22

CHAPTER – II

REVIEW OF LITERATURE

Introduction

Though public sector undertakings are the biggest employers in the country, very

few studies dealing with either employee welfare or social security measures have been

carried out. In fact, in-depth studies on the provision of employee welfare and Industrial

Relations in Transport Corporation are negligible. However, some useful literature is

available in textbooks and published theses. Further, a good number of articles published

in various academic magazines and journals are also available. In this regard, the

available literature has been outlined hereunder.

This chapter is divided into two section. In Section. I reviews on labour welfare

facilities in different orgnaisations have been given. In Section. II studies on Industrial

Relations have been reviewed.

Section. I Reviews on Labour Welfare Facilities

REPORTS OF SURVEYS, COMMITTEES AND COMMISSIONS

The plight of the coal miners was brought to light by the reports of several

surveys, committees and commissions. The first report on coal miners was made by

Luby1 in 1917 who investigated into the housing conditions of colliery labour in Bihar

and Orissa. In his report, Luby stated that the housing conditions of colliery labour in

Bihar and Orissa were so poor and needs immediate improvement. Later, the report

submitted by the Royal Commission on Labour2 represented the first systematic and

23

comprehensive attempt in this field. But in view of its wide coverage, it could not deal

with the problems of coal miners properly. Hughes3 investigated into the level of wages

and the changes in the cost of living of labourers in the Jharia coal field in the wake of

second world war. ILO4 in its publication, “Approaches to Social Security” stated that

social security relates to those services which provide the citizen with benefits designed

to prevent or cure disease to support him, when unable to earn and to restore him to

gainful activity. The Labour Investigation Committee5 while appointing 38 different

Industrial sub-committees entrusted the work on coal sector to Deshpande who made an

exhaustive investigation into the work life of coal miners and brought out their

miserable conditions in 1945.

Mahindra Committee6 dealt with the problems of coal industry rather than those

of the problems of coal miners. But the report of the Coal Mines Labour Enquiry

Committee7 concentrated its efforts only on the collieries of the Hyderabad state.

Anyhow, the Labour Bureau8 conducted a sample survey during 1962-63 to study the

living conditions of labour employed in the coal industry. The findings were published in

two separate reports out of which one dealt with the public sector coal mines and the

other covered all the Indian coal mines. Fortunately, the National Commission on

Labour9 appointed separate study groups for knowing the problems of coal workers in

different coal mines. The study groups on coal made certain important suggestions to

improve the conditions in collieries. The Committee on Labour Welfare10 made various

recommendations to the Government about the need for the provision of a minimum

standard of welfare to coal miners.

24

TEXT BOOKS

Joshi (1927)11 in his book, “Trade Union Movement in India” felt that welfare

work covers all the efforts which employers make for the benefits of their employees

over and above the minimum standard of working conditions fixed by the Factories Act

and over and above the provisions of the social legislations providing against accident,

old age, unemployment, sickness etc.

Seth (1940)12 in his book “Labour in Indian Coal Industry” discussed the agonies

of Indian Coal miners under colonial rule.

Radha Kamal Mukerjee (1945)13 in the book, “The Indian Working Class” dealt

with the problems of low earnings and the sad state of housing then prevalent in the

Indian Collieries.

Srivastava (1970)14 in his book, “A Socio-Economic Survey of the Workers” in

the Coal Mines of India (with special reference to Bihar) studied the socio-economic

conditions of coal workers in Bihar. The study found that the socio-economic conditions

of miners in Bihar are so poor due to high indebtedness, low wages and poor welfare

facilities.

Hasan (1972)15 in his book, “The Social Security System of India” felt that social

security schemes have characteristics such as provision of cash and medical relief and

also the active involvement of the State in the provision of social security. He further

stated that social security benefits are provided to employees as of right.

25

Kudchelkar (1979)16 in his book, “Aspects of Personnel Management and

Industrial Relations” felt that the need for labour welfare arises from the very nature of

the industrial system. He felt that employers need to provide welfare facilities to

employees as the latter are exposed to various risks and at the same time they have to

work in an entirely strange atmosphere.

Tyagi (1982)17 in his book, “Labour Economics and Social Welfare” discussed

the labour welfare practices in India such as the provision of intra- mural and extra-mural

welfare facilities. He also discussed the various agencies involved in labour welfare.

However, the study is totally theoretical in nature.

Pramod Varma (1987)18 in his book, “Labour Economics and Industrial

Relations” stated that organisations provide three types of welfare facilities. According to

him, the first type of welfare facilities is related to the provision of subsidised canteens,

crèches and medical facilities while the second type of welfare facilities is related to

consumer cooperative stores, cooperative credit societies and educational assistance. The

third type of welfare facilities is provided by community centres, welfare centres etc.

Ahuja (1988)19 in his book, “Personnel Management” emphasised the need for

labour welfare and social security in India. He felt that provision of welfare and social

security measures makes the employees satisfied with their jobs leading to their improved

performance.

26

Arun Monappa (1990)20 in his book, “Industrial Relations” discussed labour

welfare and social security measures in detail. He also explained the various problems

faced by the enforcement machinery in the implementation of these welfare and social

security measures.

Tripathi (1998)21 in his book, “Personnel Management & Industrial Relations”

explained the principles of labour welfare services, types of labour welfare services,

different legislations and Acts. He also discussed the social security measures in terms

of medical care, sickness benefit, unemployment benefit, maternity benefit etc., besides

explaining the social security system in India.

David, A Decenzo (2001)22 and Stephen P. Robbins in their book, “Personnel /

Human Resource Management explained the various benefits and services provided by

the companies to their employees. According to them, the legally required benefits and

services include social security premiums, unemployment compensation, workers

compensation and state disability programs. They felt that the cost of the voluntary

benefits offered appears to be increasing.

Michael (2001)23 in his book, “Human Resource Management and Human

Relations” said that the provision of intra-mural and extra-mural welfare facilities help in

improving the quality of work life of employees thereby good human relations will

develop among different cadres of employees.

27

Kannan (2001)24 stated that the ever increasing demand for welfare funds for each

and every sub-sector of the informal sector may be viewed as a desperate reaction of the

workers for a measure of social security in an unprotected labour market.

Pylee and Simon George25 in their book, “Industrial Relations and Personnel

Management” stated that companies should provide retirement benefits such as

provident fund, gratuity and pension to employees. They felt that the provision of these

benefits assists employees to be free from fear of want and fear of starvation besides

instilling in them a feeling of security.

Punekar, Deodhar and Sankaran (2004)26 in their book, “Labour Welfare, Trade

Unionism and Industrial Relations” stated that labour welfare is anything done for the

comfort and improvement, intellectual and social-well being of the employees over and

above the wages paid which is not a necessity of the industry.

Shashi, K. Gupta and Rosy Joshi (2005)27 in their book, “Human Resource

Management” discussed “labour welfare” in detail. The book covers all the aspects of

labour welfare such as types of labour welfare, statutory provisions concerning welfare,

approaches to welfare and also the significance of labour welfare.

Mamoria et al.,(2005)28 in their book “Dynamics of Industrial Relations”

discussed the welfare facilities provided by various organisations such as cotton mills in

Mumbai, Jute mills, steel plants, mines, plantations, railways, postal & telegraphs, ports

and dockyards. They also discussed the employee welfare measures undertaken by the

Government from the First Five Year Plan to Eighth Five Year Plan period.

28

Singh (2005)29 in his book, “Industrial Relations: Emerging Paradigms“ stated

that social security is an attack on five giants such as wants, disease, ignorance, squalor

and idleness. According to him, social security is not a burden but a kind of wise

investment that offers good social dividends in the long run.

Venkata Ratnam (2006)30 in his book, “Industrial Relations” discussed the

provisions made for social security in the constitution of India, labour legislations,

collective agreements and voluntary arrangements for the organised sector. He also

discussed the key issues in social security in the context of the emerging socio-economic

environment.

Micheal Armstrong (2006)31 in his book, “A Hand Book of Human Resource

Management” discussed the various welfare services provided to employees in detail. He

stated that the provision of welfare services in terms of individual services, group

services and employment assistance programs help in improving the identification of

employees with the companies in which they are employed.

Malik (2007)32 in his book discussed the various welfare measures to be provided

to workers and employees under various Acts Viz., Mines Act, 1952, Factories Act,

1948, Environment (Protection) Act, 1986 etc.

Aquinas (2007)33 in the book, “Human Resource Management” explained the

intra-mural and extra-mural welfare benefits provided to employees. He stated that some

welfare benefits are provided as per legislation while some other welfare benefits are

29

provided voluntarily by management or as a result of bi-partite settlements between the

Management and Trade Unions.

