UGC NET/JRF EXAM, June-2019* Labour and Social Welfare

Controlling may be defined as the process of ensuring that activities are producing the desired results. It involves guiding and regulating operations towards some predetermined goal.

According to Koontz and O'Donnell, "Managerial control implies the measurement of accomplishment against the standard and the correction of deviations to assure attainment of objectives according to plans."

It is the continuous process of measuring the actual results of the operations of and organisation in relation to the planned results and of minimising the gap between the two.

In the words of Robert N. Anthony, "Management control is the process by which managers assure that resources are obtained and used effectively and efficiently in the accomplishment of an organisation's objectives."

Thus, control may be defined as the continuous process of verifying whether actions are being taken as planned and taking corrective action to ensure that events conform to plans as closely as possible.

In the year 1942, India set up two tripartite bodies on the model of the International Labour Conference, the Tripartite National Labour Conference, which was eventually named as the Indian Labour Conference (ILC) and the Standing Labour Advisory Committee, renamed later as the Standing Labour Committee (SLC).

After Independence, the Government of India put emphasis on the need for consultation between the representatives of labour, management and the government in tripartite and bipartite forums.

India ratified the Tripartite Consultation (International Labour Standards) Convention, 1976 (No. 144) concerning tripartite consultations to promote the implementation of International Labour Standards in 1978, the same year it was adopted by the ILO. At present, there are 44 national-level tripartite committees in the country.

The Payment of Gratuity Act, 1972, provides for payment of gratuity to persons employed in factories, mines, oil-fields, plantations, ports, railway companies, shops and certain other establishments employing ten or more persons and for matters connected therewith or incidental thereto.

The Labour Ministers Conference held in 1980 and 1982 had recommended inter alia that the time limit for payment of gratuity might be prescribed in the Act itself and that there should be a suitable provision for recovery of interest in cases where the payment of gratuity should be incorporated in the Act.

The Trade Unions have been representing for suitable enhancement in the wage limit for coverage and ceiling of payment of gratuity. Based on the above recommendations and representations, it is proposed to carry out certain amendments in the Act. Some of the more important amendments are:

(i) The coverage of the Act is being extended to persons drawing wages up to 25,000 per month and an enabling provision is being made for raising the
(ii) wage limit for coverage from time to time. Provision is being made for depositing the amount of gratuity payable to a minor with the controlling authority who shall invest the money in a bank or a financial institution for the benefit of the minor.
(iii) The existing ceiling of 20 months' wages for payment of gratuity is being replaced by a monetary ceiling of 50,000;
(iv) Provision is being made for compulsory insurance of employer's liability to pay gratuity under the Act or in the alternative for the setting up of a gratuity fund under the provisions of the Act in relation to establishments employing five hundred or more employees;
(v) Provision is also being made for payment of simple interest at a specified rate, if the amount of gratuity is not paid within thirty days from the date it becomes payable;
(vi) Penalties prescribed under the Act are being made more stringent.

The Inter-state Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979

Indian industries employ a good number of inter-state migrant workers. The conditions of work of these workers are regulated by the Inter-state Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979 (ISMWA).

This Act was enacted with a view to protecting the migrant workers from exploitation. The Act seeks to provide them certain minimum conditions of employment. It applies to every establishment and contractor who employ five or more interstate migrant workmen.

Among others, the Act provides for compulsory registration of the principal employer and licensing of the contractor concerned. It is also envisaged that all the liabilities of migrant workers shall stand erased after the completion of the contract of employment.

The Act provides for issuing a passbook to every inter-state migrant worker, which shall contain full details about his or her employment, payment of displacement allowance, payment of journey allowance and payment of wages during the period of the journey, suitable residential accommodation and medical facilities, protective clothing, and equal pay for equal work irrespective of sex, etc.

The responsibility for payment of wages to the contract workers is of the contractor, which he is supposed to do in the presence of a representative of the principal employer.

