Question 1) a) What is an Industrial Sociology? And what is its scope; also narrate value of Industrial Sociology in India. Answer) The term industrial sociology includes two terms, industrial and sociology. The term industrial means concerning the industry. The word industry is derived form the Latin word Industria which means dexterity and resourcefulness. It is thus clear that industry is that technique under which anything is done efficiently and smoothly. Resourcefulness implies use of machinery, raw material etc., in an economic manner. Sociology deals with society and society is nothing but a different name for social relations. Thus sociology pertains to or deals with social relations. In sociology all kinds of social relations are studied. It should also be borne in mind in this connexion that sociology is a scientific study employing scientific methodology and techniques in its study of social relations. According to Maclver and page, “Sociology is about social relationships, the network of relationships we call society.” It is quite apparent from this definition that sociology is a science of social relations. If there is a group of persons who have no relation between them such a group would fall beyond the purview of sociology. The most important characteristic of the application of sociology in the filed of industry, however, is the sociological attitude towards industrial organization. In the words of William Faunce, “What sociology has to offer to the student of industrial social organization today is not a body of laws of social behaviour, but rather a particular perspective or a special way of looking at the world of work.” The concepts of “industry” and “sociology” become clear from the above discussion. The concept of “industrial sociology” is a compound of these two concepts. In Industrial sociology, social relations specifically connected with industry are studied. Of course, these relations are studied by scientific techniques employed in sociology. In modern world the industrial domain has expanded infinitely and it s problems have become complex and varied. There are innumerable problems which have come into being only on account of expanding industry. For example, the problems of slums are a direct
outcome of industrial expansion. Thus we can say that industrial sociology is a direct outcome of modern industrial expansion. Definition of Industrial Sociology An examination of some important definition of industrial sociology will further clarify its meaning. 1. According to Charles B. Spaulding, “Industrial Sociologists center their interests upon the social organization of the work place, including the pattern of interaction between people who are responding to each other in terms of their roles in work organization or whose behaviour is being affected by those roles.” These patterns of interaction are included in three system of industrial social organization: 1. Management Organization, 2. Informal organization of workers, 3. Union organization. 2. According to Miller and Form, “Industrial Sociology is a substantive area of general sociology which might more accurately be termed the sociology of work organization or the sociology of economy.” In this definition industrial sociology has been admitted as an important branch of sociology, concerned with work organization and economy. These however, constitute important part of industrial sociology whose area is expanding fast. 3. According to Parkar, Brown and others, “Industrial sociology is concerned with how the economic subsystem is related to other subsystems, how the subsystem is structured in terms of particular work organization and roles and how persons fit into these roles.” Clarifying this definition further these authors have remarked. “The adjective industrial implies the application of sociological theories and methods to one segment of society, that is, the one concerned with the economic function of producing and distributing the goods and services which society requires.” Thus industrial means the section concerned with economic processes. Industrial sociology is particularly the study of this type of social relationships. The economic organization involves several systems and subsystems. Each of these includes innumerable roles. Industrial sociology studies the rules, process, methods and cause-effect relationships concerning industrial system and sub systems.
4. According to J.H. Smith, “Industrial sociology is concerned with industry (or any form of work organization) as a social system, including those factors (technical, economic, political) which affect the structure, the function and the changes in that system.” This definition of industrial sociology is wider that the preceding definitions. It includes industrial areas as a social system factors influencing it, its structure, role and factors of change in the field of industrial sociology. In brief, industrial sociology is a particular branch of sociology in which the organization, structure, functions and implicit social relationships of industrial and economic systems are studied. Scope of Industrial Sociology According to Delbert C. Miller, “If we were to single out one statement that stamps the progress of industrial sociology upto and through 1947, we should probably record the fact that sociologists were still struggling to define the field.” Miller and Form describe the field as being “concerned broadly with the study of industrial society and also with the analysis of the social organization of work.” It is suggested that industrial sociology deals with all types of work organizations. According to Moore, “Industrial sociology then is concerned with the application or development of principles of sociology relevant to the industrial mode of production and the industrial way of life.” Schneider delimits the field of industrial sociology to the industrial institution with a focus on the social structure of large scale manufacturing organizations. Etzioni suggest that the scope of industrial sociology includes the study of that economic organization that have the “primary aim of producing goods and services, exchanging them, or organizing and manipulating monetary process.” Value of Industrial Sociology in India All the above mentioned points concerning the value of industrial sociology are applicable to its importance in India. The following considerations may be noted in this connection.