Scott Snell and George Bohlander (2007)34 in their book, “Human Resource

Management” throw light on the various benefits especially social security benefits such

as provident fund, gratuity, pension and insurance cover provided to employees.

Gary Dessler and Biju Varkkey (2009)35 in their book, “Human Resource

Management” discussed the benefits and services provided to employees in India. They

also discussed the benefits to be provided as per Central or State Law besides the

discretionary benefits provided by employers.

John M. Ivancevich (2010)36 in his book, “Human Resource Management” stated

that an employer has no choice about offering mandated benefits programs and can

not change them in any way without getting involved in the political process to change

the existing laws. According to him, the three mandated programmes are unemployment

insurance, social security and workers compensation.

Aswathappa (2010)37 in his book, “Human Resource Management” discussed the

various types of benefits and services provided to employees in terms of payment for

time not worked, insurance benefits, compensation benefits, pension plans etc. He

also discussed the ways to administer the benefits and services in a better way.

30

THESES

Chattopadhyay Ramakrishna38 in his thesis, “Social Perspective on Labour

Legislation in India” discussed in detail about the importance given to social security in

various legislations, which are enacted from time to time by the Government of India.

Punekar Sadanand Dattatreya (1942-49)39 in his thesis, “Social Insurance of

Indian Industrial Workers” stated that social insurance aims at granting adequate

benefits to the insured on a compulsory basis in times of unemployment,

sickness and other contingencies with a view to ensure a minimum standard of living.

He concluded that social insurance is absent in almost all the industries barring a few.

Srivastava (1953)40 in his thesis, “Labour Welfare in India” detailed upon the

labour welfare measures undertaken by select public and private sector companies in

India. He found that public sector companies are far better than their private counterparts

in the provision of welfare facilities to workers and employees.

Agarwal Amarnarain (1957)41 in his thesis, “Insurance in India with reference to

Social Security” explained the role of insurance in providing social security to people.

He felt that huge scope exists for insurance business in India as the penetration of

insurance business among the masses is highly low.

31

Shanti Arora (1957)42 in the thesis, “The Social Security in India” felt that the

various Acts and legislations made by the Government failed to provide social security to

the masses.

Verma Omprakash (1958-65)43 in his thesis, “Labour Welfare and Industrial

Peace in India” stated that many industries failed to provide adequate welfare facilities to

their employees due to which industrial unrest had become a common phenomenon

among various industries.

Badhwan (1959-64)44 in his thesis, “Workmen’s compensation Act, 1923 - with

special reference to coal Mining Industry in India” stated that the compensation paid to

coal miners who died in mine accidents is very low. Hence, he felt the need for increasing

the compensation payable to employees.

Kapoor Suraj Krishan (1961-64)45 in his thesis, “Social Security for Industrial

Workers in Madhya Pradesh” explained the various social security measures provided

to industrial workers by the Central Public Sector enterprises, State level public sector

enterprises and unorganised sector. The study found that unorganised sector employees

are deprived of almost all the social security measures.

Dharam Veersingh (1963-67)46 in his thesis, “Social and Economic Welfare

Services in Uttar Pradesh” felt that the successive governments after independence could

not provide the required social and economic welfare services to the needy people due to

which many people were living below the poverty line.

32

Ranjan Bhattacharya (1965)47 in his thesis, “Social Security Measures in India”

stated that the Government enacted various Acts to provide social security to industrial

workers. But the Government Machinery failed to implement the various Acts related to

social security in India.

Sharma (1974)48 in his thesis, “Living Conditions of Colliery Workers in Jharia

Coal Field’s” examined the working and living conditions of workers and employees in

Jharia coal fields. The study found that the working and living conditions of workers and

employees who are working in the mines are very poor and hence the living conditions

need to be improved a lot.

Saktipada Dutta (1976)49 in his thesis, “A Study of Labour Productivity, Wages

and Profits in the Coal Mining Industry of Bihar” discussed the productivity and

profits of coal mining industry in Bihar. The study found that the productivity and

profitability in the coal mining industry are quite low due to various factors and forces

such as high absenteeism, militant trade unionism, and high turnover of employees.

Mishra (1978)50 in his thesis, “History and Working of Trade Unions in the Coal

Mining Industry of Bihar” discussed the history, growth and development of trade unions

in the mining industry. He also discussed the role of trade unions in mitigating the

problems of workers and employees.

33

Viswakarma (1978)51 in his thesis, “An Economic Survey of Labour Conditions

in Penchavalley Coal Fields of Madhya Pradesh” explained the working and living

conditions of workers in detail. The study found that labour conditions in the

Penchavalley coal fields are so miserable as health and safety facilities are not provided

up to the required extent. In view of this, he felt the need for improving the working

conditions, health care and safety facilities.

SubbaRao (1980)52 in his M.Phil. dissertation, “Women Welfare in Jute Industry

(A Study on Welfare Programmes in selected Jute Mills Eluru in Andhra Pradesh)”

explained the welfare facilities provided by companies such as Shri Bhajaranga Jute

Mills, Guntur, Shri Krishna Jute Mills, Eluru to their employees in detail. The study

revealed that these companies have to do a lot in the area of welfare for the betterment of

women employees.

Narayana Murthy (1992)53 in his thesis, “Employee Welfare in Public

Sector – A Study on Selected Units in Visakhapatnam” discussed the various welfare

facilities provided by public sector companies like - BHPV Ltd, Hindustan Shipyard

Limited, Visakhapatnam, Port Trust, and Dredging Corporation of India. The study

concluded that all the four public sector enterprises are highly employee welfare

oriented with insignificant differences.

Tanna Mona (1993)54 in her thesis, “Social Security Schemes for Industrial

Workers: A Study of Employee’s State Insurance Scheme in Madhya Pradesh” detailed

about the various social security measures provided to employees with special emphasis n

the benefits provided to employees under Employees State Insurance Scheme.

34

Krishnaiah (1994)55 in his thesis, “Work Life and Welfare of Coal Miners in

SCCL” studied the work life of coal miners comprehensively. The study found that the

work life of employees is poor. However, it is being offset by the provision of welfare

facilities.

Kishore babu (1994)56 in his thesis, “Social Security Measures in Public Sector-A

Study of Selected Industries in Visakhapatnam” discussed the various social security

measures provided by HPCL, BHPV and Hindustan Shipyard Limited to their

employees. The study showed that all these three public sector enterprises have been

highly employee-oriented in terms of the provision of social security measures.

Anita Kumari (1994)57 in her thesis, “Terminal Benefits to Industrial workers

with special reference to India” pointed out the wide variations across various industries

in the provision of terminal benefits to industrial workers in India.

Aruna Valli (1995)58 in her thesis, “Social Assistance for Industrial Labour in

India” analysed the social assistance programs undertaken by the Government of India

and also various state governments for the benefit of industrial labour in India.

Sambasiva Rao (1996)59 in his thesis, “A Study of Welfare, Health and Safety of

Workers in the Cement Industry of Guntur District” probed into the health, safety and

welfare measures provided by various cement companies in the Guntur district of Andhra

Pradesh. The study found that large cement companies provide better health, safety and

welfare measures as compared to small and medium scale cement companies.

35

Moulvi (2003)60 in his thesis, “Impact of Social Security-cum-Labour

welfare Measures on Production, Absenteeism and Attitudes of Industrial workers -

A Comparative Study of KSRTC Regional Work Shops of Hubli and Bangalore” found

that the productivity of the workers has increased with the provision of welfare facilities.

Further, employees have formed positive attitudes. However, provision of social security

and welfare measures has not helped in the reduction of absenteeism.

Srinivasa Rao (2004)61 in his thesis, “Functioning of Trade Unions in

Indian Coal Mining Industry: A Case Study of Singareni Collieries Company Limited”

studied the functions of trade unions at length. He also explained the role of trade unions

in improving the quality of work life of employees in SCCL.

Rama Vani (2006)62 in her thesis, “Incentive Schemes in Coal Industry: A Case

Study of Singareni Collieries Company Limited” discussed the various incentives

provided by SCCL to its employees so as to improve the productive performance of the

company. She concluded that the incentives provided by the company helped in

improving the productive performance of the company.

Venkateswara Rao (2006)63 in his M.Phil. dissertation, “A Study of Health and

Welfare Measures for workers in Singareni Collieries Company Limited inquired into the

various health and welfare facilities provided by the company to its employees. The

researcher concluded that SCCL is highly employee-welfare oriented.

36

Srivastava (2007)64 in his thesis, “Study of Labour Welfare and Social Security in

the Industrial undertakings of RaiBareilli District” discussed comprehensively about the

various welfare and social security measures provided by various companies in the

district. The study found that a majority of the companies is employee welfare and social

security oriented.

