Professional Documents
Culture Documents
2.
3.
4.
5.
2. Pluralistic-Perspective :
In pluralism the organization is perceived as being made up of
powerful and divergent sub-groups management and trade
unions. This approach sees conflicts of interest and
disagreements between managers and workers over the
distribution of profits as normal and inescapable. Consequently,
the role of management would lean less towards enforcing and
controlling and more toward persuasion and co-ordination.
Trade unions are deemed as legitimate representatives of
employees. Conflict is dealt by collective bargaining and is
viewed not necessarily as a bad thing and if managed could in
fact be channeled towards evolution and positive change.
Realistic managers should accept conflict to occur. There is a
greater propensity for conflict rather than harmony. They
should anticipate and resolve this by securing agreed
procedures for settling disputes.
The implications of this approach include:
3. Marxist Perspective:
This view of industrial relations is a by product of a theory of
capitalist society and social change. Marx argued that:
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REQUIREMENTS
OF
A
RELATION PROGRAMME
SUCCESSFUL
INDUSTRIAL
Individual thinking
Policy awareness and
Expected group reaction
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the past, the present and the future. This viewpoint is held at
all the levels of management from the top to the bottom, from
the top executives and staff to the line and supervisory
personnel.
The basic requirements on which a successful industrial
relations programme is based are :
Top Management Support: Since industrial relations is a
functional staff service, it must necessarily derive its authority
from the line organization. This is ensured by providing that the
industrial relations director should report to a top line authority
to the president, chairman or vice president of an organization.
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by
negotiation,
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The following items are excluded from the preview of the work
committees.
Employee welfare
Apprenticeship scheme
5. Suggestion Schemes:
6. Joint Councils: Joint Councils are set up for the whole unit
and deals with matters relating optimum production and
efficiency and the fixation of productivity norms for man and
machine for the as a whole. in every industrial unit employing
500 and more workers there should be a Joint Council for the
whole unit.
Features
Functions
Disadvantages:
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Labour court
Industrial Tribunal
National Tribunal
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Wages
Compensatory and other allowances
Hours of work and rest intervals
Leave with wages and holidays
Bonus, profit-sharing, PF etc.
Rules of discipline
Retrenchment of workmen
Working shifts other than in accordance with standing
orders
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FATF: - The Financial Action Task Force (FATF) is an intergovernmental body which sets standards, and develops
and promotes policies to combat money laundering and
terrorist financing. The Force has provided forty
Recommendations and Nine Special Recommendations
that provide a complete set of counter measures against
money laundering. These Recommendations have been
recognized, endorsed and adopted by many international
bodies as the international standards for combating Money
Laundering.
Egmont Group: - The Egmont Group serves as an
international network fostering improved communication
and interaction among FIUs. Egmont Group is named after
the venue in Brussels where the first such meeting of FIU
was held in June, 1995. The goal of the Group is to provide
a platform for FIUs around the world to improve support to
their respective governments in the fight against money
laundering terrorist financing and other financial crimes.
Asia/Pacific Group: - The Asia/Pacific Group on money
laundering (APG) was officially established as an
autonomous regional anti-money laundering body in
February, 1997 at the Fourth Asia/Pacific Money
Laundering Symposium in Bangkok, Thailand. The purpose
of APG is to facilitate the adoption, implementation and
enforcement of internationally accepted anti-money
laundering and anti terrorist financing standards set out in
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