1. Knowledge of Labour Class: - Labour class has its peculiar status, role and problems. In urban society these must be understood and solved. This requires knowledge of industrial society. 2. Labour Welfare: - Labour welfare and labour legislation requires an understanding of the condition of industry and labour. The present day industrial society requires labour welfare which presupposes scientific knowledge in this area. 3. Problems of Urbanization: - The fast growing urbanization in India is creating problems of housing, over-crowding, high cost of living, insanitation and slums. These may be solved with the aid of the knowledge of industrial sociology. 4. Solution of the Problem of Industrialization: - Industrialization is a closely connected to urban problem. It is scientifically studied by industrial sociology. Therefore, the study of industrial society is a necessary prelude to the solution of problems of industrialization. 5. Division of Labour: - In the present change in society the revaluation and reorganization of division of labour is necessary for harmony between different classes. In India division of labour has been traditionally based upon caste. The caste system however, is now appearing to be an impediment in national progress. Therefore, effort is being made to eliminate caste system. This has led to disorganization in division of labour. Any one is now engaged in any profession whatever may be his innate ability. A scientific division of labour in the field of industry requires a fairly wide knowledge concerning different professions. Industrial sociology extends help in this process. 6. Help in family Reorganisation: - Industrial sociology particularly studies urban and industrial families. It enquires into the causes of their disorganization and suggests remedies. Therefore, in India industrial sociology may help in preventing further disorganization of urban and industrial families. It will help in their Reorganisation. 7. Economic Progress: - In India today one hears the slogan to remove poverty everywhere. This requires industrial progress even more than progress in the field of agriculture. Without industrial progress millions of new hands cannot be suitably employed. Infact, economic development is essentially industrial development. Industrial development is the subject of the industrial sociology. Therefore, industrial sociology may give direction to the economic progress in India.
8. Social Welfare: - Modern state is a welfare state. This is particularly true in India today. A welfare state must plan for the welfare of back ward classes the poor and the degraded since these sections are unable to realize their welfare. This social welfare requires direction from industrial sociology. 9. Development of Labour Organisation: - A remedy to industrial disputes is the development of labour Organisation. If this development is scientific, the laborers take resort to collective bargaining for the realization of, their demands. Unfortunately, in India labour union are more busy in seeking political games rather than labour welfare. To remove this tendency and to reorganize labour unions to realize labour welfare, industrial sociology is useful. 10. Help in Rationalizations: - Being backward from scientific and industrial viewpoint India lags in rationalization in industries. With the progress of education among capitalists and employers and the interference by the government, efforts are now being made for more and more rationalization in industries. This is helped by industrial sociology. 11. Aid to Nationalisation: - When some private industries fail to solve their internal disputes, one of the remedy is Nationalisation of such sick industries. Some other industries are nationalized due to the fact that they produce commodities which cannot be placed in private hands such as armaments. Similarly, industries connected with raw material are nationalized so that raw material is nationalized so that raw material may be available to the industries on reasonable rate and in sufficient quantity. All these cause have led to increasing Nationalisation of industries in India. Recent there is some trend towards profit in public sector industries. Industrial sociology may be useful in the realization of Nationalisation of essential industries. 12. Aid to Industrial Management: - Success in industry very much depends upon industrial bureaucracy. Efficiency of industrial bureaucracy depends upon perusal of scientific law of industrial management industrial sociology scientifically studies industrial management. Therefore, industrial bureaucrats require training in industrial sociology. This is particularly relevant to present day Indian conditions. 13. Solution of the Problems of Automation: - With the progress of large scale industries in India automation is increasing. This has increased unemployment though on
the other hand it has increased profits of the industrialists. Therefore, automation has been opposed by some labour unions. The solution of such disputes requires knowledge of industrial sociology. 14. Betterment of Employer-employee Relationships: - Industrial peace and progress depends upon harmonious relationships between the employer and the employees. This requires suitable attention to several factors such as rates of wages, working conditions, behaviour of bureaucracy, security of jobs, and provision of housing and scientific method of recruitment etc. all these fall within the scope of industrial sociology whose help is therefore necessary for the betterment of employer-employee relationships. 15. Use in Labour Legislation: - In 20th century new labour legislation have been enacted along with progress of industrialization in India. These acts have helped in the solution of so many problems. These are however, far from being adequate. Industrial sociology makes a scientific study of labour legislation. Therefore, its guidance may be useful in enacting proper and necessary labour legislations in India. For example, Indian government have provided for the participation of labour representatives in the management of large scale industries. Industrial sociology makes scientific study of labour participation on industrial management. 16. National Peace and Progress: - Progress in any direction in the country requires national peace and progress at its first conditions. This, in turn, requires understanding of urban and industrial problems. It also requires removal of conflict among various sections in industry. In India today while increasing capitalism is creating new problems, politicization of labour unions is equally increasing difficulties. A solution of the possible conflict requires theoretical direction from industrial sociology. 17. Help in Industrial Planning: - Indian government is making effort in the direction of industrial planning. In five year plans special efforts are being made towards planned development of industries. This planning requires solution of so many problems such as illiteracy, too much population, absence of data, low level of wages, retarded agriculture, absence of trained personnel, legal formalities, pressure of taxes, inflation, black money, corruption etc. all these problems are studied by the industrial sociologists. Therefore, their suggestions may be valuable in the solution of these problems.
