sociology 10: industrial dispute

What is an industrial dispute, give out the causes and consequences of an industrial disputes.
Answer:An industrial dispute refers to any disagreement in industrial relations which may be in the form of a strike and or other forms of industrial action between employers and employees. Industrial disputes are costly and damaging to companies and employees alike. Ideally, an organization’s culture and procedures should seek to avoid or resolve any potential conflict. However, it's not always possible to prevent industrial disputes from arising. Collection of statistics on disputes which involve stoppages of ten working days or more. The statistics are compiled mainly from data obtained from employers on the nature and extent of the dispute. Once all disputes for a month are identified, additional information on the nature and extent of each dispute is obtained through a mail-out/mail-back collection, usually to employers, on the nature and extent of the dispute. Some data, e.g. working days lost in a particular strike, may be imputed. Due to the imputation procedures and the limitations on identification of disputes, the statistics should not be regarded as an exact measure of the extent of industrial disputation. Cause of dispute Usually industrial dispute is due to mental unrest or discount in the workers. This unrest is psychological fact but it also has social political and economics aspects. Briefly the causes of industrial disputes, in India may be classifies as follows
Low wags
Unsatisfactory working conditions
Demand for leave with pay
Demand for adequate bonus
Non recognition of trade unions
Retrenchment due to sophisticated machinery
Resistance to misconduct of officers
Misconduct of intermediaries
statistics relate to the reported main cause of stoppage of work and not necessarily all causes that may have been responsible for the stoppage of work. For these reasons, the statistics do not reflect the relative importance of all causes of disputes as perceived by both employers and employees. The causes are classified from information supplied by employers and according to standards determined by the International Labour Organisation. Disputes are initially classified according to whether a dispute occurred during a process of workplace/enterprise bargaining. A process of workplace/enterprise bargaining refers to the negotiations that take place between an employer and their employees (or their representatives), in reaching an agreement over pay and employment conditions. Disputes not related to a process of workplace/enterprise bargaining include disputes relating to award negotiations and disputes relating to the content or application of an existing agreement (and do not seek to amend or terminate the agreement). Disputes are then further classified according to the main cause of the dispute. The classifications for Enterprise Bargaining (EB) related disputes are Remuneration; Employment conditions and Other EB related. The classifications for Non-Enterprise Bargaining (Non-EB) related disputes are Remuneration; Employment conditions; Health and safety; Job security; Managerial policy; Union issues and Other non-EB related. Consequences of an industrial dispute The important consequences of industrial disputes inj India are the following Unrest As we have already mentioned industrial conflicts and disputes lead to widespread unrest in social life and also distribution of political harmony and peace Economics loss the industrial disputes most obviously injure the economics interest of both employees and employers. This effect is direct and palpable, but indirectly and in a subtle way these also prove economically harmful to nation as a whole. Everyone ultimately is affected. Hardship of workers: The majority of workers in India not earn enough to be able to save for rainy day. They live hands to mouth, existence if not worse. Therefore strikes and lockouts put unbearable burden to them and they are reduced to the levels of beggars Threat to social security and public peace. If industrial disputes spread in an epidemic form they pose to threat to public peace. ECNOMICS DEPRESSION THE INDUSTRIAL DISPUTES MOST OBVISOULY ARE NOIT ONLY HARMFUL TO THE INDUSTRY INVOLVED BUT LEAD TO ALL AROUND ECNOMICS DESPRESSION. ACLOSURE OF ONE INDUSTRY ALEADS TO THE REDUCTION OF DEMAND OF GOODSS OF OTHER INDUSTRIES OR TRADES. FOR EXAMPLE CLOSURE OF TECTILE INDUSTRY WOULD LEAD TO DRASTIC REDUCTION IN THE DEMAND OF COTTON
what is an automation? What are the steps involved in process of automation
