Dr. A. P. J. Abdul Kalam Technical University (FormerlyUPTU)
Q.1. How does sociology differ from psychology? (2014 - 15)
Ans. Go through Q.4. page no. 3.
Q.2. Why do worker join trade unions? (2014 - 15)
Ans. The important forces which make the employees join a union are as follows:
(i) Greater Bargaining Power - The individual employee possesses very little bargaining power as compared to that of his employer. The better course for him is to join a union which can take concert action against the employer. The threat or actuality of a strike by a union is a powerful tool that often causes the employer to accept the demands of the workers for better conditions of employment.
(ii) Make their Voices Heard - A trade union provides such a forum where the feelings, ideas and opinions of the workers could be discussed. It can also transmit the feelings, ideas, opinions and complaints of the workers to the management. The collective voice of the workers is heard by the management and given due consideration while taking policy decisions by the management.
(iii) Minimise Discrimination - A trade union can compel the management to
formulate personnel policies which press for equality of treatment to the workers. All the labour decisions of the management are under close scrutiny of the labour union. This has the effecf of minimising favouritism and discrimination.
(iv) Sense of Security - The employees may join the unions because of their belief that it is an effective way to secure adequate protection from various types of hazards and income insecurity such as accident, injury, Illness, unemployment, etc. The trade unions secure retirement benefits for the workers and compel the management to invest in welfare services for the benefit of the workers.
(v) Sense of Participation - The employees can participate in management of matters affecting their interests only if they join trade unions. They can influence the decisions which are taken as a result of collective bargaining between the union and the management
(vi) Sense of Belongingness - Many employees join a union because their co-workers are the members of the union. At times, an employee joins a union under group pressure; if he does not, he often has a very difficult time at work. On the other hand, those who are members of a union feel that they gain respect in the eyes of their fellow workers. They can also discuss their problems with the trade union leaders.
(vii) Background Factors - Historical background factors also play a part in the disposition of employees to join a union.
Q.3. Define Max Weber’s bureaucracy.
Ans. Max Weber’s Bureaucracy: -
Max Weber’s bureaucracy is a mode of organization which is premised on the separation of the public form the domestic world. This means that behaviour in the public domain is regulated by explicit rules and regulations. Moreover, as a public institution, bureaucracy restricts the power of the officials in regard to their responsibilities and does not provide absolute power to them.
Q.4. What are joint management councils? (2014 - 15)
Ans. Go through Q.9. page no. 51.
Q.5. Define Industrialisation. Give an account of the consequences of Industrialisation. (2014 - 15)
Ans. Go through Q.4. page no. 17 and Q.10 page no. 23.
Q.6. Explain “The Guild system and Putting Out System.” (2014 - 15)
Ans. Go through Q.5. page no. 18 and Q. 7 page no. 19.
Q.7. Write an explanatory note on Braveman’s labour Process Theory. (2014 - 15)
Ans. Go through Q.5. page no. 6.
Q.8. What is meant by factory system? What are its features? (2014 - 15)
Ans. Go through Q.8. page no. 19.
Q.9. What are the major objectives of New Industrial Policy, 1991? (2014 - 15)
Ans. Go through Q.12 page no. 39.
Q.10. Explain the aims and flaws of the Industrial Licensing policy in the sixtees. (2014 - 15)
Ans. Go through Q.11 page no. 38.
Q.11. What are the essentials of a good grievance procedure? Discuss in brief. (2014 - 15)
Ans. A Grievance procedure should incorporate the following features: -
1. Conformity with existing legislation - The grievence procedure should be designed in conformity with the existing statutory provisions. Where practicable, the procedure can make use of such machinery as the law might have already provided for.
2. Acceptability - The grievance procedure must be accepted by everybody. In order to be generally acceptable, it must ensure (a) a sense of fair-play and justice to the worker, (b) reasonable exercise of authority to the manager, and (c) adequate participation of the union.
3. Simplicity - The procedure should be simple enough to be understood by every employee. The steps should be as few as possible. Channels for handling grievances should be carefully developed. Employees must know the authorities to be contacted at various levels. Information about the procedure can be thoroughly disseminated among all employees through pictures, charts, diagrams, etc.
