Among them, the popular

approaches to IR are:
1. Unitary Approach
2. Pluralistic Approach
3. Marxist Approach
These are discussed one by one
 1. Unitary Approach:
The Unitary approach to IR is based on the
assumption that every one-be it employee, employer
or government-benefits when emphasis is on common
interest. Alternatively speaking, under unitary
approach, IR is founded on mutual co-operation, team
work, shared goal, and so.
Conflict at work place, if any, is seen as a temporary
aberration resulting from poor management or
mismanagement of employees. Otherwise, employees
usually accept and cooperate with management.
Conflict in the form of strikes is disregarded as
destructive.
Alwar plant of Eitcher Tractors represents one such
example of unitary approach. Nonetheless, unitary
approach is criticised mainly on two grounds. First, it is
used as a tool for keeping employees at bay from
unionism. Second, it is also seen as exploitative and
manipulative.
 2. Pluralistic Approach:
British scholars in particular by A. Fox the
approach perceives that organization is a
coalition of competing interest groups
mediated by the management. At times, it
may so happen that management in its
mediating role may pay insufficient
attention to the needs and claims of
employees.
 In such a situation, employees may unite in the
form of trade unions to protect their needs and
claims. As a result, trade unions become the
legitimate representatives of employees in the
organisation. Thus, the system of IR gets
grounded on the product of concessions and
compromises between management and trade
unions.
Conflict between employees and management
understood as competing interest groups, is
considered as inevitable and, in fact, necessary
also. Normally, employees are not that much
forceful in negotiation process as much
management is. Hence, employees join trade
unions to negotiate with management on equal
terms to protect their interests.
 Like unitary approach, pluralistic approach
also suffers from certain limitations.
The basic assumption of this approach
that, employees and management do not
arrive at, an acceptable agreement do not
hold good in a free society.
This is because a society may be free, but
power distribution is not necessarily equal
among the competing forces.
 3. Marxist Approach
Like pluralists, marxists also view conflict
between labour and management as
inevitable. But marxists unlike pluralists,
regard conflict as a product of the capitalist
society based on classes. According to
marxists conflict arises because of division
within society in terms of haves i.e., capitalists
and have nots i.e., labour. The main objective
of capitalists has been to improve productivity
by paying minimum wages to labour. Labour
views this as their exploitation by the
capitalists.
 The marxists do not welcome state intervention as, in their view, it
usually supports managements interest. They view the pluralistic
approach is supportive of capitalism and the unitary approach as an
anathema. Therefore, the labour-capital conflict, according to
marxist approach, cannot be solved by bargaining, participation and
cooperation.

In such situation, trade union comes in picture and is seen as a

reaction to exploitation by capitalists and also a weapon to bring a
revolutionary social change by changing capitalistic system. For this,
coercive powers such as strikes, gherao, etc. are exercised by the
labour against capitalists.
 Objectives of Trade Unions
1) Protection of workers against exploitation and
provision of their security of service such as
protection against layoff, retrenchment, victimization
etc.
2) Improving working and living conditions
3) Raising the vocational status of workers
4) Income security
5) Shorter working hours
6) Better health safety and welfare standards
7) Humane treatment of workers
8) Improving political status
 Methods to achieve its objectives
1) Method of mutual insurance or mutual
aid,educational,recreational,co-operative
societies etc.
2) Method of collective bargaining
3) Method of legal enactment- try to a) get
progressive legislations passed b) see to their
enforcement( eg Factories act, Bonus Act
4) Method of direct action
Role and Functions of Trade Unions
1) Intra-mural Activities or Militant functions or economic
functions fighting for the rights of the workers using
collective bargaining, negotiations, strikes and boycotts.
The TUs have to fight for
a) Adequate wages
b) Better working and living conditions
c) Reduce the hours of work
d) Better treatment of employees
e) Profit sharing
f) Workers participation in management
g) Apprenticeship and social security
h) Providing more than what the law provides
2) Extra mural activities or fraternal functions help
workers in times of need and improve their efficiency,
their co-operation and give welfare measures
a) To create a fund through subscription for
supporting the workers during unemployment, sickness,
lockout
b) Legal assistance
c) Foster a spirit of co-operation
d) Education and training
e) Games and recreational facilities
f) Co-operatives
g) Housing Facilities
h) Community development
i) Transport facilities
3) Political Functions
a) capture political power through
elections
b) extending help to candidates
c) securing protective legislation
d) welfare amenities under law of state
e) to form independent labour parties
f) national and international
representation
g) military and revolutionary urge
 4) International functions International labour
institutions like WFTU, ILO, ICFTU have been established
and the following functions are expected from theTUs
a) They should participate in the organization and
activities of ILO etc.
b) Sending help to TUs of other countries

These functions are conditioned by

1) The degree of class and group consciousness rather
than individual consciousness
2) The political environment
3) The economic environment
4) Leadership
 REASONS FOR THE GROWTH OF Tus

SEPARATION BETWEEN OWNERSHIP AND LABOUR

EMERGENCE OF FACTORY SYSTEM
LACK OF INDIVIDUAL BARGAINING POWER
GROWTH OF GROUP ATTITUDE
REALISATION OF COLLECTIVE INDISPENSIBILITY
 DETERMINANTS OF THE RATE OF GROWTH OF TRADE
UNIONS
Commitment of labour force
Composition of Labour Force
Economic conditions and Business Fluctuations
Political climate and legal framework and political parties
Changes in technology
Quality of leadership
Structure of TUs (craft unions etc)
Attitude of Employers
Union Security provisions (Closed shop and union shop)
Attitude of government
Attitude and value system of workers
Proximity or Demonstration effects
International factors
 Problems of TUs
1) Problem of finance due to a) less wages b) less
commitment c) multiplicity of unions d) TU act. What is the
way out improve wages and checkoff
2) Political affiliations
3) Outsiders According to sec 22 outsiders are people not
actively engaged or employed in the industry
4) Inter union and intra union rivalry
Reasons- a) past events b) politics c) outsiders d) due to
management not recognizing represntative unions e) legal
framework f) poor leadership