Viswanadh (2008)65 in his thesis, “A Study on Welfare Facilities and its Impact

on the efficiency of employees in APSRTC found that the provision of welfare facilities

has a positive impact on the efficiency of employees.

MAGAZINES AND JOURNALS

Kerr et al. (1960)66 in their article, “Industrialism and Industrial Man: The

Problems of Labour and Management in Economic Growth” felt that a committed worker

is he who has broken his links with the village economy, and has become a permanent

member of urban industrial wage earner and does not hope to return to his village.

Further, they felt that all the aspirations and expectations of workers should be fulfilled

through the industrial job.

Veldkamp (1973)67 in his article, “The Coherence of Social Security Policy”

emphasised that coherence of social security systems is not just desirable, it is an absolute

necessity. With increased prosperity, there is now a very much stronger need for an even

higher standard of social security. He also stated that various systems are expanding

rapidly and as a result, the financial and administrative burdens involved are also steadily

growing. Hence, there is a strong need to simplify the policies and practices involved in

social security arrangements.

37

Garewal, K.S. (1978)68 in his article, “Dimensions of Welfare in Coal

Industry” stated that the nationalisation of coal industry in 1973 has brought about a

major change in its operating philosophy and as a result employee welfare has been

accorded top priority.

Vijay, G (1999)69 in his paper, “Social Security of Labour in New Industrial

Towns” felt that social security in the formal sector has an institutionalised expression.

He felt that social security is a complex issue since it involves migration of labour from

rural areas to new townships. He also felt that the labour in the new industries is

recruited on contractual or casual basis. He also mentioned about various institutions

through which social security finds expression. Further, he analysed the attributes that

would enable access to these institutions.

Madhumathi and Desai (2003)70 in their article, “Analysis of Pre and Post Reform

Security and Labour Welfare Expenditure in Karnataka State Road Transport

Corporation” analysed the social security and labour welfare measures provided by

KSRTC in detail. The study found that labour welfare expenditure in KSRTC had grown

year after year under pressure as well as the changing relations between employees

and management. They further found that per capita labour welfare expenditure had

increased substantially during the post- reforms period.

Nalini Nayak (2005)71 in her article, “Social Security for the Unorganised

Sector” felt that the bill assuring social security for workers in the unorganised sector

does not go far assuring access rights to natural resources enjoyed as per tradition by

38

certain groups or organisations. She also stated that in the state of Kerala, workers

agitated in a sustained manner for recognition of their rights. However, for lack of state

support, these organisations are dwindling in number.

Raju and Jena (2005)72 in their article, “Pioneering Welfare Practices in Oil and

Natural Gas Corporation Limited-Rajahmundry Asset” stated that the labour welfare

practices adopted by ONGC contributed to the economic development in total by

moulding workers into a productive, efficient and committed labour force. Further, it has

tremendous potentialities for fostering good industrial relations.

Sakthivel, S. and Pinaki Poddar (2006)73 in their article, “Unorganised Sector

Workforce in India” stated that the pro-rich and pro-capital policy of the present regime

is reflected in the recent downward revision of the interest rate of the subscribers of

provident fund. Further, the move towards defined contributory schemes away from

defined benefit scheme of pension funds is not good. In short, given the poor affordability

and lack of institutional mechanism, any design of social security that relies heavily on a

contributory basis is bound to fail dismally.

Ravi Duggal (2006)74 in his article, “Need to Universalise Social Security” stated

that those who can afford it get their own social security through a public mandate and

those who can not afford it have to buy or arrange their own social security. Further, he

stated that the malaise can only be overcome by universalising social security.

39

Venkateswara Rao and Rajesh (2007)75 in their article, “Singareni Collieries

Company Limited: The Great Turnaround Story” analysed the reasons for the sickness of

SCCL. They also discussed the various measures taken by the company for the successful

turnaround of the company.

Debashish Sengupta (2007)76 in his article, “Responsibility for Sustainability

– The Changing Face of Corporate Social Responsibility” stated that organisations should

design welfare schemes keeping in view the well-being of employees. This is because,

the provision of welfare facilities leads to a motivated and happy work force, who are

obviously more productive, efficient and creative, ultimately leading to the formation of a

performing organisation.

Anjali Ganesh and Vijayi D. Souza (2008)77 in their article ”Social Security and

Welfare Measures at New Mangalore Port Trust - A Case Study” felt that employees at

NMPT are quite satisfied with the social security benefits provided by the organisation.

They also stated that the provision of welfare facilities and social security benefits has a

greater influence on the working of employees through psychological and social

satisfaction.

Kala (2008)78 in her article, “Social Security of Unorganised workers” felt that

people who are employed in shops and establishments, handlooms and power looms,

agriculture, construction are not covered by social security measures and hence the

government introduced Aam Admi Bima Yojana and Indira Gandhi National old Age

pension scheme to help the unorganised sector employees as well as the old people who

are above 65 years of age.

40

Deepika (2008)79 in her article, “A Relook into the Measurement of Human

Welfare and Happiness” stated that Governments should measure the gross National

Happiness (GNH) rather than Gross National Product (GNP) as gross national happiness

is a better indicator of human welfare and happiness.

Venkateswarlu (2008)80 in his article, “Social Security Measures for the

Empowerment of the Aged” highlighted the various social security measures provided by

the Government in terms of old age pension, old age homes, mobile geriatric measures,

marginal subsidies on train and flight tickets for empowering the old age people.

Sudansu Rath (2008)81 in his article, “Public Choice, Public Policy and Social

Welfare in a Democratic Country: A Theoretical Analysis” felt that Governmental

intervention is required in the case of market failure. Public choice, public policy and

social welfare concepts are relevant in the context of a democratic welfare state. He also

stated that public policy determined by political behaviour misrepresents public choice

and deviates from maximum social welfare. Finally, assessment of social welfare and

social justice rests on value judgement.

Paromita Goswami (2009)82 in the article, “A Critique of the Unorganised

Workers Social Security Act” made an attempt to discuss the unorganised workers

security Act, 2008. The writer felt that the Act does not make it mandatory for the

Government to introduce new welfare schemes. It unfairly divides unorganised workers

into those below the poverty line and those above, and is silent on a national minimum

wage, improving working conditions, and the problems of women workers like unequal

pay, sexual harassment at the work place etc.

41

Mukul, G. Asher (2009)83 in his article, “Pension Plans, Provident Fund Schemes

and Retirement policies: India’s Social Security Reform Imperative” stated that the major

objectives of any social security system are consumption smoothing over an individual’s

life time, insurance against longevity and inflation risks, income redistribution for society

as a whole and poverty relief. He felt that these have to be traded off against economic

growth, labour market efficiency and labour market flexibility.

Hitesh I. Bhatia (2010)84 in his article, “Social Security for the Most Overlooked

Human Resources in India” stated that the formal social security support is available to

only a small fraction of India’s labour force working in the organised sector. A massive

93 per cent of the labour workforce in the unorganised sector continues to remain

uncovered by any social security programs despite its huge contribution to the GDP.

Jeya A. and Kirubakaran Samuel (2010)85 in their article, “A Study on Impact of

Social Welfare Schemes on Rural women in Cuddalore District” dealt with the impact of

social welfare schemes on rural women. It also outlined the extent of benefit availed by

the rural women based on field survey. The result is that rural women are greatly

benefited by the provision of social welfare schemes.

Poongavanam (2011)86 in his article, “A Study on Labour Welfare Facility (with

reference to AFT, Pondicherry) made an attempt to study the Welfare facilities provided

by a large, well-recognised Government enterprise in Pondicherry, namely Anglo French

Textiles. The study found that welfare measures will improve the physique, intelligence,

morality and standard of living of workers, which in turn will improve their efficiency

and productivity.

42

Section II Reviews on Industrial Relations

This section deals with the review of literature in connection with Industrial

Relations and employee retention. There are numerous publications which have made

significant contributions to the theoretical discussion. The review of literature pertaining

to industrial relation as well as employee retention is discussed below:

K.G. Desai87 conducted a comparative study of motivation of blue collar and white-

collar workers of three industries located in Bombay and Kollapur cities in Maharashtra

state. Adequate earnings, security in job and fair treatment of grievances were important

motivators for both workers. Opportunities for advancement were considered to be more

important to white collar workers than blue-collar workers.

Saxena R.C.'s88 study on industrial relations in selected units examined

employment, earning and expenditure, the maintenance of personnel, attitude of the

employees towards policies, the growth and development of labour movement and

industrial relations in five selected industrial units representing four sectors of industrial

activity viz, sugar, distillery, vanaspati and textile.