4. Promptness - Speedy settlement of a grievance is the cornerstone of a sound personnel policy. Justice delayed is justice denied. The procedure should aim at a rapid disposal of the grievance. This can be achieved by incorporating the following features in the procedure:
(a) As far as possible, grievances should be settled at the lowest level.
(b) No matter should ordinarily be taken up at more than two levels, i.e., normally there should be only one appeal.
(c) Different types of grievances may be referred to appropriate authorities.
(d) Time limit should be placed at each step and it should be rigidly followed at each level.
5. Training - In order to ensure effective working of the grievance procedure, it is necessary that supervisors and the union representatives are given training in working of the grievance procedure.
6. Follow-up - The working of the grievance procedure should be reviewed periodically by the personnel department and necessary changes should be introduced to make it more effective.
Q.12. What are the causes of industrial disputes in India? Discuss the various economic causes of industrial dispute. (2014 - 15) Ans. Go thorugh Q.4 page no. 44.
Q.13. Examine the impact of industrialisation on religion and morality in India. (2014 - 15)
Ans. Impact on religion and morals: -
With the coming of industrialization, religion is seen as an outdated belief system. Science is as in opposition to religion, and people who reason based on science are seen as modernized. Recently, however, science and religion are seen as different sides of the same coin. Industrialization is closely related to science and technology, religious influence on the industrialized society is weakening. People of different religious backgrounds work and live together in peace.
Morals and ethics stem from religion. With the weakening grip of religion on society, morals and ethics are also departing from society or changing altogether. For example, abortions are commonplace and sex before marriage is also common. People have a rational and materialistic outlook toward life. Due to the loosening social control, there has also been in increase in crimes.
Q.14. What is meant by model standing order? Are these orders applicable to all establishments? What is the scope of their application? (2014 - 15)
Ans. S. 35 of the Draft Code sets out a list of matters to be covered by Model Standing Orders drafted by the Central Government allowing the scope for inclusion of unspecified matters under its ambit. It is a welcome step because the Draft Code envisages a far more expansive list of specified matters than before and it is especially commendable that it spells out certain acts which are decidedly considered to be acts of misconduct. For instance, in line with the Vishaka judgement, sexual harassment has now been classified as misconduct under the Model Orders. Further, contractual uncertainty and scope for disputes leading to judicial intervention are both reduced by the inclusion of matters such as medical aid in case of accidents in the standing orders.
There is a difference between the matters on which Model Standing Orders should be framed as provided in S. 35 and the matters which are covered under the First Schedule (which lists matters that must mandatorily be covered by Standing Orders). The First Schedule contains two provisions which are missing from the Model Standing Orders and the latter contains a number of provisions not included in the former. The First Schedule contains matters that would mandatorily be included in the Standing Orders while S. 35 sets out additional guidelines for the Model Standing Order that industries should loosely follow. However, the phrase used in S. 35 is “shall make” which seems to impose a positive obligation on industries to include all matters stated in the section in their Standing Orders. In that case, it is unclear as to why there are two separate provisions dealing with matters covered by Standing Orders.
Another issue worth noting here is that the existing statute envisages strict compliance of the Standing Orders with the Model Standing Orders wherever specified it has been affirmed in Indian Oil Corporation Ltd. v. Joint Chief Labour Commissioner that the Certifying Officer must verify the same. Now, the usage of the phrase “based on” in S. 35 of the new Code implies a degree of derogation from the earlier standards of strict compliance, which allows employers greater flexibility to adopt the standing orders as per their specific needs and hence is a welcome change. However, it makes the Certifying Officer’s duty to check compliance slightly ambiguous. Thus it might be better to insert an express clause indicating that the Certifying Officer shall, while examining the reasonableness and fairness of the provisions of the Standing Orders, also ensure that these provisions are reasonably based on the Model Standing Orders.
Q.15. Discuss the nature and scope of Industrial Sociology. (2014 - 15) Ans. Go through Q.2. page no. 2.
Q.16. What is code of discipline? (2014 - 15) Ans. Go through Q. 14 page no 59.