18. Betterment in International Relationship: - Several labour Organisation extend beyond the national frontiers. Son many organisations are international. For example, International Labour Organisation (ILO) seeks solution of labour problems all over the world. As an organ of UNO it is connected with most of the nations of the world. It is particularly usful for the developing countries including India. Fortunately, since the beginning of this organisation, India has been closely associated with it and received significant aid and assistance. Industrial sociology studies international labour organisation and directs efforts towards the betterment of working condition of the laborers everywhere. Thus it is useful in the betterment of international relationships.
Question 1. b)
Which are the five Principles that have been suggested by Psychologist Blum?
Can you add a few more from your side? Answer: b)
The Psychologist Blum has suggested the following Principles:
1)
DO NOT AN AUTOCAT – autocratic leadership is not good leadership. It is
self-defeating because the workers feel alienated and do not obey the leader willingly. Therefore autocracy in leadership should be eschewed. 2)
LISTEN CAREFULLY – It is very essential that the leader should be a good
listener. The supervisor must listen carefully to everything told to him subordinates. He must accord full opportunity to the worker to present his case. Only when the worker has presented his case. Only when the worker has presented his case should the leader express his opinion. 3)
DON’T DECIDE HURRIEDLY - It is rash to form an opinion about some
hurriedly after a casual glance or brief hearing. Some persons deny their subordinates the opportunity to speak out their mind and pay no attention to their complaints. While it is true that most of the complaints are not genuine, some are certainly so and if these are not removed the morale in the company would suffer. 4)
DON’T ARGUE WITH SUBORDINATES- A supervisor should under no
circumstances indulge in argument with his subordinate, be cause if he fails to persuade or convince by his arguments, he is liable to issue orders to vindicate his point of view. This creates frustration and sense of insecurity among the worker. The good leader does not argue but listens carefully. Only after careful listening he issues order. 5)
DON’T CRITICIZE PUBLICLY – Nobody likes to be told off or reprimanded
in the presence of others. If a worker is rebuked publicly he feels insulted. The workers are usually rash and they tend to retaliate if they are wounded emotionally. Therefore a good leader avoids discussing the fault of workers in public. He points them out in private and in a direct manner.
According to my side some principles are :
1) KNOW WHAT YOUR STRENGTHS ARE: To be leaders, we need each other to reach our goals. Each of us has only some of the skills needed to do a great job. We need to surround ourselves with people to fill in our gaps. Seventy-nine year-old Muriel Tower, an experienced entrepreneur, said, "You get things done through other people. Number one in business is get the best person for the job. Number two, delegate. Number three, supervise–go back and see that they did it." In order to be effective, you need a team to work with. We lead on the basis of our strengths;
we
gather
our
team
on
the
basis
of
their
strengths.
What is your leadership style? Are you a visionary? A person who can see the big picture and take risks? Or are you a detail person–an administrative type? You see the need for systems and order. You do things right and at the right time. You are efficient. Perhaps you are more of a sales person–a people gatherer. You love people and can sell anything to anyone, but don't care about details. Or maybe you just love working by yourself. A hard worker–a producer. Let someone give you a track to run on and you'll do it. Before you are thirty years old, you can probably do all of those jobs without too much difficulty. But once you are over thirty, you realize you don't want to do the things you aren't good at. It uses up too much energy. When you know what you are good at, surround yourself with a team who are good at the other three. When you have that team, meet with them regularly and have a purpose statement that you work toward. Review it often with your staff so you don't lose your focus. Set short and long term goals, and evaluate two or three times a year to see how you are doing. Your team will be motivated toward reaching your goals together. Give credit where credit is due. Say "thank you" to the people you are working with. Encourage them often! Understanding your strengths and the strengths of others is a key to effective leadership.