Gangadhara Rao. M.89 in his study entitled, "Industrial relations in Indian

Railways", has investigated the personnel and union - management relations with special

reference to post - independence period. The study analyzed trends in employees’

remuneration, hours of employment, absenteeism, discipline, employees unions and

leadership in Indian Railways.

43

Ishwar Dayal and Baldev R. Sharma's90 study on "Strike of Supervisory Staff in

the State Bank of India" examined industrial relations situation in the State Bank and the

events preceding the strike, the reasons for the strike, and described the immediate post -

strike phase and the subsequent stage reconstruction of relationships between the

management and the employee’s federation.

Baldev R. Sharma91 has conducted a study on “Organizational Determinants

of Supervisory Management Relations in Corinthian Bank Limited." A combination

of three factors namely, style of management, monetary benefits & absence of disparities

was found to explain 58 percent of the variation in supervisory management relations.

The said combination represented the best equation.

Ramana Rao P. V.92 made a study on "Industrial Relations in Andhra Pradesh

State Electricity Board" and examined the nature of personnel and union management

relations in the electricity board and explained why interests and attitudes of the

management and labour came into conflict, how conflicts were resolved and how new

problems would emerge in future.

Baldev R. Sharma and Sundararajan P.S.93 in their study on Organizational

Determinants of Labour Management relations in India” investigated factors

determining labour management relations in 50 companies. Of the nine factors

studied, the two included in the best equation scope for advancement and grievance

handling was found to be the most critical determinants. Together these two factors

accounted for 58 percent of the variation in labour management relations across the 50

companies.

44

Menon P.K.S.94 in his study on "Personnel Management in Banks” examined the

procedures, practices and policies prevalent in personnel administration in banks in India.

He identified that behind the facade of trade unionism the bullies influenced every facet

of management whether it was collective bargaining, grievance procedures, disciplinary

matters, departmental enquiries or employee managerial relations.

Baldev R. Sharma & Das G.S.'s95 study on "OrganizationalDeterminants

of Human Relations in the Banking Industry", identified advancement, welfare, money,

recognition and appreciation as factors which constituted the best combination in

explaining variation in supervisory - management relations in banks. These factors

together contributed 78 percent variation in human relation in banking industry. It was

also found that relationship between welfare and employer - employee was positive and

improvement in one factor contributed to the improvement in the other.

Narasimha Rao V.L.'s96 study on "Determinants of Strike Activity in Major

Industrial Units in Vishakhapatnam", made an assessment of the strike activity among

the employees in the selected units and identified the underlying causes thereof. It

was found that strikes happened due to problems of adjustment in the union -

management relations. Collective bargaining has reduced the scope for conflict in

Vishakhapatnam.

Subba Rao. M97in his study on, "Industrial Relations in Sugar Industry in Andhra

Pradesh”, conducted a delved deep into the problems of industrial relations in sugar

industry, and identified the root causes of various problems and suggested suitable ways

and means to solve the problems.

45

Baldev R. Sharma's98 study entitled, "Not by Bread Alone - A study of

Organizational Climate and Employer - Employee Relations in India", examined the

determinants of employer - employee relations in 51 public sector and private sector

industrial units in India. Grievance handling and objectivity were the two dimensions of

organizational climate together explained 83 percent of variation in supervisory -

management relations. Advancement and grievance handling were the two most critical

factors influencing labour - management relations. In public sector units, participation

and objectivity were the determinants of labour -management relations.

Baldev R. Sharma and Venkataratnam.C.S.99 in their study on "Organizational

Climate and Supervisory - Management Relations in ISPAT - NIGAM", found that

grievances handling, recognition and participate management was the dimensions of

organizational climate determining supervisory - management relations in that unit.

Subba Rao. A.V.100 in his study entitled, "Labour Management Co-operation and

Conflict in the Indian Steel Industry - A Tale of the Two Sectors", examined the

comparative level of labour management co-operation and conflict in public sector

Bokaro Steel Plant and private sector Tata Steel Plant. Collective bargaining, recognition

of trade unions, closer association of employees with management and workers

participation was the aspects studied.

Khandekar. N.C.101 in his study on “Multiple Unionism in Banks"

investigated the multiple unionism, the growing inter – union rivalry, its continuing

implications for the managements of the banks, the unions of officers and employees.

The study focused on the factors influencing unionization, the causes of multiplicity of

46

Unionism and the consequence of multiplicity of unions. Leadership struggle, styles,

political affiliations, management policy and regional feelings were some of the issues

highlighted in the study.

Joseph Stanley's102 study on “Workers Participation in Management in India in

Selected Public and Private Sector Undertakings", examined the influence of socio-

economic factors of individuals on the participative bodies, the assessment on impact

of participation in the organization and also identified the problems faced by

members of participative bodies. The working of the participative committees was

quite satisfactory. Lack of legislative framework and lack of training and education were

the two main problems of participation.

Rama Rao. K.103 in his study entitled "Labour - Management Relations in Cotton

Textile Industry in Andhra Pradesh”, examined the various causes for conflicts between

labour and management in the cotton textile industry in Andhra Pradesh and suggested

measures to minimize conflicts and enable labour and management in cotton textile

industry in Andhra Pradesh to establish a better understanding and greater mutual co-

operation between them.

Rama Prasadha Rao's104 study on "Human Factor in Municipal Services: A Study

of Selected Municipalities in Coastal Andhra", focused on the socio -economic

background of municipal personnel and to analyze the method of recruitment, training

and development in municipalities. Monetary emoluments and benefits of municipal

personnel, job motivation and job satisfaction of employees were also examined. Union -

management relations among municipal employees were also studied.

47

Aruna Manikdy and Jacob Manikdy's105 study on "Meaning of Working: A

Study of Bank Employees" was an investigation based on a cross- cultural study by an

international team. This study on Indian bank organizations has provided a tested

methodology that can be tried out in organization’s specific situations. It was found

that what individuals come to think of working is influenced more by their work

experience than age or educational background. The priority factors like pay and security

were prominent among all respondents and more so among younger employees and lower

level of management.

Shaik Mohamed’s106 study on "Professional Management and Organizational

Effectiveness" identified the determinant of professional management, evaluated the

organizational effectiveness of sample units from growth and profit dimensions and

analyzed the relationship between the professional management and organizational

effectiveness. The study was conducted in electrical manufacturing industry consisting of

public sector and private sector units in Tiruchirappalli district. External

relations and managerial participation emerged as the best combination and strongest

determinants of professional management. Among the different measures of

effectiveness, growth effectiveness score was predominant. Effectiveness increased from

small scale to large - scale units, which had professionalization.

Giri D. V. 's107 study on "Industrial Relations in the Printing Industry of Orissa: A

Case Study of Cuttack", found that industrial relations in the commercial printing

industry of Cuttack was in an unorganized, fluid and morbid state. Neither the employers

48

nor the workers gained in this sector. The government intervened only when conflicts

arose and when the intervention was sought. Two external factors namely, the product

market and the government virtually shaped the industrial relations system.

Sivaprakasam. P's108 study entitled "Personnel Management in Central Co-

operative Banks in India - Policies and Practices" examined the personnel management

policies and practices in central co-operative banks and employees' attitudes towards

personnel policies and their job satisfaction.

Umesh C. Patnaik's109 study on "Quality of Work Life in Public Sector Banks: An

Empirical Study" examined how far the satisfaction of human needs, according to the

priority given, acted as motivational factor in determining the quality of work life, and

also in which type of needs of bank employees were highly dissatisfied. Material

needs, career success needs social needs, security needs, and esteem needs were assessed

in relation to jobs and work places of the executives and non - executives of different

public sector banks in Berhampur City.

Aruna Manikdy's110 study on: "Women Executives in Banks: A Profile" focused

on women executives’ self-image, their locus of control, interactions with subordinates

and family background. The study aimed at understanding women executives from banks

as persons, managers and leaders. It also aimed at drawing up, their profile in relation to

certain aspects as person - centered traits of, education and organizational culture

realities.

49

Khan. F.H's111 study on, "Human Resource Development in Banks" found that

for human resources development in banks, training, placement, and effective appraisal

system, and job rotation, development of healthy attitudes, employee satisfaction,

leadership and morale were the aspects required to be concentrated. It was stated that

creating HRD climate in the branch, developing a family culture in the branch,

grievance handling and maintaining good relations with employees were necessary for

improving HRD climate in banks.

Ramesh Kumar M.N.'s112 study on "Personnel Management in Banks" examined

the recruitment and selection policies and procedures in Warangal District Central Co-

operative Bank, analyzed the training courses offered and the executive development

programmes, and also the promotion policies and lines of promotion that was available in

central co-operative banks.