Q.17. Give the brief history of Industrialisation in India. (2014 - 15) Ans. Industrial activity on modern lines pricked up after the British took over the reigns in India. Between 1850 - 60 Jute mils were set up. In the beginning, rail track between mining centres in Bihar and Calcutta were laid. Along with the development of means of communication there was rapid industrial growth in India. About this time foreign merchants established textile mills in Bombay and Ahemdabad. In Kanpur woolen and leather factories were established. These factories were under British ownership though the raw material was supplied by Indians and the labour working in these factories was also Indian.
The British government used to export the raw materials from India and import into India the finished goods at exhorbitant prices. In 1911, Jamshed ji Tata ushered in an era of Indian industrial revolution by setting up a steel mill in Jamshedpur. After the first world war, the British encouraged setting up industries in India.
Q.18. What do you mean by strike? What are the various causes of strike? (2014 - 15)
Ans. Go through Q.5. page no 46.
Q.19. Write in detail the Industrial Policy Resolution - 1956. (2014 - 15) Ans. Go through Q.7 page no. 29.
Q.20. Explain the concept of factory system. Write down the characteristics of factory system. Also brief the impact of Industrial revolution on factory workers. (2014 - 15)
Ans. Go through Q.8 page no. 19.
Q.21. Write down the meaning and importance of Trade Union in India. (2014 - 15)
Ans. A trade union is an organization of employees formed on a continuous basis for the purpose of securing diverse range of benefits. It is a continuous association of wage earners for the purpose of maintaining and improving the conditions of their working lives.
The Trade Union Act 1926 defines a trade union as a combination, whether temporary or permanent, formed primarily for the purpose of regulating the relations between workmen and employers or between workmen and workmen, or between employers and employers, or for imposing restrictive condition on the conduct of any trade or business, and includes any federation of two or more trade unions.
This definition is very exhaustive as it includes associations of both the workers and employers and the federations of their associations. Here, the relationships that have been talked about are both temporary and permanent.
This means it applies to temporary workers (or contractual employees) as well. Then this definition, primarily, talks about three relationships. They are the relationships between the:
· workmen and workmen,
· workmen and employers, and
· employers and employers.
Thus, a trade union can be seen as a group of employees in a particular sector, whose aim is to negotiate with employers over pay, job security, working hours, etc, using the collective power of its members. In general, a union is there to represent the interests of its members, and may even engage in political activity where legislation affects their members. Trade unions are voluntary associations formed for the pursuit of protecting the common interests of its members and also promote welfare. They protect the economic, political and social interests of their members.
Importance Of Trade Union: -
The existence of a strong and recognized trade union is a prerequisite to industrial peace. Decisions taken through the process of collective bargaining and negotiations between employer and unions are more influential. Trade unions play an important role and are helpful in effective communication between the workers and the management. They provide the advice and support to ensure that the differences of opinion do not turn into major conflicts. The central function of a trade union is to represent people at work. But they also have a wider role in protecting their interests. They also play an important role in organizing courses for their members on a wide range of matters. Seeking a healthy and safe working environment is also prominent feature of the trade union.
Trade unions help in accelerated pace of economic development in many ways as follows:
· by helping in the recruitment and selection of workers
· by inculcating discipline among the workforce
· by enabling settlement of industrial disputes in a rational manner
· by helping social adjustments.
Workers have to adjust themselves to the new working conditions, the new rules and policies. Workers coming from different backgrounds may become disorganized, unsatisfied and frustrated. Unions help them in such adjustment.
Q.22. Define Grievance. What are the various causes of grievance? (2014 - 15)
Ans. Go through Q.1. page no. 40.
Q.23. What do you mean by NAVRATAN PSEs? Write down at least five name of NAVRATAN PSEs. (2014 - 15)
Ans. Go through Q.5 page no. 28.
Q.24. Explain in detail the major provisions of Industrial Policy of 1991. (2014 - 15)
Ans. Go through Q.12 page no. 39.
Q.25. What do you mean by slum? (2014 - 15)
Ans. A slum is always an area. Furthermore, the term “housing conditions” refers to actual living conditions rather than to the mere physical appearance of building. Thus, overcrowded rooming houses and houses without basic amenities such as water tap, flush, electricity, etc. may be considered as standard under the existing conditions.
The slum is a complex product of many factors,as is true of many other social phenomena. But poverty is the foremost cause. Low income forces people to live in slums. But it is also true that almost any area will turn into a slum, if its residents do not take proper care of their dwellings.