Answer: Automation (ancient Greek: = self dictated) or industrial automation is the use of computers to control industrial machinery and processes, replacing human operators. It is a step beyond mechanization, where human operators are provided with machinery to help them in their jobs. The most visible part of automation can be said to be industrial robotics. ... The implementation of processes by automatic means; the theory, art or technique of making a process more automatic; the investigation, design, development and application of methods for rendering processes automatic, self-moving or self-controlling; the conversion of a procedure, a process or equipment to automatic operation. • the act of implementing the control of equipment with advanced technology; usually involving electronic hardware; "automation replaces human workers by machines" • the condition of being automatically operated or controlled; "automation increases productivity" • equipment used to achieve automatic control or operation; "this factory floor is a showcase for automation and robotic equipment" Advantage of automation Absolute control of speed and position Repeatability of moves Coordinating multiple piece moves Offline editing and simulation Moving pieces in complicated paths Reduced manual handling Repeating moves indefinitely Automatic safety checking Improved efficiency Safe movement of a single piece controlled Steps involved in process of automation Selection of automation machine First of all for automation we have to select these machines, which are self regulated, and the finished or semi-finished product should be passed out or to next machine without the touch of hand. For example there are machines into which you put a coin and coke bottle or ticket pops out. If the product is in semi-finished stage the next machines lifts it all by itself and does the next process on it. The entire product may be finished by a single machine or may require dozen of ,moré for the purpose. Control of quality After the selection of machine the next step is to decide what product is to be manufactured and what form. Once this is determined the machine is accordingly fitted and the product of uniform quality is produced. Use of computer In earlier technology the automatic machines were looked after by men but now even the control and computers do operation of machines.
write a synopsis on the impact of industrialization upon various aspects of society
Answer: the important consequences of industrialization in India are as follows Urbanization As a consequences of industrialization the population in the cities has gone up Impact on urbanization The process of industrialization increases the urban population. It is an impact of industrialization that there is progressive rise in the population of cities in India The following are some of the important social influence of urbanization
Decline of sociality
Decline of social control
Decline in family control
Decline in the influence of religion
Change in the institution of marriage
Change in institution of family
Change in the condition of women
Increase of male ratio
Commercializes entertainment
House shortage
Growth of slums
z The economics consequences of industrialization The following are the important consequences in the economics field of industrialization in India Growth of capitalization
Vast production of steel cement, jute, sugar ext. with this avst production India was self sufficient and start even export
Growth of trade
Division of labour and specialization
Economics crisis and unemployment
Industrial disputes and accidents
Problem of workers
Spread of socialism and individualism
Class conflict
Decline of rural industry

Sociology : Trade unions

India, trade unions doest a not enjoy a healthy situations for various reasons. Can you illustrate the major obstacles in trade unions?
Answer: sufficient time has elapsed since the founding of trade unions in India. But unlike western countries, the Indian trade unions have not made the expected progress. They
suffer from a number of lacunas. They have trade unions have not made the expected progress. They have not developed on proper growth of trade unions. in India industries all
these conditions are not fully met. There are various types of obstacles in the development of Indian labour unions. Chiefly this fall into two categories internal and external
difficulties. The internal difficulties are related to labor and the external difficulties pertain to industrialists, intermediaries and official laws. Following discussion will
make the nature of these two types of difficulties clear.
Internal obstacles
Indian labour has certain traits peculiar to it. Some of these traits have proved to be obstacles in the way of growth of labour unions. Mainly following traits of labour prove
to be hindrances in the way of labour unions development and growth. a) Majority of Indian labour is illiterate: For any organization it is vitally important its members are
educated or not. The educated members are an asset and the illiterate members a liability to the organizations. Education broadens the outlook of the individuals. An educated
person understands what is beneficial and what is harmful to him. because of illiterate members • not able to read or write
• ignorant: uneducated in the fundamentals of a given art or branch of learning; lacking knowledge of a specific field; "she is ignorant of quantum mechanics"; "he is musically
illiterate"
• lacking culture, especially in language and literature
• a person unable to read b) migratory compulsions:
the majority of Indian labour hails from rural areas. The families of the most of them reside in villages. Under these circumstance workers do not reside permanently in cities.