2) STRIVE FOR EXCELLENCE: The people you want to influence will not rise to a higher standard of excellence than what they observe in you. The authors of Mega trends for Women write, "Male or female, the effective leader wins commitment by setting an example of excellence." Strive for excellence and you will motivate others to do the same. 4. BE PERSISTENT : Mother Teresa was a determined woman. Margaret Thatcher was a determined woman. The key to being a good leader is endurance–being a non-quitter. You will be tempted to quit and be encouraged to quit by those who are friends and enemies.
Be
unwilling
to
throw
in
the
towel.
Be
determined.
One journalist wrote of Mother Teresa: "When I met Mother Teresa, I discovered she was very tiny–less than five feet tall–and kept her head cocked to one side. She had gnarled hands and thick peasant feet that protruded from under her coarse white sari. Although there was no mistaking the aura of warmth and kindness that surrounded her, I felt I was in the presence of the most powerful, focused and determined person I had ever met." According to a survey done by Deloitte and Touches, senior women executives rated Determination and Perseverance as the number one essential qualities for Women's success in business. In order to leave this world a different place, you have to be persistent. Leaders don't grow in a comfort zone. Leaders are not people with exceptional talent; they are people who have learned from their mistakes and get up and try again. Persistence is a key to effective leadership. 5. BE WILLING TO STAND ALONE: If you have a passion, a dream or a mission, set measurable goals and work toward accomplishing them. You will find that many times you may have to work alone. You will probably be lonely. People are looking for leaders who are willing to give it all they have, and they will follow–for a while. However, when the going gets tough, when pleasure and comfort
compete with responsibility and long hours, followers will drop away. That is when you have to be sure that what you are doing is right, so that you will keep going. James Cook said, "A person who wants to lead the orchestra must turn his back on the crowd." 6.BE READY FOR RESISTANCE : One of the facts of life is that when you are in leadership, you have to solve problems. Sometimes we have the faulty notion that we should be able to go through life problem free–that if we have problems, something is wrong with our life. As leaders, we have to be responsible, no matter how painful it is. Running away is not an option. We can easily fall into waiting for someone else to solve our problems. You don't need to wait for someone else's help. You will have problems. Be ready. Expect it. If you know you are doing what is right, you won't cave in when the going gets tough. Facing problems and dealing with them by making good decisions is the difference between a leader and a follower.
Question 2. Write short note on any five:a)
Employment
Answer:
Employment : All policies concerning recruitment, selection, and separation of employees are included in this function. Employment is a contract between two parties, one being the employer and the other being the employee. An employee may be defined as: "A person in the service of another under any contract of hire, express or implied, oral or written, where the employer has the power or right to control and direct the employee in the material details of how the work is to be performed." In a commercial setting, the employer conceives of a productive activity, generally with the intention of creating profits, and the employee contributes labour to the enterprise, usually in return for payment of wages.Emplolyment policies should provide clear guidelines on
the
following points :
a]
Minimum hiring qualification
b]
Preferred sources of recruitment
c]
Reservation of seats for scheduled castes, scheduled tribes, handicapped persons
and ex-servicemen d]
Employment of local people and relations of existing staff
e]
Reliance on various selection devices such as university degrees, tests, interviews,
reference checks, physical examination etc. f]
Basis (length of service or efficiency) to be followed in discharging an employee.
g]
Probation period
h]
Layoff and rehiring
C) Function & Concept of Industrial Management: Answer) According to Encyclopedia of social sciences a group of persons who cooperate to work for some project are engaged in industrial management. Thus industrial management involves direction, planning, adjustment, control and cooperation for realizing industrial projects. In an industrial project, a number of elements are involved such as materials for production, workers, managers, capitals investments etc. The materials of production include land, raw material and machinery. According to J.R. Terry, industrial management consists of realizing the industrial aim with the help of wherewithal of industrial production. There are various types of management. The important ones are as follow:1. Production Management: - In the production management are included the following elements: 1) Job analysis; 2) Determination of the system of production; 3) standardization and; and 4) Study of time, speed and fatigue. 2. Development Management: - In this we study the kind and quality of raw material, study of production of techniques and also the study of consumer needs. 3. Financial Management: - Under the budgeting is done and also data regarding market conditions is collected. 4. Distribution Management: - Under this are included advertising, marketing research, export and sale etc. 5. Sale Management: - Under this are included inviting tenders, organizing sales and making provision for stock and storage. 6. Maintenance Management: - Under this is included maintenance of building etc. 7. Transport Management: - Under this are included arrangement for packing, transportation warehousing etc.