Kesar Singh Bhangoo's113 study on "Dynamic of Industrial Relations" examined

the growth and structure of trade unions, workers participation in trade unions and

correlates of union participation, the existing industrial relations scene in cotton textile

industry in the state of Punjab. Also the role of workers, trade union leaders,

management and government officials to maintain peaceful relations between labour

and management were examined and policy recommendations to achieve industrial peace

were offered.

Jacob Manikdy's114 study on "Changing Employment Relations in Banking:

The Emerging Role of Management" investigated the banking industry and the impact of

50

globalization on banks, employment relations between bank unions and management,

changes in the orientations in employment relations, the emerging role of management

with a view to developing complementary industrial relations process in banks. The use

of this approach could bring about an effective blend of human relations and industrial

relation.

Gani. A and Riyaz Ahmed’s115 “Equality Correlates of Work Life - An Analytical

Study" conducted in Hindustan Machine Tool, a central public sector undertaking located

in Jammu and Kashmir examined at empirical level various components and correlates of

quality of work life. These were combined in four categories: working environment

factors, relational factors, job factors and financial factors. The study unfolded a grim

story of the economic and living conditions of workers. The results drew attention to the

fact that adequate financial returns from the job, besides desire for job security,

better working conditions and advancement opportunities continued to be the major

consideration in employees working lives.

Neelu Rohmetra's116 study on "Human Resource Development in

Commercial Banks in India" has investigated into the HRD practices in two banks

namely State Bank of India and the Jammu and Kashmir Bank Ltd. The components of

HRD system identified in the study were: manpower planning, training, appraisal system,

job rotation, role analysis exercises, quality circles, career system, welfare system, human

resource information system and research in human areas. HRD climate in SBI was far

more conducive than that in J & K Bank. Several factors such as career development

51

opportunities, good working condition, team work, good union, management relations

were responsible for this.

Mani Arun Nandhi's117 study entitled "Leadership Behavior Pattern – A

Comparative Study of Female and Male Officers in the Banking Sector" examined

how women behaved in leadership positions, how well they performed in their

managerial roles and explored the relationship between selected job and biographical

variables and their leadership behaviors and effectiveness. The results of the findings

were then compared with those of the men in managerial positions to the Indian public

sector banks.

Das. H.118 in his study on "Trade Union Activism - Avoidable or

Inevitable?" has examined the trends of strikes and lock - outs in the pre - liberalization

period and post - liberalization period. Militancy in trade unionism, constant wage spiral,

growing anciliarisation, declining trade union membership, multiplicity of unions, and

union rivalries were the highlights of the study. The present situation was the outcome of

factors such as declining trade union membership, poor finance, influence of policies,

dominance of outside leadership for effective negotiations, multiple subscription of union

membership, inter and intra union rivalry arising out of multiplicity of unionism. These

were all structural reasons.

Balasubramanian, A.G.'s119 study entitled "Certain Considerations in the

Weightage for Promotions: An Analysis of Agreements in Banks", explored the

existing weightage schemes in eight banks and tried to bring out some of the problems

52

and issues in determining a proper weightage scheme. Factors like range restriction,

stipulation of minimum, offsetting of weights, the number of components, and their inter-

linkages were explored. These issues have been raised at an analytical or conceptual level

and required empirical verification. The effect of each of the policy changes also needed

to be checked out in actual practice.

Md. Musharaf Hossain's120 study entitled "Job Satisfaction of Commercial Bank

Employees in Bangladesh: A Comparative Study of Private and Public Sectors" was

designed with a view to investigate the satisfaction of Commercial Bank employees and

its consequences on related issues. The results revealed that the public sectors bank

employees were in a better position in terms of their job satisfaction than the private

sector employees. The executives were more satisfied than the non-executives. Job

satisfaction had significant positive correlation with performance but significant negative

correlation with job stress and propensity to quit the job. Job satisfaction had the highest

positive contribution to performance. Bank employees perceived their job as highly

stressful irrespective of their rank and status in the organization. Moreover, banking

employees in Bangladesh were highly dissatisfied with their salary, lack of fair

promotional opportunity, low job status and absence of recognition for good work.

Finally some recommendations are made to improve the situation to provide better

quality of services to the customers.

A.M. Mohamed Sindhasha’s121 study on “Employment Relations in Public and

Private Sector Banks in Select Districts of Tamil Nadu”, was confined to collective

53

employment relations. In fact it deals with the relations between employees and

management at the higher level on the one hand and individual employment relations. On

the other this implies the relations between superiors and sub-ordinates at the branch

level. The factors influencing collective employment relations and individual

employment relations were identified. The relationship between the socio-economic

characteristics of the respondents and employment relations in commercial banks has

been studied with a view to identifying the factors influencing employment relations.

Rezaul Hua122 in his study titled “Industrial Relations in India” analyzed the

present scenario of Indian Industrial Relations equitable. The industrial relations should

be considered as an essential part of management systems and techniques and not as a

discipline or activity apart from management. The study analyzed the industrial relation

in India as equitable. This report scrutinizes the three main approach (economic

rationalism, civil libertarianism and equal employment opportunity and social justice too.

Further, the study identified the equity of Indian industrial relation such as child labour,

cross culture management, trade union wage discrimination and individualism. A desk

project done by SWOT Analysis of marketing at IIPM Gurgaon entitled on the

“Industrial Relations Problems in an Automobile Industry” identified the factors that lead

to labour unrest at a factory and the impact of such incidents. The case study focuses on

the Industrial Relation problems faced by Honda Motor Cycle & Scooters India (HMSI).

The study discussed the various reasons which led to the dispute between the

management and employees of HMSI. The study elaborates the incidents, which led to

the strike at the company that resulted in HMSI workers being severely beaten up by the

54

police. Labour strike and the management's inability to deal with it effectively had

resulted in huge losses for the company due to the fall in the production level at the plant.

In addition to this, the company also received a lot of negative publicity as newspapers

and TV channels gave wide coverage to the violence of the action. The study highlights

the growing number of instances of clashes between the employees and the management

of companies in India, which is often guided by external parties such as trade unions and

political parties. It also highlighted the growing number of instances of clashes between

the employees and the management of companies in India, which is often guided by

external parties such as trade unions and political parties.123

Venugoplan124 in his thesis entitled “Industrial Relations in the Public and

Private Enterprises in Kerala” examined the nature and causes of disputes, the role and

involvement of employees, trade union leaders and management personnel in disputes,

union management relations involvement of employees in trade union activities and the

performance of the settlement machinery. The study covers a decade from 1996 to 2005.

The study identified that the economic benefits like wages, bonus and allowances

provided to employees in the public and private enterprises in Kerala were not sufficient,

which were the causes of the disputes in these sectors. The workload is another cause of

dispute in the public and private enterprises in Kerala. Violation of agreement is an

important cause of disputes in the public sector. The existing union management

relationship is found to be moderate. The study also revealed that the conciliation and

negotiation were the most preferred and usually used form of dispute settlement in both

the private and public sectors.

55

Ram Reddy125 in his research study entitled “Industrial Relations in India: A

Study of the Singareni Collieries” aimed at identifying the factors which were responsible

for the adverse labour management relations in Singareni and to suggest suitable

remedies. The study also aims to evaluate the industrial relations policy of the

Government and the processes evolved by it. The researcher ascertains the effectiveness

of the various preventive processes adopted in Singareni for establishing harmonious

labour management relations and the causes for their failure. The study identified the root

causes of strikes in Singareni and suggests suitable measures for minimizing the

industrial unrest.

T.N. Kapoor126 in his research study entitled “A study on industrial relations and

its effectiveness” aimed at identified that Industrial Relations should be understood in the

sense of labour management relations as it percolates into a wider set of relationship

touching extensively all aspects including wages, welfare and social security, service

conditions, supervision and communication collective bargaining etc., attitudes of parties

and governmental action on labour matter.

R.A. Lester127“Industrial Relations” observes in his study that Industrial Relations

involve at workable solutions between conflicting objectives and values between

incentive and economic security, between discipline and industrial democracy, between

authority and freedom, between bargaining and co-operation.

56

According to A.S. Mathur,128 problems of human relationship arising from the

sale of services for a wage and working on the premises of employers under their control

form the subject matter of industrial relations.

C.B. Kumar 129“Industrial Relations in India” in his study identified that Industrial

Relations are broadly concerned with bargaining between employers and trade unions on

wages and other terms of employment, the day to day relations, within a plant also

constitute one of the important elements and impinge on the broader aspects of industrial

relations.

The Encyclopedia Britannica130 explains that the concept of industrial relations

has been extended to denote the relations of the State with employees, workers and

their organizations. It includes individual relations and joint consultation between

employers and work people at their work place, collective relations between employers

and their organizations and trade unions and the part played by the State in regulating

these relations.

