What Industrial Conflict means ?

The term “Industrial Dispute” means any dispute or difference

between employers and employers or between employers and
workmen or between workmen and workmen, which is connected
with the employment or non-employment or the terms of
employment and conditions of employment of any person
-Industrial Dispute Act, 1947

Conflict is said to exist between two more individuals of work

group when they disagree on a significant issues and clash over
the issues.
- W . F. Glueck
Conflict are regarded as a negative forces that crated lowers
productivity and disrupt employee relationships.
- J. W. Newstrom
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Kinds of Industrial Conflict

1. Interpersonal: Conflict between two persons of a

particular place or institution
2. Intrapersonal: is also known as intra-individual or
intra psychic conflict. Not matched with interest goal
etc with job roles.
3. Inter group: Conflict between two groups in an
organization
4. Intra group: Conlict between or among the members
of the group 1–3
Kinds of Industrial Conflict

5. Organizational
 Within the work-between union leaders and managers
 Within the union organization- between union leaders and
workers
 Between the work organization and union organization
represented by the Management and union leaders.

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Impact of Conflict
Negative Impact of Conflict
1. Feeling of defect
2. Distance
3. Lack of confidence
4. Labor turnover
5. Problem making
attitude
6. Change in intention
Positive Impact of Conflict
1. High impression
2. New outlook
3. Prompt solution
4. Clear explanation
5. Creativity
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Way of Avoiding industrial disputes

• Employer Should create a culture to prevent conflict

arising
• Joint working group to pass information
• To discuses about major issues with consultative body
• Regular consultation with a recognized union
• Team and group meeting & feedback sessions

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How to manage dispute/ Conflict

1. Avoidance
2. Smoothing
3. Forcing
4. Compromise
5. Changing behavior
6. Problem solving
7. Structural change
8. Accommodation
9. Competition

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How industrial Conflict can be solved?

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Mechanism of Industrial Dispute resolution

Industrial
Dispute/Conflict

Work Committee/Trade
Union/Collective
Bargaining

Conciliator

Arbitrator

Adjudication/ Labor
Court/Tribunal
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Settlement of Industrial Dispute as per Law

• If at any time an employer or a collective bargaining

agent finds that an industrial dispute is likely to arise
between the employer and the workers, the employer
or the collective bargaining agent shall communicate
his or its views in writing to the other party.
• The parties after holding discussion can reach a
settlement
• But if settlement is not being reached then report the
matter to competent Conciliator within 15 days

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Settlement of Industrial Dispute as per Law
• Conciliator will call a meeting within 10 days.
• If any settlement of the dispute is arrived through
conciliation, then conciliator shall submit a report to
government signed by both parties.
• If the conciliation fails, the Conciliator shall try to
persuade the parties to agree to refer to the dispute
to an Arbitrator
• If the parties agree to refer the dispute the an
Arbitrator, then Arbitrator shall give his award within
30 days and this award shall be final and will be valid
for two years

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Settlement of Industrial Dispute as per Law
• If any dispute is unresolved with the help of
Conciliator or Arbitrator then the parties give a
notice to the other party for strike or lockout
• No party serve any notice of strike unless two-third
of its members give their consent to it through secret
ballot.
• If a strike or lock-out begins, either of the parties
may make application to the Labor Court for
adjudication of the dispute.
• Labor Court shall, after giving both the parties to the
dispute an opportunity of being heard, make such
award but not later than 60 days
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Functions of Facilitator in Conflict Resolution
1. Building Anticipation
2. Controlling Discussions
3. Reversing antagonistic
4. Relieving tension
5. Transmitting information
6. Formulating proposals
7. Differentiating objectives
8. Preparing ground rules
9. Determining sequence
10. Participation
11. Independence among groups
12. Avoiding evaluation
13. Finding method for removing
disintegration
14. Follow up solutions
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Nature of Industrial Conflict In Bangladesh
1. Lack of tolerance
2. Unfair Management
3. Corruption
4. Unfair Disciplinary
5. Lack of Commitment
6. Lack of clear policies
7. Non implementing
8. Lack of accountability
9. Political differences
10. Unethical practices
11. Lack of social responsibility
12. Political instability
13. High ambition
14. Unfair support of politician 1–14
Government Role in Conflict Resolution
1. Government is not sincere.
2. Government is helpless.
3. Government does not feel.
4. Government instigates conflict.
5. Government officials take benefits from leadership.
6. Social leaders take benefits from Trade Union.
7. Political leaders take benefits from Management.
8. Law is not effective.
9. There is no binding of law. 1–15
 Trade Union Roles in Conflict Resolution
1. Trade Union are reckless.
2. Lack of commitment.
3. Absence of Accountability.
4. Lawlessness.
5. Minimum welfare facilities.
6. Minimum benefits.
7. Minimum safety standards.
8. Insufficient service.
9. Non-Cooperation.
10. Minimum wages etc.
11. Domination of some
outsiders.
12. Instigation from outside.
13. ILO inactiveness .
14. Relation with politicians.
15. Weapon of politicians.
16. Lack of Patriotism.
17. Lack of training.
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Thanks

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