8. Office Management: - Under this data regarding production and distribution are collected and its record maintained. 9. Personnel Management: - Under this are included the recruitment and training of workers and mangers. Also the pay scales are determined and rules for promotion and increment laid down. Functions of Industrial Management The industrial management is a complex process and it involoves a number of functions. In brief, following are the main functions of the industrial management:1) Forecasting- First or foremost function of the industrial management is to make industrial projections, that is, to assess before hand the demand for the goods. Besides when a new venture is undertaking forecasting consists of making assessment of the needs for labour and equipment. 2) Planning- By dividing the complex industrial processes into their consitutents planning are done. In the words of L. Urwik planning is a mental process, a decision to do the work in proper manner. 3) Organisation- According to Brech organisation is to divide the responsibility and entrust it to various departments. To organize means to entrust each worker in an industry with jobs for which he is suited. 4) Direction- According to G. R. Terry direction consists of the following steps- to speed- to speed up the work, to inspire the group and to create in each worker an aptitude and liking of works. 5) Leadership- The business of leadership is to guide and inspire the workers in such that optimum production is achieved.
6) Staffing- The most important element of any industry is workers. The quality of workers makes or mass the industry. Therefore appointment of workers is the most important factor in the industry. The appointment, training etc. of workers comes under this head. 7) Motivation- In Industry production is done by machines but these machines are operated by men. Men need to be motivated if satisfactory result is to be achieved. 8) Coordination- Defining coordination, Brech writes that coordination in the industry means distribution of work in such a way that cordiality of relations is maintained. Marry Parker Follet has enumerated four principles of coordination: A) To effect coordination in various processes from the very beginning. B) In order to remove the defects of bureaucracy to maintain direct contact with the workers. C) Coordination of production, sale and labour. d) To maintain and sustain coordination. 9) Control- Defining control, Brech writes, to achieve maximum product by determined effort. The control is of four types: budgetary control, control over cost of production, control over management and lastly financial control. 10) Communication- To maintain contact and rapport between workers, consumers, shareholders and suppliers is called communication.
Question 2) d) Maladjusted Worker
Answer: Kinds of Maladjustment Workers with a nervous temperament are maladjusted because normalcy of personality is an essential condition of proper adjustment. Before turning to the proper adjustment of the maladjusted worker it is necessary to understand his main problems. The maladjustment of the workers with a nervous temperament is essentially an emotional maladjustment. It can either be mild or serious. Fisher and Hanna have pointed out six main problems in mild maladjustment and twelve main problems in the more serious manifestations of it. 1. Mild Emotional Maladjustment- In this form, as is evident from the name, the emotional maladjustment is mild and its symptoms are jealousy, self-pity, absence of cheerful cooperation, fault finding, strong instincts, conflicts with labour, abnormal desire to attract attention, etc. a worker with this problem is jealous of the other workers over very minor issues and at times believes himself to be a victim of other’s enmity. He does not cooperate with others cheerfully and is constantly engaged in finding faults of the management and other colleagues. In attaining his own interests he pays no attention to the propriety or impropriety of means and fights with others to gain all kinds of advantages. He wants to attract the attention of others towards himself for no reason and is not bothered about the propriety of the means he adopts for this purpose. 2. Serious Emotional Maladjustment- The main symptoms of this are the following: a) Frequent change of jobs, b) Extreme reticence and withdrawal, c) Tired feelings, d) Spasmodic and irregular application, e) Daydreaming, f) Deficiency in power of attention, g) Extreme irritability, h) Indigestion, i) Fear,
j) Feelings of being spied upon, k) Hearing voices, l) Miscellaneous symptoms. Workers with serous emotional maladjustment are seen changing jobs frequently. They are not very serious about many things in their minds and experience exhaustion after very little work. Their behaviour does not follow a definite pattern. They are not very practical and are inclined to be lost in the world of imagination. They find it difficult to concentrate their attention in any work. Small things irritate them. They also suffer constantly from indigestion. They are unnecessarily afraid of many things and feel that their friends are making complaints aboput them. Sometimes they also hear voices which do not actually exist. There is little synthesis between their emotions and feelings. They are victims of self-pity on the one hand and jealousy on the other. They do not turn their attention to their own shortcomings; instead they blame others for their own failure. They try to hide reality but despite this they feel inferior to other. Explanation of Causes of Maladjustment In the opinion of Fisher and Hanna, mild and serious emotional maladjustment is caused by three main factors, the following: 1) Emotional immaturity. 2) Exaggeration or over-expression of one or more drives, 3) Abnormal expression of emotions. Maladjustment can also have causes other than these three. Many important researches have been conducted on this subject. H. M. Adler examined one hundred patients in 1917 and pointed out the following three causes of professional maladjustment: 1. Paranoid personalities, 2. Inadequate personalities, 3. Emotional instability. Test of Maladjustment
While the reports furnished by the authorities are useful, many scientific methods are used to test maladjustment. The more extensively used methods are ergograph test, McDougall-Schuster Dotting Test, Graphic Pursuit Meter, Pressure Test, Medical Examination, finding out the emotional nature and development of the worker by examining his external behaviour, etc. All these methods should be used to discover the maladjustment workers in industry.
