Industrial Revolution and Management in India

Abstract

Industrial revolution, autocratic style of employer was in existence. Due to autocratic style, industrial unrest was at peak. Before Independence workers were hired and fired at the sole will of employer. Exploitation of workers, poor payment system and miserable condition lead to the movement of trade unionism. After the First World War, certain reforms were carried out to protect the interest of workers but these were not at par with the satisfactory level. Due to industrial unrest strikes and lock-outs were the common phenomenon. The prevailing circumstances lead to the formation of Industrial Dispute Act 1947. Scenario was different post Independence. Due increase in industrial labour let to the formation and development of trade unions and various social groups. The First Five Year Plan has clearly demonstrated the fact that, “an economy organized for planned production and distribution, aiming at the realization of social justice and the welfare of masses can function effectively only in an atmosphere of industrial peace. Advent of an enlarging public sector, along with the private sector, provided high expectations to workers in terms of fast improvements of their conditions. In such situations, during the early days of planning, industrial disputes settlement machinery of the State was enforced as an adequate measure. India has taken upon itself the responsibility of providing facilities for settlement of industrial disputes and has assumed powers of intervention for the purpose of maintaining industrial, peace. The beginning of the Industrial relations' dynamics can be traced back to the inception of the Indian labour Conference as far back as 1942, by Dr. B.R. Ambedkar, when the policy of bringing together the three parties, namely, the Government, Management and labour on a common platform as a consultative tripartite form' for all matters of labour policy and industrial relations was accepted. The industrial relations in India have thus been shaped largely by principles and policies evolved triplicate consultative machinery at the industry and national levels. The process of consultation was itself the outcome or a realization between employers and workers without their participation in direct action.