Remedy ( given y NCL)- a) Internal leadership b) Recognition

c)Union security d) inter and intra union disputes should be
settled by labour courts
5) Union security provision agreement not to employ non
member closed shop or union shop
6) Check off
7) Registration not compulsory
8) Problem of recognition of trade Unions
Recognition means that the employers accept the unions right to
bargain on behalf of all employees.
As per law can recognize 1 or more or none. Generally they
recognize the weak one) consider this as an encroachment on
their rights.
Indian Labour Conference held in Nainital in 1958 gave certain
guidelines for recognition
1) After registration the union should be functional for 1 year
2) At least 15% membership
3) 25% membership for recognition at industry level.
4) Recognition status to be given for 2 years
5) In case of multiplicity union with maximum members should be
recognized
6) If membership be 50% matters of local interest can be taken up by
them
7) Only unions which follow the code of discipline
8) NCL said that where 100 or more workers are employed
recognition should be made compulsory
 NCL suggested that the union which has the
largest following should be recognised and for
it to be the sole bargaining agent it should
cover 30% of the workers in the
establishment, 25% for industry wise union.
If more than one union, that which more
strength should be recognized.
 Problem arises as to how to decide
memberhip
can be solved by a) verification of fee paying
membership b) election by secret ballot
9) Unethical and illegal means resorted to by
unions- e g Gherao.
 Factors that make Trade Union strong
Democratic spirit and education
Multiplicity should be avoided
Internal leadership should be developed
Code of discipline
Expand Union activities for the benefit of workers
Training in Trade unionism
Workers education schemes
Political parties
Full time paid officers
Workers Responsibilities
Technical expert
One union in one establishment
Checkoff
 Rights of recognized and other unions (NCL)
To raise issues ( refer to TU act) and enter into collective agreements.
To collect membership fees or check off
Put up a notice board and display things which are not abusive,
indecent, inflammatory and subversive of discipline
Hold discussions with members
Discuss the grievances of its members
Inspect with permission any place where its members are working
Nominate member on the grievance committee and other bi partrite
bodies

Election Disputes
Strike Fund
Trade Union Journals

Trade Unions and Economic grow 1) Wage rise 2) economic activity 3)

increasing capital
What is a dispute?
 2k-Industrial Dispute,
For purposes of this act the term "dispute" is
defined as dispute or difference between
employers and employees,or employers and
employers or workmen and workmen which is
connected with the employment and non-
employment or the terms of employment or
with the condition of labour of any person.
 Forms of industrial disputes

1) Strikes
A cessation of work by a body of persons
employed in an industry acting in
combination, or a concerted refusal or a
refusal under a common understanding of any
number of persons who are or have been so
employed to continue to work or to accept
employment .
 Item 2012 (January & June) 2013 (January & June) (P) 2014 (January & June)
(P) (P)
Centr State Total Central State Total Central State Total
al Sphere Sphere Sphere Sphere Sphere
Spher
e
1 2 3 4 5 6 7 8 9 10
A: Industrial Units
affected by:
(I) Strikes 104 53 157 69 40 109 20 39 59
(II) Lockouts - 151 151 - 11 11 - 14 14
(III) Mandays Lost 640,3 3,543,8 4,184, 1,035,63 885,440 1,921,0 640,62 481,49 1,122,
95 83 278 2 72 5 2 119
B: Workers Affected as a
result of:
(I) Strikes 653,0 33,405 686,4 543,462 123,246 666,70 336,81 9,003 345,8
34 39 8 1 14
(II) Lockouts - 54,970 54,97 - 3,312 3,312 - 4,599 4,599
0
P = Provisional and based on the returns/ clarifications received in the Bureau till
1st May, 2014.- = Nil
 2012(P) 2013(P) 2014(P)
January to March January to March January to March
Central State Total Central State Total Central State Total
Sphere Sphere Sphere Sphere Sphere Sphere

A.
Industrial
Units Affected
by:
- 6 6 14 2 16 1 5 6
(iv) Retrenchm - 32 32 - 10 10 - 11 11
ents
(v) Closures
B. Workers
affected as a
result of:
- 201 201 1167 117 1284 373 35 408
(iii) - 892 892 - 265 265 - 416 416
Retrenchments
(iv) Closures
 While Tata Motors has decided to move its Nano factory out of Singur after violent
protests by farmers, this isn't the first time that there has been a standoff between
industry and farmers unwilling to surrender land.
Here are four other large industrial projects in India that have recently been wracked
by protests
1 In August, the Supreme Court gave South Korean steel firm POSCO the use of large
swathes of forestland in Orissa for a $12-billion plant that protesting farmers said
would displace thousands of people. The protests delayed the start of construction on
the plant, which could be India's single biggest foreign investment to date.
2 In the same month, the Supreme Court allowed Vedanta Resources to mine bauxite
in hills considered sacred by tribal people in Orissa. The mining would feed an alumina
refinery, part of an $800-million project that has been widely opposed.
Environmentalists say the open-cast mine will wreck the rich biodiversity of the remote
hills and disrupt key water sources vital for farming.
3 Goa, famous for its beaches and tourist industry, in January dropped plans to build
special economic zones for industry after protests from political and environmental
groups.
4 West Bengal last year aborted a plan for a special economic zone for a chemicals
complex in Nandigram after fierce protests. At least 35 villagers were killed in clashes
between locals and communist party workers and the state government put all SEZs on
hold in the state.