(f)
Industrial Bureaucracy
Answer: The meaning of the term bureaucracy is hierarchical arrangement of authority in the field of industry. The term bureaucracy is derived from the French word “Bureau” which means desk. The word bureau also means tier or step and therefore it signifies hierarchical arrangement of officialdom or management in the field of industry. According to Max Weber, “Bureaucracy is a system of administration characterized by expertness, impartiality and absence of humanity”. In this definition industrialized systems are taken to be akin to a type of administrative system whose chief characteristics are efficiency in work performance, an objective and impartial outlook and most important of all lack of human touch, that is it operates mechanically. The absence of human touch is due to the fact that bureaucracy functions under the framework of rule and regulations though this militates against human sensibility. Functional Features of Bureaucracy 1.
Rules and regulations strictly govern importance of Impersonal Rules – The
bureaucratic set- up. This rules and regulations are impersonal and impartial. This leads permanence and continuity to the bureaucratic functioning. In bureaucracy not person is indispensable . 2.
Clear and specified Functions - In bureaucratic set-up each member whether
low or high in the hierarchy has his functions determined and specified. There is clear and unambiguous division of labour in bureaucracy. The basis division of labour is efficiency and ability. 3.
Hierarchy of Positions – In bureaucracy there is a hierarchical arrangement of
posts and positions. 4.
A bureaucracy has rules of Control – In bureaucratic set- up the superior officer
exercises control over his juniors. However, this control is not due to personal qualities of the officer but is on account of rules and regulations.
5.
Separation between administrators and proprietors- In a bureaucratic set up
the owner of an enterprise is not necessarily the highest officer. 6
Lack of Monopoly – In a bureaucracy no person has monopolistic control and
therefore no person is indispensable. If need be, any person can be replaced or transferred. 7.
Rules, Decisions and Commands are written – In bureaucracy set-up all rules,
regulations and decisions are reduced to writing in order to avoid ambiguity and misuse.
Advantages of Bureaucracy: 1.
Systematic Administration – As is evident from the various definitions of
bureaucracy, its system is devised to make administration systematic and scientific. 2.
Administration by Able Persons – In bureaucratic set up the work of industry is
divided into various levels and departments and the persons having suitable qualifications for each type of work are recruited. 3.
Effective Control – The bureaucracy functions on principles and under it no
room is allowed for personal likes and dislikes. At times this feature may render it seemingly inhuman, but this ensured effective control and minimizes arbitrariness. 4.
Possibility of Large Scale Industry – The greatest advantage of bureaucracy is
that with the help of this system huge industrial empires can be built up and run efficiently.
Disadvantages of Bureaucracy:
1.
Red Tapism – Red Tapism is the biggest defect of bureaucracy. In a bureaucratic
set up, the files and papers move at a snail’s pace and it takes inordinately long time to reach any decision on any matter. 2.
Authoritative Tendency – In a bureaucratic set up the officers occupying top
ranks are liable to make an arbitrary use of their authority. They trend to act with scant consideration for the harmful effects of their decision upon the persons concerned. Thus bureaucracy tends to become non humane. 3.
Superiority Complex - In bureaucracy the top ranking officers are afflicted with
egoism; they bluff and bluster. Drunk with power they treat their subordinates with little respect. Therefore, the subordinates feel slighted and demoralized. 4.