Q.26. What is minimum Wages Act? (2014 - 15) Ans. The Minimum Wages Act 1948 is an Act of Parliament concerning Indian labour law that sets the minimum wages that must be paid to skilled and unskilled labours. The Indian Constitution has defined a 'living wage' that is the level of income for a worker which will ensure a basic standard of living including good health, dignity, comfort, education and provide for any contingency. However, to keep in mind an industry's capacity to pay the constitution has defined a 'fair wage'. Fair wage is that level of wage that not just maintains a level of employment, but seeks to increase it keeping in perspective the industry’s capacity to pay. To achieve this in its first session during November 1948, the Central Advisory Council appointed a Tripartite Committee of Fair Wage. This committee came up with the concept of Minimum Wages. A minimum wage is such a wage that it not only guarantees bare subsistence and preserves efficiency but also provides for education, medical requirements and some level of comfort. India introduced the Minimum Wages Act in 1948, giving both the Central government and State government jurisdiction in fixing wages. The act is legally non-binding, but statutory. Payment of wages below the minimum wage rate amounts to forced labour. Wage Boards are set up to review the industry’s capacity to pay and fix minimum wages such that they at least cover a family of four’s requirements of calories, shelter, clothing, education, medical assistance, and entertainment. Under the law, wage rates in scheduled employments differ across states, sectors, skills, regions and occupations owing to difference in costs of living, regional industries' capacity to pay, consumption patterns, etc. Hence, there is no single uniform minimum wage rate across the country and the structure has become overly complex. The highest minimum wage rate as updated in 2012 is Rs. 322/day in Andaman and Nicobar to Rs. 38/day in Tripura.
Content: -
The Act provides for fixing wage rate (time, piece, guaranteed time, overtime) for any industry that has at least 1000 workers.
(1) While fixing hours for a normal working day as per the act should make sure of the following:
The number of hours that are to be fixed for a normal working day should have one or more intervals/breaks included.
At least one day off from an entire week should be given to the employee for rest.
Payment for the day decided to be given for rest should be paid at a rate not less than the overtime rate.
(2) If an employee is involved in work that categorises his service in two or more scheduled employments, the employee’s wage will include respective wage rate of all work for the number of hours dedicated at each task.
(3) It is mandatory for the employer to maintain records of all employee’s work, wages and receipts .
(4) Appropriate governments will define and assign the task of inspection and appoint inspectors for the same.
Q.27. What is Urbanization? (2014 - 15)
Ans. Urbanization is the movement of population from rural to urban areas and the resulting increasing proportion of a population that resides in urban rather than rural places. It is derived from the Latin 'Urbs' a term used by the Romans to a city. Urban sociology is the sociology of urban living; of people in groups and social relationship in urban social circumstances and situation. Thompson Warren has defined it as the movement of people from communities concerned chiefly or solely with agriculture to other communities generally larger whose activities are primarily centered in government, trade, manufacture or allied interests. Urbanization is a two-way process because it involves not only movement from village to cities and change from agricultural occupation to business, trade, service and profession but it also involves change in the migrants attitudes, beliefs, values and behavior patterns. The process of urbanization is rapid all over the world. The facilities like education, healthcare system, employment avenues, civic facilities and social welfare are reasons attracting people to urban areas. The census of India defines some criteria for urbanization. These are:
· Population is more than 5000
· The density is over 400 persons per sq.km
· 75% of the male population engages in non-agricultural occupations.
· Cities are urban areas with population more than one lakh.
· Metropolises are cities with population of more than one million.
Q.28 Explain the role of Hawthorne experiments in the development of industrial sociology. (2014 - 15)
Ans. Hawthrone Experiments: -
The Hawthrone experiments were conducted (1927 - 32) at the Western Electric Hawthrone Works in Illinois, US. In this research, also reffered to as the Hawthrone-Harvard studies, Professor Eltone Mayo and his associates at the Harvard University examined the impact of work conditions on employee productivity. They first studied the physical and environmental influences of the workplace (e.g. brightness of lights, humidity); and later moved onto the psychological aspects (e.g. breaks, group pressure, work hours, managerial leadership) and their impact on employee motivation as it applies to productivity. These studies represent the pioneering attempts made towards a systematic and intensive study of the human factor and to demonstrate the utmost complexity in work setting where people intract in small groups under varied organizational conditions. Fritz and William Dickson first published the comprehensive findings of the Hawthorne experiments in managment and the worker (1939); their reports and interpretations can be compared with those of Elton Mayo and Thomas Whitehead.
