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IR - Quiz Paper

This document contains multiple choice and subjective questions related to trade unions and industrial relations in India. Some key points covered are: - Types of union security include union shop, closed shop, and check-off systems. - Industrial unions are not organized based on product while craft unions can represent certain industries like steel, coal, and oil. - Outcomes of different dispute resolution processes include agreements from collective bargaining, settlements from conciliation, awards from arbitration or adjudication, or failure reports. - The document tests knowledge on topics like history of trade unions in India, dilemmas faced at independence regarding production vs consumption roles, and problems faced in organized vs unorganized sectors.

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Deblina Saharoy
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74 views2 pages

IR - Quiz Paper

This document contains multiple choice and subjective questions related to trade unions and industrial relations in India. Some key points covered are: - Types of union security include union shop, closed shop, and check-off systems. - Industrial unions are not organized based on product while craft unions can represent certain industries like steel, coal, and oil. - Outcomes of different dispute resolution processes include agreements from collective bargaining, settlements from conciliation, awards from arbitration or adjudication, or failure reports. - The document tests knowledge on topics like history of trade unions in India, dilemmas faced at independence regarding production vs consumption roles, and problems faced in organized vs unorganized sectors.

Uploaded by

Deblina Saharoy
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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MCQ

1. In India management can deduct TU subscription from workers [T]


2. Industrial Unions are essentially not organized on basis of product [F]
3. A form of Union security which lets employer hire whomever he pleases but requires all new
employees to become members of union within specifies time are called Union shop. [T]
4. An honorary member elected as leader of a TU can be paid salary by the union. [T]
5. Close Shop is a Union which through various methods seeks to protect the job opportunities of its
members by limiting those who may enter the trade and become a member [F]
6. Member can refuse to contribute to political fund [T]
7. TWU affiliated to Congress [F]
8. Some workers of steel, coal, Oil industry can never form a craft union [F]
9. Reformists in AITUC in 1920 did not believe that Indian society needs to be changed through class
struggle. [T]
10. Money can be transferred from general to political fund [F]
11. Following arguments of Lenin a craft Union will not be able to fulfil historic mission. [T]
12. All things being equal the leader insecurity due to membership will be more in an Industrial Union
than a Crafts Union. [T]
13. Nationalists in AITUC in 1920 wanted affiliation to IFTU [F]
14. Even though a Union has member majority it can’t get recognition if it doesn’t follow the CODE OF
DISCIPLINE
15. As per your handout, in India the proportion of female workers to male workers in the unorganized
sector is more than in the organized sector. [T]
16. KG Desai and GL Nanda the two central labour ministers vigorously supported CB [F] (GL Nanda and
VV Giri supported CB whereas Khandubhai Desai opposed it, he wanted tripartite)
17. Sarath Davala in his article mentioned the following as some of the problems faced by Trade Unionists
in the Unorganised sector [a & b] (a)Lack of TU consciousness (b) Employment regulation (C)….
18. Govt has the discretionary power to partially refer an Industrial Dispute for Adjudication. [T]
19. Matters in III schedule can never be referred to labour court [F]
20. Final outcome of Convertive Bargaining can never be called an Agreement [T]
21. Pluralist theory suggest that Quality Circles would effectively resolve Industrial Conflict [F]
22. Collective Bargaining relationship can be looked as [a] (a)psychological relationship.
23. Dilemma faced by Indian Govt at the time of independence was [a &b] (a)Whether to pursue
productionist role of the country or the consumptions role of the TU (b) Democratic country in an
underdeveloped Economy.
Subjective

1. Outcome of conciliation is Settlement or Failure report


Management and union try to solve the dispute by talking among themselves, if they mutually agree,
they arrive at an AGREEMENT, which is binding only to both the participating parties.
2. Outcome of successful CB is Agreement.
If they don't, then government nominated conciliation officer intervenes and helps them to arrive at a
decision, if he succeeds and they arrive at a mutual agreement, then it’s called a SETTLEMENT , and is
binding upon all.
<The Govt can also constitute a Board of conciliation for the specific case>
3. Outcome of Arbitration is Award
If they don't, then the conciliation officer sends a failure report to the government, (He can also
request to the govt for a court of enquiry). The Govt takes time to respond, meanwhile the 2 parties
can choose an arbitrator (a written agreement to VOLUNTARY ARBITRATE, in a prescribed format,
sent to conciliation officer and appropriate govt) and the arbitrator arrives at a judgement, which is
called the AWARD, and is binding on all. Before the award, govt. also calls those who are not involved
in the agreement but are a part of the dispute (minority) to present their case. Arbitrator gives the
award, which need not be in the favour of majority. (In case of dissatisfaction, it can be questioned in
high or supreme court through a writ)
4. Outcome of Adjudication is award.
If they don't choose voluntary arbitration, then the government can refer the case for ADJUDICATION
to either labour court , industrial tribunal or national tribunal, and there an AWARD can be the
outcome, or the government may choose not to refer to the case.
In that case, parties are free to take their own course of action, or go to higher court against the
decision.

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