Emphasis on Impersonal Relations – It is a common observation that even those
personnel who are very polite and courteous in their behavior turn rude and indifferent upon assuming the position of authority. 5.
Circumlocution- In bureaucracy the officers tend to abide by a too literal
interpretation of rules and give credence to statistics available in their in their books even when a responsible doubt can occur in this matter. 6.
Class Consciousness - In bureaucracy the officers consider themselves as an
upper caste and look down upon the subordinates. 7.
Emphasis on Routine- In bureaucracy innovation is scarified and routine
encouraged.
g)
Suggestions for improvement of Trade Unions.
Answer: For the proper development of trade union the following suggestions are :1.
Provision for education of workers – For the proper growth of Indian Trade
Unions, a comprehensive scheme for the education of the workers is necessary. The majority of Indian workers are thumb- embosses; they cannot write or read anything whatsoever. Such workers are unskilled and technically untrained. They should be given the opportunity for technical training. Beside literacy and technical education the Indian worker should also be told about labour laws relevant to his services. He should know his rights and privileges as well as his obligations. If the average worker educated and knowledgeable, the progress and development of trade unions is bound to be automatics. 2.
Proper Election of Labour Leaders – The success of any organization depends
upon its leadership. If the quality and caliber of leadership is available the success is most assured; but on the other hand, if the leadership is of indifferent quality not much can be expected from it. The workers in India blindly follow their leaders. Therefore, the interests of workers are safe only if the leader is a selfless person dedicated to the upliftment if the downtrodden. Another essential condition for the success of a labour union is that the labour leader should know the problems of the workers intimately and at first hand; only then can he be expected to give the proper leadership. A professional who knows little about workers’ problem first hand is more often than not a misleader. To ensure that workers get proper leaders, they must be elected directly by them and should not be nominees of somebody. 3.
Mutual Co-operation – In spite of the fact that all labour unions pursue the same
ends, it is regrettable that there is little co-operation among them. For a comprehensive development of trade unionism in India it is imperative that there should be broad based mutual cooperation and give and take among the various labour unions. If all trade unions work jointly they will be such a force that the role of intermediaries will be over and the industrialists will listen to them most cautiously. Indeed unity is strength and a united organization is a formidable force.
4.
Internal Co-operation :- Besides co-operation among various labour unions, it is
equally, if not more important that there should be internal unity and co-operation with in a trade union. There is a great diversity among Indian workers. They come from different regions, speak different tongues, profess different religions . Under these circumstances a great effort is needed to weld this amalgam of individuals into a cohesive force. It is required that workers should develop class consciousness. They should realize that as workers their interest lie in unity among workers and that differences of religion, languages etc. must be forgotten. In order to develop a consciousness of class and a spirit of unity among workers labour have to strive very hard. 5.
Providing Permanent Residence :- For the proper development of trade unions
it is necessary that the majority of worker must be permanent residents of towns and cities in which they work. By staying with other workers each worker will come to know each other intimately and this will foster a sense of unity and brotherhood among them. If the workers have to stay permanently in industrial towns it is necessary that vast labour colonies be constructed. This will put an end to the migratory habit of workers and secondly they will be able to stay with their families. 6.
Economic and social Uplift of Workers:- It is sine qua non of success of labour
movement that there should be improvement of the economic and social conditions of the workers. An average worker is perennially under the threat of starvation and bankruptcy and social action has no meaning for him. Even socially the worker are looked down upon. They suffer from an inferiority complex. It is essential in this context that these persons should be given remuneration commensurate with the nature of their work. 7.
Appointment of Paid Officials – Generally the persons working in trade unions
and welfare associations has to work graits; they are paid nothing for their services. Under these circumstances these persons do not function efficiently and are liable to avail any opportunity of embezzlement etc.
8.
Appointment of Specialists – In order to ensure the success of labour unions it is
necessary that some specialists be appointed to assist these unions in intricate matters. In modern Industry very complex problems arise. There can be disputes regarding leaves, bonus, arrears and matters of recruitment, promotion and retrenchment. In these cases the services of specialists are much in need. 9.
Co-operation of Industrialists and Government - The success of labour unions
is not possible without certain amount of co-operation of industrialists. The employers should consider labour unions not as adversaries but think of an useful instruments of industrial progress. 10.
Confidence of Public - Over and above the conditions listed above it is equally
essential for the success of labour movement that it should win public confidence. Public confidence is an almighty force. Whosever has it is assured of success.