As and when they get leave or holidays they go to their wives and children. Thus they are unable to visit participate regularly in the confabulations and discussions of trade
unions. c) Heterogeneous character
from the above discussion it is plain that Indian labour has a tendency to migrate form place to place. In every big industrial center one can find workers coming from almost
all regions of India. These workers are of very heterogeneous character. They differ inter se in regard to language, religion and habits of food and dress. On the account of
wide heterogeneity of the workers a sense of unity cannot easily take root among them. on account of wide heterogeneity of the workers a sense of unity cannot easily take root
among them. But for the success of trade unions the trait of unity is of paramount importance. Any workers even to day practice unsociability. Thus it is plain that the
heterogeneous character of Indian labor proves to be stumbling block in the progress and development of the Indian trade union movement.
d) Low economic standards:
The economies conditions of Indian labour are not good. The average Indian workers earnings are too low that he can bearly meet the expenses of this family with his wages. On
account of low wages he is usually in debt on account of their poverty, the workers are unable to take active part in trade union activity.
e) Mutual strike:
in India there are numerous independent functioning trade unions. Each of these trade unions is under the influences of one or the other political party. The political parties
are usually at cross purposes and pursing contradictory policies. The political parties misuse trade unions to further their own political ends. This tendency foments
dissensions and the strike among trade unions. The mutual strike among trade unions weakens them.
f) Lack of able leadership:
the majority of Indian workers is illiterate and ignorant. None of these illiterate workers father the courage to take up the leadership of trade union. Besides not processing
courage these persons lack the ability and capacity for leadership. Under these circumstances outsiders are usually the leaders of Indian trade unions.
An unemployment problem the problem of unemployment in India is greeting worse every day, the workers have to toil hard in order to find a job. Once person finds job he is most
reluctant to leave it. This is so because finding an alternative job is both uncertain and hazardous. Average Indian workers under the impression that by joining trade unions he
is putting his job in danger External obstacles
Beside internal Impediments there are certain external obstacles which impede and the growth of trade unionism in India. The more important of these obstacles are concerned with
role of intermediaries , recruitments of workers, the industrialists management boards and labour and industrial laws.
give out advantage and disadvantages of broken recruitment
Answer: advantages of broker recruitments
Following are the main advantage if recruitments
Easy availability of workers
There are times when workers are not easily available. in certain industries average workers repelled by them and do not want to work under those conditions at any cost
whatever. the industrialist are unable to find sufficient workers for running of their industries. Under circumstances are unable to find sufficient workers for running of their
industries. under the circumstances where workers are not easy to come by the industrialists feel constrains to rely upon brokers for the recruitment. These brokers go around
places to persuade, entices and entangle workers. They bring workers to the industries under many pretexts and gradually gain such hold over them that the workers can ill
afforded to defy them. in India the coal-mines and tea-gardens are the two industries where brokers do the recruitments of workers almost exclusively. Facility in industrial
management
The brokers in industries know everything about workers. They are well informed about their background, their adaptability and above all their problems regarding work. Therefore
they are able to give to the employers from time to time a correct assessment about them. Based on this assessment they are able to take advance action to rectify the genuine
problems of the workers and also check the building up of frustration in workers. Thus the brokers play a useful role in keeping the wheels of industry moving by aiding in
successful management of the problems of workers. The brokers are useful to the employers in another way. They know everything about the activities of the workers and are able
to give advance information about strike, sabotage etc. Lessening of employer’s responsibility
as it is clear from the above discussion the brokers perform many functions of the employers. The overseeing of workers problems, maintenance of their attendances record and
settlement of intra-factional rivalries of workers are some of the tasks, which the brokers competently look after. In some places the brokers impart general training to
workers. On account of all these factors the responsibility of the employers in much reduced. Disadvantages of broker recruitment:
It is fact that a large section of workers recruited to industry in India through the via media of brokers. There are certain advantage of recruitment of workers through
brokers, bit f we view the overall situation we should find that the system of recruitment through brokers is very defective. On account of its glaring lacunas this system has
always been subject to criticism. Some of the defects of this system are
Exploitation of workers:
The majority of industrial workers in India are illiterate and poor. Moreover India is a populous country and the supply of workers for jobs far exceeds the demand under these
circumstances it is rather difficult to find any suitable job. Taking advantage of this situation and brokers exploit the workers and charge commission for getting them jobs..
