An Empirical Investigation on Impact of Labour Welfare Measures on Industrial Relations

By Selvan, Bhavani; Selvan, Thamil | Advances in Management, April 2014 | Go to article overview

An Empirical Investigation on Impact of Labour Welfare Measures on Industrial Relations


Selvan, Bhavani, Selvan, Thamil, Advances in Management


Abstract

This empirical research paper deals with study of health, safety and welfare provisions and its effects on the three dimensions of industrial relations like association of workers with organization, relationship of workers with management and supervisors. This study throws light on how far the satisfaction level of the workers in accordance with the health, safety and welfare measures helps the employers to maintain healthy industrial relations. To measure the satisfaction level of workers about health, safety and welfare measures, a set of questionnaire was framed. The data were collected by using stratified random sampling from 315 workers working in the different parts of the sugar mills functioning at various districts of Tamilnadu. Using the SPSS, some of the relevant tests were carried out like reliability test, ANOVA T-test, correlations. Based on the analysis made, various findings were derived that will be useful, relevant and significant to develop healthy industrial relations.

Keywords: Employers, Health, Safety and Welfare Measures, Industrial Relations, Workers.

Introduction

"Anyone can become angry - that is easy. But to be angry with the right person, right degree, at the right time, for the right purpose and in the right way - this is not easy", said Aristotle.

Indian industry is waking up to the challenges thrown in by market economy. To survive in this highly competitive scenario, managers are being pressurized to improve quality, increase productivity, cut down waste and eliminate inefficiently. And this is where human resource management and industrial relations can play a cmcial role in the development of a successful organization. With the growing importance of human capital as a success factor for today's organizations, the role of Industrial relations has become more critical for corporate India as it offers a way to vault into the global league.

Industrial peace, regular and adequate income for the employee and uninterrupted production of goods and services are primitive of all of these interests and they are largely dependent upon the maintenance of fair, friendly and mutually satisfactory employment relations and the availability of suitable machinery for the peaceful adjustment of whatever controversies may arise.

In meanwhile, workers' safe working environment is also of great importance to employees, industry and government. The government agencies and entire industry in the private sector are devoted to helping to improve safety in the workplace. Reducing the human and financial costs associated with unsafe operation and eliminating accidents are now strategic goal sets of most of organizations.

Review of Literature

Human beings are a resource to an organization. Like any other material on economic resources they represent an investment whose development and utilization require managing. There is a fundamental truth in the cliché that "people are resources and a pivotal variable without which the inanimate assets are worthless. Therefore, human resources need to be understood in their proper perspective and utilized effectively to achieve the goals of an organization. In other words, the management process is made up of four steps embracing the "people" dimension - "getting them, preparing them, activating them and speaking them".2

Michael Armstrong3 in "A Handbook of Human Resource Management Practice", describes HRM as "the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business."

Human resources are the greatest asset, the management should promote congenial relations and cooperation among the different groups of employees in order to meet the present day demands in industrial sector.7 Labour relations increasingly became formal, impersonal and contractual. Yet they retained the basic characteristic of stratification and segmentation embedded in the traditional social order. …

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