Ratan Sen131 in his compendium entitled “Industrial Relations in India: Shifting

Paradigms” is a comprehensive study of industrial relations in India, covering new topics

like organizational communication, knowledge workers and their management, voluntary

retirement schemes, quality circles and analysis of collective agreements.

Sarosh Kuruvilla132 in his study entitled “Change and Transformation In Asian

Industrial Relations” has identified that industrial relations systems change due to shifts

57

in the constraints facing those systems, and that the most salient constraints facing IR

systems in Asia have shifted from those of maintaining labor peace and stability in the

early stages of industrialization, to those of increasing both numerical and functional

flexibility in the 1980s and 1990s. The evidence to sustain the argument is drawn from

seven “representative” Asian IR systems: Japan, South Korea, Singapore, Malaysia, the

Philippines, India, and China. We also distinguish between systems that have smoothly

adapted (Singapore, Malaysia, and the Philippines) and systems that have

fundamentally transformed (China and South Korea), and hypothesize about the reasons

for this difference.

Sen Gupta and Anil K Sett133 in their Research study titled “Industrial Relations

Law, Employment Security and Collective Bargaining in India: Myths, Realities and

Hopes” examines the debate on reforms in industrial relations law in India, needed

to support its economic liberalization programme. Analyzing a distinctively Indian

experience of state intervention in industrial relations, it concludes that the thrust of the

reform should be towards entrusting union recognition and promotion of dispute

settlement to an authority that is independent of the state executive.

Shenoy P.D134 in his edited compendium titled “Globalization: Its impact on

Industrial Relations in India” identified the new system of international economic

relations in the field of investment, production, trade, finance or technology. It identifies

the current relevant subject of globalization and its impact on industrial relations and

labour market institutions and also organized and unorganized workers. The study also

58

discusses at length the impact of globalization on the informal economy covering inter

alia the size and characteristics of the informal sector along with various steps taken by

both Central and State Governments to improve the economic lot and social security

status of the informal sector workers.

Ashraf U Kazi and Peter Townsend135 in their working paper titled “Analysis and

Examination of the Employment Relations in India” analyzed the employment relations

in India and examine the application and suitability of these laws that are still valid after

several decades of their enactment. This working paper attempts to make a study of

employment relations in India, which affect one of the world’s largest work forces. The

study concluded that participation of workers in the settlement of disputes and

maintenance of peace and harmony in the workplace is seen as an innovation in

employment relations in India.

Atif Anis136 and others in their article “employee retention relationship to training

and development: A compensation perspective” analyzed the Employee retention is a

critical aspect for every company regarding competitive advantage because human

resource is the most critical asset of today’s modern world. Other resources can be

arranged effortlessly but to get efficient and retain talented human capital is the

most difficult task. Therefore, organizations are now more focused towards

employee retention. Organizations use different HR techniques for retention. Our main

emphasis is on compensation packages after employee training and development

practices for retention purposes. We will also see how a relaxed work environment will

59

help in the retention of employees. For this purpose, we conducted this study in Lahore

and collected data from corporate groups. The numbers of respondents in our study are

330. For analysis we used the structural equation modeling technique with the use of

AMOS 18.0. In this study, we used compensation as the mediating variable between the

training and retention of employees. Results reveal that retaining employee’s long term,

after their training and development has been completed, without increasing their

compensations is not as favorable as when compensation is increased to reflect the

completion ability to apply their field related skills and capabilities.

RESEARCH GAP

From the reviews it is found that though studies on Labour Welfare facilities and

Industrial Relations are available at different sector no combined studies are available at

the Transport Corporation of Tamil Nadu. Considering it as a research gap, the

researcher take up this study entitled “A Study on Labour Welfare Measures and

Industrial Relations in Tamil Nadu State Transport Corporation Limited (Villupuram

Division).

60

REFERENCES

(i) References for Labour Welfare Facilities

REPORTS OF SURVEYS, COMMITTEES AND COMMISSIONS

1. Luby, T. “Report of Housing of Colliery Labour in Bihar and Orissa”, 1917,

pp.252-256.

2. “Report of the Royal Commission on Labour”, Central Publications, Calcutta,

1931, p. 339.

3. Hughes, A. “Report on the Cost of Living of Labourers in the Jharia Coal Fields”,

Manager of Publications, Delhi, 1940.

4. Approaches to Social Security, ILO, Geneva, 1942, p.83.

5. “Report of the Labour Investigation Committee”, Manager of Publications, Delhi,

1946, p.336.

6. Mahindra, K.C. “Indian Coal Fields Committees Report”, Manager of

Publications, Delhi, 1946.

7. Report of the Coal Mines Labour Enquiry Committee in Public Sector

Undertakings, 1963.

8. Labour Bureau, “Study of Labour Conditions in Public Sector Undertakings in

Coal Mining Industry”, 1963.

9. National Commission on Labour, “Report of the Study Group for Coal”, Delhi:

Manager of Publications, 1968.

10. Report of the Committee on Labour Welfare, 1969, p.24.

61

TEXT BOOKS

11. Joshi, M.M, “Trade Union Movement in India”, Bombay, 1927, pp.157-169.

12. Seth, B.R, “Labour in Indian Coal Industry”, D.B Taraporawala Sons & Co.,

Bombay, 1940, p.85.

13. Radhakamal Mukerjee, “The Indian Working Class”, Hindi Kitabs, Bombay,

1945, p.137.

14. Srivastava, V.L, “A Socio-economic Survey of the Workers in the Coal Mines of

India (With special reference to Bihar), Scientific Book Agency, Calcutta, 1970,

p.53.

15. Hasan, N. “The Social Security System of India, S. Chand & Co, New Delhi,

1972, p.4.

16. Kudchelkar, D.L.S. “Aspects of Personnel Management and Industrial

Relations”, Excel Books, New Delhi, 1979, p.10

17. Tyagi, B.P. “Labour Economics and Social Welfare”, Educational Publishers,

Meerut, 1982, pp. 595-613.

18. Pramod Varma, “Labour Economics and Industrial Relations”, Tata McGraw Hill

Publishing Company Limited, New Delhi, 1987, p. 381.

19. Ahuja, K.K. “Labour Welfare and Social Security” in Personnel Management,

Kalyani publishers, New Delhi, 1988 pp. 935-947.

20. Arun Monappa, “Labour Welfare and Social Security” in Industrial Relations,

Tata McGraw-Hill Publishing Company Limited, New Delhi, 1990, pp. 243-271.

21. Tripathi, P.C. “Labour Welfare and Social Security”, Personnel Management and

62

Industrial Relations”, Sultan Chand & Sons, New Delhi, 1998 pp 325-363.

22. David A. Decenzo and Stephen P. Robbins, “Benefits and Services”

Personnel / Human Management, Prentice Hall of India Private Limited, New

Delhi, 2001, pp. 451-475.

23. Michael, V.P. “Labour Welfare Measures and Labour Welfare Officers” in

Human Resource Management and Human Relations, Himalaya publishing

House, Mumbai, 2001, pp.612-618.

24. Kannan, K.P. “State Assisted Social Security for poverty Alleviation and

Human Development: Kerala’s Record and its Lessons”, In Mahendra

Devetal, Social and Economic Security in India, New Delhi, Institute of Human

Development, 2001, pp. 314-319.

25. Pylee M.V. and Simon George A, ”Retirement Benefits in Industrial Relations

and Personnel Management, Vikas Publishing House Pvt. Ltd, New Delhi, 2003,

pp. 153-160.

26. Punekar, Deodhar and Sankaran, ”Labour Welfare, Trade Unionism and

Industrial Relations”, Himalaya Publishing House, Mumbai, 2004, p.24.

27. Shashi, K. Gupta, “Labour Welfare” in Human Resource Management,

Kalyani Publishers, New Delhi 2005, pp. 26.1 -26.13.

28. Mamoria, C.B, Mamoria Satish and Gankar, S.V “Labour Welfare Work and

Institution of Labour Welfare Officer” in Dynamics of Industrial Relations,

Himalaya Publishing House, Mumbai, 2005, pp. 529-565.

29. Singh, B.D, “Industrial Relations: Emerging Paradigms”, Excel Books, New

63

Delhi, 2005, pp. 228-229.

30. Venkata Ratnam, C.S, “Industrial Relations” Oxford University Press, New Delhi,

2006, pp. 478-479.

31. Micheal Armstrong, “A Hand Book of Human Resource Management”, Kogan

Page LTD, New Delhi, 2006, pp. 845-857.

32. Malik, P.L. “Hand book of Labour and Industrial Law”, Eastern Book

Company, Lucknow, 2007, pp. 633-634.

