Page 161 - DMGT516_LABOUR_LEGISLATIONS

Labour Legislations

Notes relationship and give rise to conflict situations. Some of the situations that may arise as a result
are:
1. Non-cooperation

2. Arguments and quarrelsome behaviour – indiscipline
3. Hostility and irritations
4. Stress, strain and anxiety
5. Unwillingness to negotiate or participate in discussions

6. Resentment or withdrawal
7. Absenteeism, alcoholism or high incidence of accidents
8. 'Work to rule' or 'go slow' tactics
9. Demonstrations

10. Strikes
7.1.2 Conflict/Dispute Caused by Management

In a unionised setting, managers can create their share of conflict. An arrogant employee of the
Personnel department can cause a dispute that ends up in a strike. Many are the court cases that
were the result of a heated argument between "Personnel" and workers over trivial issues. Some
of the causes are outlined below. Refusal to discuss or negotiate a demand by the union is a very
common cause resulting in a dispute. Also, a manager may use derogatory language on an
employee resulting in sections of employees walking out in protest until that manager tenders
a public apology. Some causes may emanate from disciplinary issues that result in suspension,
demotion, dismissal, etc. A few other causes are:
1. Layoffs

2. Lock-out
3. Termination

7.2 Types of Industrial Disputes

ID can be classified into various types depending on their nature. The following are some of the
types of disputes which could be experienced in work-organisations.
1. Perceived Conflict: Perceived conflict is one which people perceive that conflicting
conditions exist in the work-organisation. The perceived conflict may be true or otherwise.
But there is a potential ground for perceived conflict to turn into real conflict.
2. Latent Conflict: Latent conflict is one which does not emerge in open. Although parties to
the conflict realise the fact of conflict for various reasons they do not show it openly. Such
a conflict is termed as latent conflict.

3. Manifest Conflict: Manifest conflict is one which is not only recognition of conflict, but
also expressing it explicitly or openly. This is a stage of open conflict.

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