Question 4: a)
What is recruitment? What are the major channels through which the recruitment
to industries in India is done in modern days.
Answer : INTRODUCTION : Recruitment is the first step in industrial employment. The ultimate success or failure of such employment depends on a large measure upon the methods and organization by means of which the workers are brought into the industry. If the workers in any undertaking are not recruited in accordance with some systematic proper and judicious manner, most of them are likely to be found inefficient and often quite unfit for the jobs allocated to them. It will hinder production which in turn, will mean a substantial loss to total output. So scientific principles of labour administration and labour management should be applied in recruiting the workers in various units of organized industries. The employment of personnel is a four step process. These steps are -
(a)
To determine manpower requirements (b) Recruitment, (c) Selection (d) Induction or Placement or Orientation. DEFINITION OF RECRUITMENT – Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organisation.
Following chart gives an idea of the various sources of recruitment.
SOURCES OF RECRUITMENT
Internal Sources
External Sources
1]
Promotions
1]
Employment Exchanges
2]
Transfers
2]
Advertisement
3]
Absorption of Trainees
3]
Colleges & Universities
4]
Advertisement (Internal)
4]
Recommendations of
5]
Lent services
present Employees
6]
Extention of services
5]
Labour Unions
6]
Field Trips
7]
Personnel Consultants
8]
Factory Gate
9]
Jobbers of contractors
10]
From other Firms.
Following are the channels of recruitment employed today in India. 1.
Recruitment through Intermediaries :
Most of the recruitment in Indian
industry through intermediaries or brokers. These intermediaries or brokers are either in the pay of the industrialists or work as their commission agents. To gather and recruit workers according to the needs and specifications of the industrialists is the Job of these intermediaries or brokers. The brokers go around the village and residential quarters of workers and offer them opportunities of employment. At times these these intermediaries bring the workers to cities by enticement and offer of illusory benefits. The industrialists pay the travel and other expenses incurred by the intermediaries. The functions and importance of brokers have been clearly brought out by the Labour Investigation Committee : “ He is almost an ubiquitous feature of recruitment and labour administration in India and usually combines in himself a formidable array of functions.
Advantages of Broker Recruitment
Easy Availability of Workers
Facility in Industrial Management
Lessening of Employer’s Responsibility
Disadvantages
Exploitation of worker
Recruitment of Incompetent Workers
Increase in Industrial Conflicts
Non- availability of Permanent Workers
2.
Recruitment by Contractors: In India a large number of workers are recruited
to industry through the medium of contractors. The industrialists make arrangement for getting any job done against a specified amount with contractors. Now it becomes the duty of the contractor to complete the job in a specific time; otherwise they would not get any payment. Once a contract is made, it becomes an exclusive responsibility of the contractor to complete the job in all respects within the given time period. The contractors not only engaged the labour force but also provides for the raw materials, machinery and equipment needed for the competition of Job. Advantages of Contract work
The contract work can be got done at short notice.
In contract work, the completion of the job within a specified period, becomes the responsibility of the contractor and the headache of the industrialist is off.
It is generally believed that the work done on contract is less costly.
If a job is done on contract, the contractor recruits the entire labour force. These workers are the employees of the contractor.
Disadvantage of Contract work
The worker recruited by contractors are denied various compulsory benefits available to their counterparts in the industry.
The contractors mete out arbitrary treatment to the workers. They exploit the workers freely. The need are engaged at very low rates and the contractor also determines rates and their working hours.
Besides monetary exploitation the poor workers are also subjected to moral exploitation.
3.
Direct Recruitment
Question 5) a) Write a synopsis on the impact of industrialization upon various aspects of society. Answer) The inter-relationship between people and their environment is called society. The human relations are determined by people attitudes. The pattern of human relations and the nature of human civilization and culture mutually determine each other. The pattern of human relations in an agricultural society is quite different from that of the industrial society. Industrialization has affected the society in every respects customs and traditions, fashion and manners, the ways and modes of living have all been deeply influenced by industrialization. The processes of industrialization are intimately related with scientific processes. Therefore, the attitude of the members of industrial society becomes logical and precise. Superstition and blind faith has no place in an industrial society. People expect and demand a rational explanation of every phenomenon. Reason, not faith is the touchstone of every action and belief in an industrial society. Freedom of thought and individualism are the cornerstones of the industrial society. The methods and means of social control have changed. The following discussion is an attempt to make an in depth study of the impact industrialization has upon the various facets of society: Impact upon marriage and family
