FREE IGNOU MMPH 004 Study Material Download The Indira Gandhi National Open University (IGNOU) offers a Master of Business Administration (MBA) program through distance learning. IGNOU free MMPH 004 Study Material Download.
FREE MMPH 004 Study Material Download Hardcopy : The study material for the program is provided to students in the form of self-learning study modules. The modules are designed to provide students with a comprehensive understanding of the various concepts and topics covered in the MBA Industrial and Employment Relations program.
Course Code : MMPH 004
Programme Name : Industrial and Employment Relations
FREE IGNOU MMPH 004 Study Material
Block-1 Industrial and Employment Relations : an Overview
Block-2 Trade Unionism
Block-3 Collective Bargaining
Block-4 Grievance, Discipline and Conflict Resolution
Industrial and employment relations (IER) is the study of the relationships between employers and employees, and the laws, policies, and institutions that govern those relationships. It covers a wide range of issues, including:
- Collective bargaining: the process of negotiation between employers and employees (often represented by a union) over wages, benefits, and working conditions.
- Labor laws and regulations: the laws and regulations that govern the rights and obligations of employers and employees, such as minimum wage laws, anti-discrimination laws, and safety regulations.
- Labor-management relations: the interactions and relationships between employers and employees, including the role of unions, labor-management cooperation, and workplace conflicts.
- Employee relations: the management of the day-to-day relationships between an organization and its employees, including communication, motivation, and employee engagement.
- Human resources management: the management of the workforce, including recruitment, selection, training, and development, performance management, and compensation and benefits.
- International and comparative labor relations: the study of labor relations in different countries and how they compare to each other.
IER is interdisciplinary field that draws on concepts and theories from sociology, economics, law, and management to understand the complex relationships between employers and employees. It is important for organizations to understand and manage these relationships effectively to improve productivity, employee engagement, and overall organizational performance.
The Trade Unionism
Trade unionism refers to the activities and beliefs of labor unions, which are organizations that represent the collective interests of employees. The main objectives of trade unions are to protect and improve the wages, benefits, and working conditions of their members, as well as to advocate for fair labor laws and regulations.
Some key aspects of trade unionism include:
- Collective bargaining: the process of negotiation between employers and employees (often represented by a union) over wages, benefits, and working conditions. This can include negotiating the terms of a collective bargaining agreement (CBA), which is a legally binding contract between the union and the employer.
- Representation: the role of unions in representing the interests of employees to employers, governments, and the public. This can include lobbying for labor-friendly laws and regulations, as well as representing employees in disputes with employers.
- Strike actions: the use of strikes as a means of exerting pressure on employers to meet the demands of the union. Strikes involve employees withholding their labor in order to disrupt the operations of the employer and bring attention to their demands.
- Solidarity: the idea that the interests of employees are best served when they work together collectively, rather than individually. This is a key principle of trade unionism, as it emphasizes the power of collective action.
- Membership: the concept of employees joining a union and paying dues in order to support the union’s activities and objectives.
Trade unionism is a fundamental aspect of labor relations, and it plays a significant role in shaping the rights and working conditions of employees. The strength and influence of trade unions varies depending on the country, sector and the industry.
IGNOU MMPH 004 FREE Study Material
The Collective Bargaining
Collective bargaining is the process of negotiation between employers and employees (often represented by a union) over wages, benefits, and working conditions. The goal of collective bargaining is to reach a mutually acceptable agreement that sets the terms of employment for the employees covered by the agreement.
The process of collective bargaining typically includes the following steps:
- Preparation: Both employers and employees prepare for the negotiations by gathering information and developing their proposals.
- Opening statements: The negotiations begin with opening statements from each side, outlining their respective positions and goals.
- Proposal exchange: Both employers and employees present their proposals for wages, benefits, and working conditions.
- Negotiations: The two sides engage in a series of meetings and discussions to try to reach agreement on the proposals. This process can involve compromise and concessions from both sides.
- Tentative agreement: When a tentative agreement is reached, it is usually presented to the employees for ratification.
- Ratification: The tentative agreement is voted on by the employees covered by the agreement. If it is approved, it becomes a legally binding contract between the employer and the employees.
Collective bargaining is an important aspect of industrial and employment relations, as it allows employees to have a voice in determining the terms and conditions of their employment. It also allows employers to have a predictable and stable workforce, which is beneficial for the organization. Collective bargaining process can be complex and time-consuming, but it is an important mechanism for ensuring fair and equitable treatment of employees.
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