MS-024: Industrial Relations last 3 yrs paper
June, 2021
Section-A
- Enumerate the historical perspective behind the labour policy in India. Highlight the landmarks of labour administration in India.
- Trace the evolution of managerial unionism in India. Explain the activities of managerial unions, citing examples.
- Discuss different approaches to collective bargaining and its relevance, citing examples
- Explain the rationale for participation. Discuss the issues involved in participative forums.
- 5. Write short notes on any four of the following:
(a) Power and status of arbitrators
(b) Collective bargaining in public sectors
(c) Observations of the first National Commission on Labour employers’ Organisations
(d) Globalization
(e) Three levels of industrial relations activities
(f) Systems model of industrial relations
- Read the case given below and answer the questions given at the end:
Rajan Road Transport Corporation introduced an incentive scheme in 2016. The bus crew will get the incentive bonus if the income of a bus during a particular day on a particular route crosses the standard amount of collections. The standard amounts for all the routes are fixed by the administration on the basis of average income in the preceding year on the respective routes. The crew get one percent of the excess amount over and above the standard amount. The collections to the corporation increased phenomenally after the introduction of the scheme as the crew has been taking extra care in clearing all the passengers awaiting bus for their journey. Prior to this, the bus crew did not allow the passengers over and above the seating capacity. But they have been overloading the buses since 2016 and it is allowed by the corporation.
The corporation has been running a bus from Rajahmundry to Vangalapudi. There was heavy traffic on this route on 13th July. The crew overloaded the bus to the tune of double the seating capacity (i.e., 54 seating capacity and another 54 standing passengers). The conductor issued tickets and requested the passengers to buy tickets several times. He felt that all the passengers had bought the tickets and his job was completed.
The ticket checking staff were camping at Sitanagaram, a mid-point between Rajahmundry and Vangalapudi. They stopped the bus at Sitanagaram and started checking the tickets. They found that all the passengers except an old lady sitting on the floor of a corner of the bus did not buy the ticket. They collected penalty from her and issued a ticket. Immediately they issued the suspension order to the conductor, despite his request and the requests of the passengers. The passengers told the checking staff that he had done his job sincerely and in good faith. The old lady also informed the checking staff that it was purely her mistake and she was suffering from fever and hence she could not buy the ticket. But the checking staff did not consider these requests.
The conductor informed the Trade Union leaders at Rajahmundry about his suspension on phone. The Trade Union leaders met the Depot Manager, explained to him the incident and requested him to withdraw the suspension order. The Depot Manager refused to do it and the Trade Union leaders announced a wild cat strike. The traffic was affected badly and the commuters suffered a lot. The strike continued for one week. The loss of income was around Rupees two lakh per day. The issue started affecting the other depots. The General Manager of the Corporation instructed the Depot Manager on 21st July to solve the issue immediately. Then the Depot Manager discussed the issue with the union leaders and withdrew the suspension order.
Questions:
(a) Identify the issues in the case
(b) What are the steps that you would take if you were the Depot Manager? Discuss.
Section-B
December, 2020
Section-A
- What are the objectives of industrial relations? Discuss any two approaches to industrial relations mentioning their relevance in current Indian scenario.
- Trace the historical evolution of trade union movement in India and briefly state the recent trends in trade unionism.
- Enlist the elements of collective bargaining and give an account of various theories in brief on collective bargaining.
- Define discipline. Explain the procedure of holding domestic enquiry against an employee for certain acts of alleged misconduct citing an example.
- Write short notes on any four of the following:
(i) Rationale for worker’s participation
(ii) Managing pitfalls in grievance handling
(iii) Adjudication
(iv) Negotiating models
(v) Boundaries of managerial associations
(vi) Industrial relations in Canada
- There is one case study given in this Section. Attend the same:
Mr. Nandkishore is a workman employed in the despatch department of a cement factory. The factory is located in one of the towns of a politically sensitive state. It employs about 1,500 employees besides the managerial staff. The annual turnover of the company is around ` 150 crores and its capacity utilization is 75 per cent. The factory has three unions besides a Security Staff Association and a Management Association. For eight years, only one union has been recognized, on the basis of its “claim” that it has the largest following of workmen. Continued recognition of a single union led to strained relations between the two unrecognized unions and the Management, and also among the unions themselves.