The broad segments of the Hawthorne segments are discussed below:
(i) Illumination expreiments (1924 - 27): The Hawthorne studies were aimed at studying, among other aspects or workplace conditions, the effect of changed illumination at work. While the illumination remained unchanged for a particular group of employees throughout the experiments, the illumination was enhanced in intensity for the other experimental group. Meanwhile the productivity in the experimental group showed an improvement; yet, strangely, the output of the other group also went up. Researchers then proceeded to decrease the illumination for the expreimental group as well. The output went up. Everybody recognised there was something much more important than wages, work-hours and work-condition, which influenced productivity. It was inferred that the close interest shown by investigators in the workers, the effective pattern of communication which thus developed, and the emerging high social cohesion within the group brought together the needs of the group rewarding interaction and cooperation with the output needs of the management.
(b) Relay Room Experiments: -
In 1927, the Department of Industrial Research at the Harvard University, a group to which Mayo had been recruited, was called in. Their enquiry started in the Relay Assembly Test Room where, over five-year period, a wide range of changes were made in the working conditions of a specially segregated group of six women job was to assemble telephone relays. Changes made involve incentive scheme, rest pauses, work hours and refreshments; yet, it was found that the output increased - notwithstanding any and all the changes, including returning to the original working conditions. The explanation that emerged later was labelled as the ‘Hawthrone effect’. Taking a cube form the illumination experiments, the researchers continued taking two girls for this experiments. They were then asked to choose four girls to make a small group of six. This group was engaged to assemble telephone relays. The experiments began with numerous changes, each of which continued for a test period ranging from 4 to 12 weeks. Under normal working conditions, with a 48 hour week and not rest pauses, each girl produced 2400 relays per week. Then, for eight weeks, these girls were made to work on the basis of piece-rate plan; and the productivity increased. Next, two five minutes rest pauses were introduced and later increased to 10 minutes. Productivity increased sharply. When the company provided hot meals free of charge, the productivity increased even further. After all these amenities were withdrawn and the girls returned to their normal working conditions, working 48 hours per week and no free meals, the productivity was still the highest. The productivity increased because of girls attitude towards their work; the group had developed a sense of responsibility and self-discipline.
(c) Mica splitting test room experiments: -
In this study, although the isolated test room conditions of the original relay study were reproduced, the workers were engaged under their normal individual piece-rate plan rather than small group incentive schemes employed in the relay room experiments. As a result, the productivity increased 15 percent during the period of 14 months.
(d) Mass interviewing Programme: -
Another major aspect of the Hawthrone studies consisted of 21,000 interviews carried out during 1928 to 1930. The original objective was to explore information, which could be used to improve supervisory training. Initially these interviews were conducted by means of direct questioning, but this method had the disadvantage of a simple ‘yes’ or ‘no’ response. Thus, the method was changed to non-directive interviewing where the interviewer was to listen instead of talk, argue or advice, and take on the role of confidant. The employee interviewing programme was seen as showing how many problems of the management-worker relationship could be put down to the failure to recognise the emotions and the ‘sentiments’ of the employees.
(e) Bank Wiring Room Study: -
The cheif objective was to conduct an observational analysis of the work group. In this experiment, 14 men were chosen for bank wiring (the process where two loose wire-ends were soldered). In that, 9 were wirement, 3 solder man, and 2 inspectors. The job involved attaching wires to switches for certain parts of telephone equipment. The study involved no experimental changes once it had started; it was carried out by 2 persons - an observer and an interviewer. The later remained an outsider and his task was explore as much possible by interviewing the individual worker. He carried his work in strict confidence, privately and in different part of the company. He never entered the wiring room. The result of the bank wiring room study - which are marked opposite to those obtained by the relay room experiment - revealed that this small group of workers emerged as a team with informal leaders who had emerged spontaneously. The group was indifferent towards the financial incentives of the factory. The output was neither more nor less. This implies that it would be irrational to break up these groups. The bank wiring observation room was considered to show the part played by informal social group needs in worker restriction of output.