33. Aquinas P.G, “Human Resource Management”, Vikas Publishing House Pvt. Ltd,

New Delhi, 2007, pp. 184-191.

34. Scott Snell and George Bohlander, “Human Resource Management”

Cengage India Private Ltd, New Delhi, 2007, pp. 447-482.

35. Garry Dessler and Biju Varkkey, “Human Resource Management,” Dorling

Kindersley (India) Pvt Ltd., New Delhi, 2009, pp.513-546.

36. John M Ivancevich, “Human Resource Management”, Tata McGraw Hill

Education Private Limited, New Delhi, 2010, pp. 255-383.

37. Aswathappa, K. “Human Resource Management”, Tata McGraw Hill

Education Private Limited, New Delhi, 2010, pp. 378-392.

64

THESES

38. Ramakrishna chattopadhyay, “Social Perspective on Labour Legislation in India”,

Unpublished thesis submitted to the University of Calcutta, Calcutta, 1932.

39. Punekar Sadananda Dattatreya, “Social Insurance of Indian Industrial

Workers” Unpublished thesis submitted to the University of Bombay, 1942- 1949.

40. Srivastava, S.S “Labour Welfare in India”, Unpublished thesis submitted to the

University of Lucknow”, Lucknow, 1953.

41. Agarwal Amarnarain, “Insurance in India with special reference to Social

Security” Unpublished thesis submitted to University of Allahabad, Allahabad,

1957.

42. Shanti Arora, “The Social Security in India” Unpublished thesis submitted to

Benaras Hindu University, Benaras, 1957.

43. Verma omprakash, “Labour Welfare and Industrial Peace in India”

Unpublished thesis submitted to Agra University, Agra, 1958-65.

44. Badhwan, M. “Workmen’s Competition Act, with special reference to the Coal

Mining Industry in India” Unpublished thesis submitted to Patna University,

Patna, 1959-64.

45. Kapoor Suraj Krishan “Social Security for Industrial workers in Madhya

Pradesh”. Unpublished thesis submitted to the Vikram University, Madhya

Pradesh, 1961-1964.

46. Dharam Veersingh, “Social and Economic Welfare Services in Uttar Pradesh,

Unpublished thesis submitted to Agra University, Agra 1963-67.

65

47. Ranjan Bhattacharya, “Social Security Measures in India”, Unpublished thesis

submitted to University of Delhi, Delhi, 1965.

48. Sharma, G.R “Living Conditions of Collieries workers in Jharia Coal field”

Unpublished thesis submitted to Ranchi University, 1974.

49. Saktipada Dutta, “A Study of Labour Productivity, Wages and Profits in the Coal

Mining Industry of Bihar”, Unpublished thesis submitted to Bagalpur University,

Bihar, 1976.

50. Mishra, N.M, “History and Working of Trade Unions in the Coal Mining

Industry of Bihar, Unpublished thesis submitted to Patna University, Bihar, 1978.

51. Viswakarma O.C. “An Economic Survey of Labour Conditions in Penchavalley

of Madhya Pradesh”, Unpublished thesis submitted to Sagar University, 1978.

52. Subba Rao, B. “Women Welfare in Jute Industries (A Study on Welfare

programs in selected Jute Mills in Andhra Pradesh”, M.Phil. dissertation

submitted to Andhra University, Visakhapatnam, 1980.

53. Narayana Murthy, O. “Employee Welfare in Public Sector-A Study on selected

units in Visakhapatnam, Unpublished thesis submitted to Andhra University,

Visakhapatnam, 1992.

54. Tanna Mona, “Social Security Schemes for Industrial Workers: A Study of

employees State Insurance Scheme in Madhya Pradesh”. Unpublished thesis

submitted to Devi Ahilya Vishwavidyalaya, Indore, 1993.

55. Krishnaiah, B. “Work Life and Welfare of Miners in Singareni Collieries

Company Limited”, Unpublished thesis submitted to Acharya Nagarjuna

66

University, 1994.

56. Kishore Babu, N. “Social Security Measures in public sector - A Study of

Selected Industries in Visakhapatnam, Unpublished thesis submitted to

Andhra University, Visakhapatnam, 1994.

57. Anitha Kumari, “Terminal Benefits to Industrial Workers - With Special

reference to India”, Unpublished thesis submitted to Kurukshetra University,

Kurukshetra, 1994.

58. Arunavalli, Y. “Social Assistance for Industrial Labour in India”, Unpublished

thesis submitted to Andhra University, Visakhapatnam, 1995

59. Sambasiva rao, K. “A Study of Welfare, Health and Safety of Workers in the

Cement Industry of Guntur District, Unpublished thesis submitted to

Nagarjuna University, Guntur, 1996.

60. Moulvi, M.M, “Impact of Social Security-Cum Labour Welfare Measures on

Production, Absenteeism, and Attitudes of Industrial workers - A Comparative

Study of KSRTC Regional Workshop of Hubli and Bangalore”, Unpublished

Thesis submitted to Karnataka University, Dharwad, 2003

61. Srinivasa Rao, B. “Functioning of Trade Unions in Indian Coal Mining Industry -

A Study of Singareni Collieries Company Limited”, Unpublished thesis

submitted to Osmania University, Hyderabad, 2004.

62. Rama Vani, G. “Incentive Schemes in the Coal Industry: A Study of Singareni

Collieries Company Limited”, Unpublished thesis submitted to Department of

Commerce, Swami Ramanand Teerth Marathwada University, Nanded, 2006.

67

63. Venkateswara Rao, K. “A Study of Health and Welfare Measures for Workers in

Singareni Collieries Company Limited”, M.Phil. dissertation submitted to

Acharya Nagarjuna University 2006.

64. Srivastava, A. “Study of Labour Welfare and Social Security in the Industrial

Undertakings of Rai Barelli District, Unpublished thesis submitted to

Chhatrapati Shahuji Maharaj University, Kanpur, 2007.

65. Viswanadh, “A Study on Welfare Facilities and its Impact on the Efficiency of

Employees in APSRTC”, Unpublished thesis submitted to Nagpur University,

Nagpur, 2008.

68

MAGAZINES AND JOURNALS

66. Kerr, Clark, Dunlop, J.T. Harbison, F.H, Myers, C.H. “Industrialism and

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67. Veldkamp Gerard, M.J, “The Coherence of Social Security Policy”

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68. Garewal, K.S. “Dimensions of Welfare in Coal Industry”, Vikalpa, Indian

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70. Madhumathi M. and Desai, R.G. “Analysis of Pre and Post Reform Social

Security and Labour Welfare Expenditure in Karnataka State Road Transport

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71. Nalini Nayak, “Social Security for the Unorganized Sector”, Economic &

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72. Raju, P.R.K and Jena, L.K, “Pioneering Welfare Practices in Oil and Natural Gas

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October-December 2005, Vol. XXVI, No.3, pp. 21-25.

73. Sakthivel, S. and Pinaki Poddar, ”Unorganized Sector Workforce in India”,

Economic & Political Weekly, Mumbai, May 27-June 02, 2006. Vol.41, No.21,

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69

74. Ravi Duggal, “Need to Universalise Social Security”, Economic & Political

Weekly, Mumbai, August 12-August 18, 2006 Vol.41, No.32, pp. 189-197.

75. Venkateswara Rao, BH and Rajesh C. Jampala, “Singareni Collieries

Company Limited: The Great Turnaround Story, ICFAI Reader, Hyderabad,

February 2007, pp.64-70.

76. Debashish Sengupta, “Responsibility for Sustainability: The Changing Face of

CSR”, ICFAI Reader, Hyderabad, July 2007, pp 21-28.

77. Anjali Ganesh and Vijayi D Souza, “ Social Security and Welfare Measures at

New Mangalore Port Trust: A Case Study”, The ICFAI Journal of

Management Research, Hyderabad, August 2008, Vol. VII, No. 8, pp. 44-60.

78. Kala, S. “Social Security of Unorganized sector workers”, HRD Times, Chennai,

November, 2008, pp. 45-46.

79. Deepika, M.G. “A Relook into the Measurement of Human Welfare and

Happiness”, HRM Review, Hyderabad, November 2008, pp.42-44.

80. Venkateswarlu, V. “Social Security Measures for the Empowerment of the

Aged”, HRD Times, Chennai, December 2008, pp. 25-26.

81. Sudansu Rath, ”Public choice, Public Policy and Social Welfare in a

Democratic Country: A Theoretical Analysis”, International Journal of

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93-101.

82. Paromita Goswami, “A Critique of the Unorganized Workers Social Security

Act”, Economic & Political Weekly, Mumbai, March 14-20, 2009, Vol.44, No.11,

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pp. 175-180.