Sometimes the workers are forced to make regular monthly payments to brokers. The brokers also charge money for condoning inefficient work, granting leave and for recommending
promotions. Thus brokers exploit the workers in every possible way. Recruitment of incompetent workers: it is quite apparent form the above discussion that the real criterion of
recruitment of workers by brokers is commission graft or bribe. As can be easily appreciated, payment or commission manes that preference in recruitment will be given to those
who are able to give the maximum bribe. Under these conditions the necessary conditions of getting employment is not efficiently of work but ability to pay. Thus in broker-
recruitment system many an income tenet worker gets entry into industry.
Increase in industrial conflicts:
The brokers as a rule in extremely hard hearted. In order to remain in the good books of industrialists they give exaggerated or false accounts about the activities of workers.
Their game is not one –sided; it is dual. They not only report against workers and employers in dark about real situation and try to exploit both to their personal advantage.
Thus while acting as go between or contact man between workers and employers they normally are instrumental in increasing of industrial conflicts.
Non availability of permanent workers:
By employing various forms of enticement, percussion etc, and brokers bring innocent persons form far off villages and primitive tribal belts to cities for industrial jobs.
These innocents persons are unable to adjust with the urban climate and the complexities of urban life terrify them. Therefore they do not like to stay in the cities for any
length of time and rush back to their villages at the first available opportunity. Thus the recruitment by brokers fails to get the industrialists permanents workers. The
transient labour as can be well appreciated is great liability.

Sociology 8: Recruitment

Recruitment
What is recruitment? What are the major channels through which the recruitment to industries in India is done in modern days?
Answer: Recruitment refers to the process of finding possible candidates for a job or function. It may be undertaken by an employment agency or a member of staff at the business
or organisation looking for recruits. Either way it may involve advertising, commonly in the recruitment section of a newspaper or in a newspaper dedicated to job adverts.
Employment agencies will often advertise jobs in their windows. Posts can also be advertised at a job centre if they are targeting the unemployed. Recruitment is an activity in
which the organization attempts to identify and attract candidates to meet the requirements of anticipated or actual job openings Recruitment is the process whereby a firm
attracts or finds capable individuals to apply for employment. Of course, the objective is to find these applicants at the lowest possible cost. This process begins when new
recruits are sought, and ends when applicants have submitted application forms or resumes. The result is a pool of job-seekers from which the firms can then the select the most
qualified. Smart companies recruit employees they can retain, and retention depends on getting the right people in the right job in the first place. So, while getting large pool
applicants is important, getting the right type of applicant is even more important. Methods of workers recruitments
The recruitment to industry in India today is made through certain well- defines channels. The recruitment in these days is quite systematic thought it is still not wholly
scientific. Today the industrialists is quite alive to the problems of recruitments and tries to adopt a systematic and scientific industrialist is quite alive to the problems
of recruitment and tries to adopt a systematic and scientific approach to this problem. Following are the channels of recruitments employed today in India Employee Referrals
Another common recruitment methodology is the employee referral. To fill job vacancies, present employees refer jobseekers to the HR department as potential employees. There are
some clear advantages to using employee referrals. First, there is a good chance that a firm's current employees know others in the same line of work. Further, if the recruits
are acquainted with the referring employee, there is also a good chance that the recruits already know something about the firm. In many cases, the present employee also takes
an active interest in helping the new employee become successful. Finally, this method of recruitment is quick and inexpensive.