Mr. Nandkishore is an office bearer of one of the unrecognized unions. The industrial relations situation in the factory has been fluctuating from periods of harmony to periods of disturbances. On December 10, 2018, Mr. Nandkishore fell down from the ladder, while working during the second shift. This accident resulted in serious injury to his right arm. He was admitted in a Government hospital for treatment. An accident report was sent to the Commissioner under Workmen’s Compensation Act, to determine the amount of compensation, if any, to be paid to Mr. Nandkishore for the loss of any earning capacity. Meanwhile, the union in which he is an office bearer requested the Management to pay a sum of ` 5,000 as advance to the injured workman for covering medical expenses. It also stated that the above amount may be deducted from the compensation which Mr. Nandkishore may get, according to the Commissioner’s decision. The Management paid ` 3,000 as advance, after obtaining a written undertaking from the union that this amount will be deducted from the compensation payable. The union also agreed to this condition. It also arranged for the release of ` 2,000 from the Labour Welfare Fund.
The Medical Officer treating the workman submitted a report in February, 2019. The Medical Report did not mention any kind of disablement (Full/Partial, Temporary/ Permanent) to the workman. The Commissioner, after processing the case and studying the report, ruled that the workman, Mr. Nandkishore shall be paid only halfmonthly wages for these two months against his request for compensation as there was no permanent or partial disablement.
On receipt of this report from the Commissioner, the Management asked the workman to repay ` 3,000 given as an advance and requested the union to do the needful in this regard. The union, however, contended that since the accident occurred during and in the course of employment, the Management must treat it as ex-gratia payment and that it should not demand its repayment as the money was used for treatment. The Management, however, pointed out that at the time of taking advance, both the union and workman had agreed that this amount will be recovered from the compensation payable and since no compensation is payable, the workman should payback the advance. The Management, further pointed out that it cannot waive the recovery of the above advance as it is bound by the rules.
The union however insisted that Management should not proceed on the recovery of advance from the workman. The Management also heard rumours that the said union may stage a “show down” over this issue.
Questions:
(a) Identify the issues in the case.
(b) How should one deal with such a situation?
(c) Discuss the Act under which this case can be dealt.
Section-B
June, 2020
Section-A
- Explain the historical perspective of industrial relations in India. Describe the recent developments in the field of industrial relations in India
- Explain the provisions regarding strikes and lockouts under the Industrial Disputes Act, 1947. Discuss the provisions under the Act for settlement of industrial disputes
- Discuss the consequences of labour being included in the concurrent list of the Indian Constitution. Describe the fundamental rights and directive principles under the Indian Constitution.
- Explain the concept of negotiation and its itepOrtance. Describe the guidelines of negotiation and skills and traits of negotiating team.
- Discuss the factors responsible for the failure of participative schemes in India. Describe the strategies for making participative forums effective.
- Discuss the origin and growth of employers’ organisation in India. Describe the structure and functions of the employers’ organisation in India
- Describe the International Labour Organisation and explain the dispute settlement process. Define adjudication and discuss the principles of industrial adjudication.
- hat is Grievance? Explain various approaches of grievance resolution. What are the advantages of a formal mechanism of grievance redressal procedure?
- Explain the concept and features of globalization iii Industrial Relations (IR). Describe. “The state intervention is becoming increasingly evident in IRS.” Elucidate the statement.
- Discuss the historical perspective behind the labour policy of the Government of India. Describe the landmarks of labour administration in India.
- Discuss the structure of Trade Unions in India. Explain the methods of verification of union of membership and state the advantages and disadvantages of each of these methods.
- Discuss the origin, growth, aims and objectives of the employers organizations in India. Describe the first National Commission on Labours (NCL) observations on the employers’ organizations in India.
- Explain the meaning and concept of collective bargaining. Briefly describe the various theories on collective bargaining.
- Discuss the fundamental rights and directive principles relating to industrial jurisprudence. Describe the role of ILO in promoting social justice and its impact on industrial relations in India.
- Explain the aims and objectives of Workers’ Participation in Management. Describe the prerequisites for effective participation.
- Write short notes on any two of the following:
(a) Directive Principles
(b) Red hot store rule
(c) Gandhian approach to industrial relations
Section-B
Also view
- IGNOU Course details and sample paper link
- Sample paper of ignou for exam
- Solved Assignments of IGNOU courses