83. Mukul G. Asher, “Pension Plans, Provident Fund Schemes and Retirement

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Management, Hyderabad, September 2009, Vol.39, No.1 pp.1-18.

84. Hitesh I. Bhatia, “Social Security for the Most Overlooked Human Resources in

India”, HRM Review, Hyderabad, March 2010, pp. 49-53.

85. Jeya A and Kirubakaran Samuel, “A Study on Impact of Social Welfare

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86. Poongavanam, S. “A Study on Labour Welfare Facility (with reference to AFT,

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87. Desai, K.G. A Comparative Study on Motivation of Blue Collar and White Collar

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88. Saxena, R.C. Industrial Relations in selected units, Research Programme

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89. Gangadhara Rao, M., Industrial Relations in Indian Railways, Unpublished

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90. Ishwar Dayal and Baldev R. Sharma: “Strike in Supervisory Staff in the Stat Bank

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of India”, Progressive Corporation Private Ltd., Bombay, 1971.

91. Baldev. R. Sharma: “Organizational determinants of supervisory – management

relations in Corinthian Bank Limited”, Prajnan, Vol.10, No.4, October –

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92. Rama Rao P.V.:“Industrial Relations in Andhra Pradesh State Electricity

Board”, Dissertation submitted to the Andhra University for the degree of Doctor

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93. Baldev. R. Sharma and Sundara Rajan P.S.:“Organizational determinants of

labour – management relations in India”, Indian Journal of Industrial Relations,

Vol.19, No.1, July 1983, pp.1 – 20.

94. Menon, P.K.S., “Personnel Management in Banks,” Sterling Publishers Pvt. Ltd.

New Delhi, 1983

95 Baldev R.Sharma and G.S.Das, “Organizational Determinants of Human

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No.4, April 1984, pp.513-530

96. Narasimha Rao. V.L.:“Determinants of Strike activity (A study of strikes in Major

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97. Subba Rao, M, Industrial Relations in sugar industry in Andhra Pradesh, Thesis

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98. Baldev. R. Sharma: “Not by Bread Alone : A study of organizational climate

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and employer – employee relations in India”, Shri Ram centre for Industrial

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99 Baldev. R. Sharma and Venkata Ratnam C.S.: “Organizational Climate and

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100. Subba Rao A.V., "Labour Management Co-operation and Conflict in the Indian

Steel Industry - A Tale of the Two Sectors", Indian Journal of Industrial

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101. Khandekar, N.C.: “Multiple unionism in Banks”, National Institute of Bank

Management Publication, Pune, 1987

102. Joseph Stanley: “Workers participation in India (A study of some participative

bodies in selected public and private sector undertakings)” Dissertation

submitted to Andhra University for the degree of Doctor of Philosophy in

Commerce, 1987. (Unpublished Thesis).

103. Rama Rao. K.: “Labour – Management relations in cotton textile industry

in Andhra Pradesh”, Dissertation submitted to Venkateshwara University for the

degree of Doctor of Philosophy in Commerce, 1987. (Unpublished Thesis).

104. Rama Prasadha Rao: “Human factor in Municipal Services: A study of selected

Municipalities in Coastal Andhra”, Dissertation submitted to Andhra University

for the degree of Doctor of Philosophy in Commerce, 1988. (Unpublished

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105. Aruna Mankidy and Jacob Mankidy: “Meaning of Working : A study of Bank

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employees”, Decision, Vol.19, No.3 & 4, July – December 1992, pp.129 – 143

106. Dr. Shaik Mohamed, N.: “Professional Management and Organizational

effectiveness – A study in Electrical manufacturing in South India”, Classical

Publishing Co. New Delhi, 1997.

107. Giri. D.V.: “Industrial Relations in Printing Industry of Orissa: A case study of

Cuttack”, ICSSR Research Abstracts Quarterly, Vol. XXI, No.3 & 4, July –

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108. Sivaprakasam. P.: “Personnel Management in Central Cooperative Banks in

India – Policies and Practices”, Karnataka Publishers and Distributors, New

Delhi, 1993

109. Dr. Umesh C. Patnaik: “Quality of work life in Banks: An empirical study”,

Personnel To-day, National Institute of Personnel Management, Calcutta, Vol.

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110. Dr. Aruna Mankidy: “Women Executives in Banks: A Profile”, Management

and Labour Studies, XLRI Jamshedpur, Vol.18, No.2, April 1993, pp.81 – 96.

111. Khan, F.H.: “Human Resource Development in Banks”, State Bank of India

Monthly Review, Vol. XXXII, No.12, December 1993, pp.655 – 65.

112. Ramesh Kumar, M.N.: “Personnel Management in Banks”, Printwell, Jaipur,

1994

113. Kesar Singh Bhangoo: “Dynamics of Industrial Relations”, Deep & Deep

Publications, New Delhi, 1995.

114. Jacob Mankidy: “Changing Employment Relations in Banking: The emerging

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role of management”, Indian Journal of Industrial Relations, Vol.31, No.3,

January, 1996, pp.291 – 306.

115. Gani.A. and Riyaz Ahmad: “Correlates of Quality of work life: An analytical

study”, Indian Journal of Industrial Relations, Vol.31, No.1, July 1995.

116. Neelu Rohmetra: “Human Resources Development in Commercial Banks in

India”, Asligate Publishing Ltd., Aldershot, England, 1998.

117. Mani Arun Nandhi: “Leadership behaviour Patterns” – A comparative

study of female and male officers in the banking sector”, Journal of Institute of

Public Enterprises, Vol.22, No.1 & 2, 1999, pp.5 – 25.

118. Das. H.:“Trade Union Activism – Avoidable or Inevitable?” Indian Journal of

Industrial Relations, Vol.35, No.2, October, 1999, pp.224 – 236.

119. Balasubramanian, A.G.: “Certain considerations in the weightages for

promotions: An analysis of agreements in Banks”, Indian Journal of Industrial

Relations Vol.34, No.4, April 1999, pp.463 – 481

120. Dr. Md. Mosharaff Hossain: “Job satisfaction of Commercial Bank Employees in

Commercial Banks in Bangladesh: A comparative study of Private and Public

Sectors”, Indian Journal of Industrial Relations, Vol.35, No.3, January 2000,

pp.347 – 361.

121. Dr. A.M. Mohamed Sindhasha: A Ph.D. thesis titled “Employment Relations in

public sector and private sector banks in selected districts of Tamil Nadu” was

submitted to the Bharathidasan University in the year 2002

122. Rizaul Hua, Journal of European Industrial Training, Volume 22, Numbers 2 – 4,

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April 2006, pp 125 – 136

123. A Complete study of Industrial Relations at Hero Honda Gurgaon, September

2009

124. Venugopalan, A Ph. D thesis on “Industrial Relations in the Public and Private

Enterprises in Kerala” was submitted to the University of Kerala by Venugoplan

in the year 2007.

125. Ram Reddy, A Ph. D thesis on “Industrial Relations in India: A Study of the

Singareni Collieries” was submitted to the Osmania University by Ram Reddy in

the year 2006.

126. T.N. Kapoor “A study on Industrial Relations and its effectiveness” pp 241-249

127. R. A. Lester “Industrial Relations”, 2003, Macmillan India Limited, New Delhi

128. A.S. Mathur, Management and Labour Studies, Vol.24, No.4, February 2006,

pp.34-45

129. C. B. Kumar “ Industrial Relations in India” , 2003, pp.223-236

130. A Research Study had been conducted by Encyclopedia Britannica on “A Study

about the Industrial Relations in the Indian Industry”

131. Ratan Sen, “Industrial Relations in India: Shifting Paradigms”, 2003, Macmillan

India Limited, New Delhi

132. Sarosh Kuruvilla,“Change and Transformation In Asian Industrial Relations”

Industrial Relations Journal Volume 24, Number 4, June 2006, pp. 124

133. Sen Gupta and Anil K Set, “Industrial Relations Law, Employment Security and

Collective Bargaining in India: Myths, Realities and Hopes” Industrial

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Relations Journal Volume 31, Number 2, June 2000, pp. 144-153(10)

134. P D Shenoy “Globalization: Its impact on Industrial Relations in India” 2006,

Sterling Publishers Private Limited, New Delhi.

135. Ashraf U Kazi and Peter Townsend, “Analysis and Examination of the

Employment Relations in India” Journal of European Industrial Training, Volume

25, Numbers 2 – 4, April 2007, pp 125 – 136

136. Atif Anis, Ijaz Ur Rehman, Abdul Nasir and Nadeem Safwan, employee retention

relationship to training and development: A compensation perspective” African

Journal of Business Management, Vol.5 (7), 4th April, 2011, pp.2679-2685