Conversely, the disadvantages of employee referrals include inbreeding, nepotism, and maintaining the "old boys network". Also, firms using this methodology may tend to maintain
the racial, religious, or sex features of the current group of employees. Job Posting
One of the most common means of filling open positions within a firm is by using internal job postings. Job postings have all of the advantages of internal recruitment,
discussed above. Further, job postings help employees feel they have some control over their future in the organization, insofar as they can decide when to apply for job
openings (and which ones). By permitting employees to choose which jobs to apply for, the employer avoids being put into the awkward position of promoting an employee into a job
they never wanted. Here are some guidelines for job postings:
1. procedure should be clearly explained to all employees
• procedure must be consistent to avoid employee suspicion
2. job specifications must be clear
• results in fewer and better applicants
3. must be specific with respect to the length of time the positions will be open
4. application procedure must be made clear
• ensure that applicants get adequate feedback once a selection is made
o reasons for nonacceptance
o suggested remedial measures
o information concerning possible future openings
o assistance in the posting process
EXTERNAL RECRUITMENT
The opposite of internal recruitment is external recruitment. The most obvious advantage of external recruitment is the availability of a greater pool of applicants. Thus, only
those applicants who have the exact qualifications will apply and be selected. This has consequences for the organization's training budget. Whereas external recruits will
require orientation upon being hired, they will not require any extra training (assuming they were selected for their capabilities). External recruits also bring new ideas and
external contacts to the firm hiring them. Also, if political infighting over a promotion might be a possibility, then external recruitment is one way of eliminating that
occurrence. Finally, with external recruitment, a firm does not have to worry about the Peter Principle.
INTERNAL RECRUITMENT.
There is nothing inherently better about either internal or external recruitment. However, there are some advantages to internal recruitment. First, internal recruitment may
lead to increased morale for employees; the organization is perceived to reward good performance or loyalty. Often, one promotion leads to another vacant position and this chain
effect contributes further to increased morale. Another advantage to the firm is that Human Resource data is immediately available for any employee recruited internally.
Further, the employee's work habits are known and previous performance appraisals are on record. Similarly, an internal recruit will be familiar with the firm. This employee
will be familiar with the firm's products, clients, organizational policies, and corporate culture. Therefore, the firm might be able to save money insofar as orientation
sessions for such an employee may not be necessary. Whereas the firm saves money by eliminating orientation sessions for employees recruited internally, other training costs may
go up. If company policies mandate internal recruitment, then employees promoted from within may not have all the requisite skills required for the job. In such cases, employees
will have to be trained for their new jobs. This can be a costly process. It becomes even more costly if the chain-effect of successive internal promotions requires a series of
training sessions to be implemented. A succession of internal recruitments may, in fact, result in the Peter Principle ("In a hierarchy every employee tends to rise to his level
of incompetence." -- The Peter Principle by Laurence Peter and Raymond Hull, 1969). This can be avoided by initially promoting internal recruits on a temporary basis. Demotions
for incompetence can have a demoralizing effect on the organization. To avoid such disappointments, the temporary appointment ("acting manager") serves to give the internal
employee an opportunity to show their worth. However, it also provides the employer with an opportunity to replace that employee with a more qualified individual if necessary.
Another unintended negative consequence of internal recruitment might be organizational politics. This may occur when more than one employee aspires to the job vacancy. Those
not getting the promotion will be disappointed and may be unwilling to grant the new job-holder the authority required to do the job. Further, the unsuccessful applicants'
coworkers may also resent the successful candidate and demonstrate that resentment through less than satisfactory work output
Internet Recruiting
Finding well-qualified applicants quickly at the lowest possible cost is a primary goal for recruiters. Recent trends indicate that, if you're looking for a job in the technical
field or to fill a technical job, you need consider using the Internet. The same may well be true for nontechnical jobs in the near future.
Advantages
A majority of firms that have actually used the Internet for recruiting consider the Internet more cost-effective than most recruitment methods. Other advantages include:
• access to more people and a broader selection of applicants
• the ability to target the type of people needed
• access to people with a technical background who know computers
• convenience
• quicker response and turnaround
• ease of use
• disadvantages
Disadvantages
Using the Internet to recruit poses a dilemma with respect to attracting the 'passive job seeker' -- the person who is not actively searching on the Internet, but may
nonetheless be interested in openings in your organization.. To find these passive job seekers, companies might consider setting up their own Web sites which welcome applicants.
An increased volume of applicants may also become a problem if Internet recruiting is used. An organization must ensure that it uses an adequate tracking mechanism to deal with
this increased volume. A further disadvantage is that not everyone has access to or uses the Internet