Industrial Relations Management: Quiz!

A High Performance Workplace System (HPWS) is a set of HR practices that are designed to provide workers with more satisfying and rewarding work. This system focuses on creating an environment that encourages employee engagement, productivity, and growth. By implementing practices such as employee involvement, skill development, performance-based rewards, and teamwork, organizations can create a workplace that fosters high levels of performance and satisfaction among employees. This ultimately leads to improved organizational outcomes and a competitive advantage in the market.

The central trade union INTUC is affiliated to the Indian National Congress. This means that INTUC supports and aligns itself with the political ideology and goals of the Indian National Congress party.

According to the given statement, a Shop Council is required to be formed in every establishment that has 500 or more workers. This implies that it is mandatory for such establishments to have a Shop Council. Therefore, the correct answer is True.

An employer who operates a public utility service is required to provide a notice of lockout six weeks before it begins. This allows sufficient time for the employees and relevant stakeholders to prepare for the lockout and make necessary arrangements. Providing a six-week notice ensures transparency and fairness in the process, allowing all parties involved to have ample time to adjust and mitigate any potential disruptions caused by the lockout.

An application for registration of a trade union must be signed by at least seven members of the union. This requirement ensures that there is sufficient support and representation from the union members when applying for registration. It also helps to prevent any individual from unilaterally applying for registration without the consent of the majority of the union members. By requiring the signatures of seven members, it ensures that the application is a collective decision and reflects the interests and intentions of a significant portion of the union.

When an employee is dissatisfied due to a reason unknown to himself, such a grievance is disguised. This means that the employee may not be aware of the specific cause of their dissatisfaction, but it is still affecting their overall satisfaction and performance. The dissatisfaction is hidden or disguised because the employee cannot pinpoint the exact reason for their unhappiness.

Intra-organizational bargaining refers to the type of collective bargaining that focuses on resolving conflicts within both unions and management. This type of bargaining aims to address internal issues and concerns within the organization, promoting collaboration and cooperation between the two parties. It involves finding mutually beneficial solutions and reaching agreements that benefit both sides. Intra-organizational bargaining is an important process in maintaining harmonious relationships within the organization and ensuring effective communication and problem-solving.

In Yugoslavia, the prominent form of worker participation is through Workers' Councils. These councils are representative bodies elected by the workers in order to have a say in decision-making processes within the workplace. They provide a platform for workers to voice their opinions, discuss issues, and negotiate with management. Through Workers' Councils, employees have the opportunity to actively participate in shaping the policies and practices that affect their working conditions and overall well-being.

Dismissal by way of disciplinary action does not constitute retrenchment. Retrenchment refers to the termination of an employee's employment due to reasons such as redundancy, reorganization, or financial constraints faced by the employer. Disciplinary action, on the other hand, involves the imposition of penalties or termination as a result of an employee's misconduct or violation of company policies. While both actions involve the termination of employment, they are distinct in their nature and purpose.

The correct answer is "Administrative". In the five levels of Worker Participation in Management (WPM), the administrative level refers to the highest level of worker participation. At this level, workers have the authority to make decisions and participate in the management process. They are involved in planning, organizing, and controlling the activities of the organization. This level of participation allows workers to have a significant impact on the decision-making process and overall management of the organization.

A registered trade union has a right to maintain a General Fund, which is used for general expenses and activities of the union, and a Fund for Political Purposes, which is specifically used for political activities and campaigns. These funds allow the trade union to support its members and engage in political advocacy on their behalf. The Capital Fund and Fund for Operational Purposes options do not accurately reflect the types of funds that a trade union can maintain.

The 'monopoly face' of unions refers to the unions decreasing productivity. This means that when unions have a monopoly on labor, they may use their power to demand higher wages, better benefits, and more favorable working conditions. While these demands may benefit union members, they can also lead to increased costs for employers and potentially hinder productivity. Therefore, the 'monopoly face' of unions is associated with a decrease in productivity.

The Labour Court is responsible for adjudicating industrial disputes related to matters listed in the Second Schedule of the Industrial Disputes (ID) Act. The Court of Enquiry is not specifically mentioned in the ID Act and its role is primarily to investigate and report on disputes. The Industrial Tribunal is responsible for adjudicating disputes that are not within the jurisdiction of the Labour Court. The Labour Tribunal is not mentioned in the ID Act and therefore does not have a specific role in adjudicating industrial disputes.

The statement suggests that the New Economic Reforms of 1991 led to the growth of casualization and contractualization of labor. However, the correct answer is False. The New Economic Reforms of 1991 in India aimed to liberalize and open up the economy, but they did not directly lead to the growth of casualization and contractualization of labor. These labor market trends are influenced by various factors such as changes in technology, globalization, and labor market policies, which may have been indirectly impacted by the reforms but cannot be solely attributed to them.

Kaizen is the correct answer because it refers to the approach of making small and continuous improvements in processes to enhance quality and efficiency. It is a Japanese term that translates to "change for the better" and focuses on involving all employees in identifying and implementing improvements. Kaizen promotes a culture of continuous improvement and encourages everyone to contribute to the overall success of the organization.

The Hot Stove Rule advocates for immediate, consistent, and impersonal disciplinary action. This approach is based on the analogy of touching a hot stove, where the consequences are immediate and consistent every time, and the stove does not discriminate between individuals. Similarly, the Hot Stove Rule suggests that disciplinary actions should be prompt, consistent for everyone, and devoid of personal bias, ensuring fairness and effectiveness in maintaining discipline.

According to Dunlop's model, the output that the IR system seeks to create is "Rules". Dunlop's model is a framework that explains the process of industrial relations, and it suggests that one of the outcomes of the system is the establishment of rules that govern the relationship between employers and employees. These rules can include labor laws, employment contracts, and collective bargaining agreements, which help to regulate the behavior and interactions of both parties in the employment relationship.

The conciliation machinery consists of Conciliation Officer, Board of Conciliation, and Court of Inquiry. A Court of Inquiry is a legal body that is appointed to investigate and provide a report on a specific matter. In the context of conciliation, a Court of Inquiry is responsible for examining and gathering evidence related to a dispute between employers and employees. It helps in understanding the facts of the case and assists in finding a resolution. Therefore, a Court of Inquiry is an essential part of the conciliation machinery.

Voluntary Arbitration does not come under the preventive machinery of dispute resolution because it is a method of resolving disputes that have already arisen, rather than preventing them from occurring in the first place. Collective Bargaining, Indian Labour Conference (ILC), and Standing Orders, on the other hand, are all mechanisms that aim to prevent disputes by promoting dialogue, negotiation, and the establishment of rules and regulations in the workplace.

During the consolidation phase of the Indian IR system, many moral codes based on the Gandhian Trusteeship approach were introduced. The options provided, "Draft Code of Efficiency and Welfare," "Code of Discipline," and "Code of Conduct," are all examples of moral codes that were introduced during this phase. Therefore, the correct answer is "None of the above," as all the options listed are part of the moral codes introduced during the consolidation phase.