Why discipline is important i mportant in industry? Discuss the code of Discipline in industry. Introduction :- Discipline is very essential for a healthy industrial atmosphere and the
achievement of organisational goals. Discipline in industry may be described as willing cooperation and observance of the rules and regulations of the organisation. Discipline is essential to a democratic way of life. According to Brembless: " Discipline does not mean a strict and technical observation of
rigit rules and regulations. It simply means working, co-operating and behaving in a normal & orderly way, as any responsible person would except an employee to do" Importance of Discipline in industry.
Discipline is the very essence of life. The goals or objectives of industrial discipline should be clearly stated.
To ensure that employers & employee recognize each others rights and obligations.
To promote constructive cooperation between the parties concerned at all levels.
To maintain discipline in industry.
To secure settlement of disputes & grievances by negotiation, cancellations voluntary arbitration.
To eliminate all forms of coercion violence in industrial relation.
To avoid work stoppages.
To facilitate the free growth of trade unions.
Respect for the human personality.
Management personnel should set high standards.
Discipline is the very precious step in life everywhere and every place. An industrial organisation is an organic whole in which a variety of forces act in union towards the attainment of its ultimate aims. Obviously, smooth and effective functioning demands a high degree of co-ordination among the various elements which from integral pacts of an organization. In an industry big or small manpower is the major factor. Manpower can be used effectively only if there is discipline in the industry. Maintain of discipline is a prerequisite for the attainment of maximum productivity not only of the workers but also of the whole nation. In this way discipline is important in industry. Introduction:
In India, the problem of industrial discipline was debated by the Indian Labour Conference held in1957. in conference noted the record of discipline by employers &
employees. A sub-committee was appointed to draft a model code of discipline, which would be acceptance to all. Indian Labour Conference discussed 3 draft codes including:
A ‘Code of Conduct' to regulate inter -union relations.
A ‘ Code of Discipline' to regular labour management relations.
A ‘ Code of Efficiency and welfare' for laying down norms of productivity and labour
welfare. The four central organisation of labour then representing an Indian labour conference including (INTUC, AITUC, HMS, UTUC) agreed to comply with the code. The adoption of ‘code of discipline ‘ was announced in June 1958 .
Industrial relations is used to denote the collective relationships between management and the workers. Traditionally, the term industrial relations is used to cover such aspects of industrial life as trae unionism, collective bargaining, workers’
participation in management, discipline and grievance handling, industrial disputes and
interpretation
of
labor
laws
and
rules
and
code
of
conduct.
In the words of Lester, "Industrial relations involve attempts at arriving at solutions between the conflicting objectives and values; between the profit motive and social gain; between discipline and freedom, between authority and industrial democracy; between bargaining and co-operation; and between conflicting interests of the individual, the group and the commun ity”.
In fact, industrial relation encompasses all such factors that influence behavior of people
at
work.
A
few
such
important
factors
are
below:
Institution: It includes government, employers, trade unions, union federations or
associations, government bodies, labor courts, tribunals and other organizations which have direct or indirect impact on the industrial relations systems. Characters: It aims to study the role of workers unions and employers’ federations
officials, shop stewards, industrial relations officers/ manager, mediator/conciliators /
arbitrator,
judges
of
labor
court,
tribunal
etc.
Methods: Methods focus on collective bargaining, workers’ participation in the
industrial relations schemes, discipline procedure, grievance redressal machinery, dispute settlements machinery working of closed shops, union reorganization, organizations of protests through methods like revisions of existing rules, regulations,
policies,
procedures,
hearing
of
labor
courts,
tribunals
etc.
Contents: It includes matter pertaining to employment conditions like pay, hours of
works, leave with wages, health, and safety disciplinary actions, lay-off, dismissals retirements etc., laws relating to such activities, regulations governing labor welfare,
social security, industrial relations, issues concerning with workers’ participation in management, collective bargaining, etc.
Importance of code of discipline in industry.
To maintain discipline in industry the main objectives of code are:
Maintaining peace and order in industry.
Recognize the rights and responsibility of each other.
It prohibits strikes and lock-outs.
Facilitating a free growth of trade unions.
Settlements of disputes
Unionwill discourage of duty damage to property, careless operation in subordination and other unfair labour practices on the part of workers.
Avoiding work stoppages in industry.
Code of discipline has been helpful in improving industrial relation in the country. The code of discipline is a major step in establishing orderly atmosphere in the industrial unit Code Of Discipline In Industry To maintain harmonious relations and promote industrial peace, a Code of Discipline has been laid down which applies to both public and private sector enterprises. It specifies various obligations for the management and the workers with the objective of promoting cooperation between their representatives. The basic objectives of Code of Discipline are to: • Maintain peace and order in industry. • Promote constructive criticism at all levels of managem ent and employment. • Avoid work stoppage in industry • Secure the settlement of disputes and grievances by a mutually agreed procedure • Avoiding litigations • Facilitate a free growth of trade unions • Eliminate all forms of coercion, intimidation a nd violations of rules and regulations
governing industrial relations. The Code is based on the following principles: • There should be no strike or lockout without prior notice.
• No unilateral action should be taken in connection with any industrial ma tter. • Employees should follow go slow tactics • No deliberate damage should be caused to a plant or property • Acts of violations,
intimidation and coercion should not be resorted • The existing machinery for the settlement of disputes should be utili zed. • Actions that disturb cordial relationships should be avoided
