacturing unit that is cement industry will taken into consideration.
There can be some factors that are not primarily taken in the study but can be used for the
future research.

12. Organization of the study

Stage 1: - (a) Background / Introduction for settlement of industrial disputes.

(b) Overview of cement industry in Jammu and Kashmir.
Stage 2: - (a) Introduction: - Significance of the problem, review of literature,
conceptualization, operationalization of the concept, focus of study,
objectives, hypothesis, limitations, chapterization, references.
(b) Research methodology: - Universe and survey population, profile of
organization, research design, sample size and techniques, analysis
pattern, data collection, identified independent and dependent
variables, content analysis, applied statistical tools.
(c) Objective wise analysis.
(d) Macro analysis (interferences and interpretation).
(e) Summary of major observations and recommendations.
(f) Appendices: - Questionnaire, raw analysis and tables, bibliography.
Stage 3: - Submission of 3 copies (one must be original print) and hard bound.

16
13. References
1. Kumar, P. (1966) “The Working of Conciliation Machinery in Rajasthan”, Indian
Journal of Industrial Relations, Vol. 2, No. 1, pp. 41-47

2. Khurana, S. K. (1972) “Industrial Relations in Private and Public Sector Industry in

India: A Comparative Analysis”, Indian Journal of Industrial Relations, Vol. 7,
No. 3, pp. 411-431.

3. Patil, B. R. (1976) “Collective Bargaining and Conciliation in India”, Indian Journal

of Industrial Relations, Vol. 12, No. 1, pp. 41-60

4. Gani, A. (1990) “Industrial Relations in Jammu and Kashmir”, Indian Journal of

Industrial Relations, Vol. 26, No. 1, pp. 53-67.

5. Saini, D. S. (1991) “Compulsory Adjudication of Industrial Disputes: Juridification

of Industrial Relations”, Indian Journal of Industrial Relations, Vol. 27, No. 1, pp.
1-18.

6. Nandakumar, P. (1993) “Conciliation Machinery in Maharashtra - An Enquiry into

its Effectiveness”, Indian Journal of Industrial Relations, Vol. 28, No. 3, pp. 274-
282

7. Saha, B. and Pan, I. (1994) “Industrial Disputes in India: An Empirical Analysis”,

Economic and Political Weekly, Vol. 29, No. 18, pp. 1081-1087.

8. Thompson, R.M. (1998) “Efforts to manage disputes in the construction industry: a

comparison of the new engineering contract and them dispute review board”, Thesis
submitted to the Faculty of the Virginia Polytechnic Institute and State University
9. Jyoti and Sidhu, A. S. (2003) “Industrial Disputes in Punjab: Emerging Trends”,
Indian Journal of Industrial Relations, Vol. 39, No. 1, pp. 58-83

10. Bendersky, C. (2003) “Organizational Dispute Resolution Systems: A

Complementarities Model”, The Academy of Management Review, Vol. 28, No. 4,
pp. 643-656.

11. Moorthy, N. K. (2005) “Industrial Relations Scenario in Textile Industry in Tamil

Nadu”, Indian Journal of Industrial Relations, Vol. 40, No. 4, pp. 470-481

17
12. Poonia, V. S., Garg, R. and Parkash, O. (2006) “Dimensions of Strike: A Study of
Textile Workers of Punjab”, Indian Journal of Industrial Relations, Vol. 42, No. 1,
pp. 91-109.

13. Love, P., Davis, P., Jefferies, M., Ward, P. and Chesworth, B. (2007) “Dispute
Avoidance and Resolution A Literature Review”, Cooperative Research Centre for
Construction Innovation, pp. 2-53.

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Website
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Amendment-Act-2010-on-staffing-and-business-3624.asp"

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