Force-Field Analysis Model: This model is a general-purpose diagnosis technique and was formulated by Kurt Lewin. According to this model, organisation behaviour is a dynamic balance of forces that work in opposite directions.

In any situation, the organisation faces forces which encourage change as well as those which discourage change. The forces which restrain change and keep the organisation in a stable position are called restraining forces.

Those forces which push the organisation for change are called driving forces. When these two forces are equal, the organisation remains in equilibrium and stable and this state is termed as quasistationery equilibrium by Lewin.

This forcefield analysis model assumes that at a given time the organisation is in equilibrium state. Change occurs when there is imbalance between the two restraining and driving forces.

Section 20 of the Minimum Wages Act, 1948 The appropriate Government may, by notification in the Official Gazette, appoint any Commissioner for Workmen's Compensation or any officer of the Central Government exercising functions as a Labour Commissioner for any region, or any officer of the State Government not below the rank of Labour Commissioner or any other officer with experience as a judge of a civil court or as a stipendiary Magistrate to be the Authority to hear and decide for any specified area all claims arising out of payment of less than the minimum rates of wages or in respect of the payment of remuneration for days of rest or for work done on such days under clause (b) or clause (c) of sub-section (1) of section 13 or of wages at the overtime rate under section 14, to employees employed or paid in that area.

According to Kiili, learning outcome is a critical component in the game model because the outcome of the reflection "can be personal synthesis or appropriation of knowledge, validation of hypothesis laid during playing strategy formation or a new strategy to be tested."

Several broad categories of learning outcomes were classified by Kraiger, Ford and Salas (1993), including skill-based, cognitive, and affective outcomes. As seen in Figure, skill-based learning outcomes include compilation and automaticity, which address technical or motor skills.

Cognitive learning outcomes include verbal knowledge, knowledge organization and cognitivė strategies, which represent three subcategories of declarative knowledge, procedural knowledge, and strategic knowledge. Affective learning outcomes refer to attitudes that include attitudinal and motivational aspects.

Article 38 provides: State to secure a social order for the promotion of welfare of the people:

1. The State shall strive to promote the welfare of the people by securing and protecting as effectively as it may a social order in which justice, social, economic and political, shall inform all the institutions of the national life.

2. The State shall, in particular, strive to minise the inequalities in income and endeavour to eliminate inequalities in status, facilities and opportunities, not only amongst individuals but also amongst groups of people residing in different areas or engaged in different vocations.

A positive obligation has been put on the State to promote the social welfare of the people by securing socio-economic justice to all. In a way article 38 of the Constitution reflects the spirit of articles 28 and 29 of the Universal Declaration of Human Rights.

Article 38(2) of the Constitution is focussed towards promoting equality not only amongst individuals but also amongst groups of people residing in different areas. In other words, the State is required not to discriminate the people.

Clause (2) of article 38 was added in the Constitution by the Constitution (Fortyfourth) Amendment Act, 1978 and it is also in consonance with article 7 of the Universal Declaration of Human Rights and articles 2 and 3 of the International Covenant on Economic, Social and Cultural Rights.

Originally derived from scientific disciplines, the term isomorphism was adopted by social scientists to explain how populations in a given set begin to resemble populations in other sets facing the same external conditions.

DiMaggio and Power (1991) applied the framework of isomorphism to organizations looking at factors which promoted greater homogenization. DiMaggio and Powell identified two processes, namely institutional and competitive isomorphism.

Under competitive isomorphism, organizations faced with open competitive markets will adopt the most efficient solutions to suit their needs. DiMaggio and Powell's model looks at sources of institutional isomorphic change identifying coercive, mimetic and normative change.

Coercive change is usually in response to external (such as governmental) pressure, mimetic change (or imitation) is usually occurs as a political strategy when institutions are seeking legitimacy and normally occurs under conditions of uncertainty; normative change refers to a much more complex learning process which incorporates the transfer of norms or procedures.

The institutional change and regulatory adoption has been both coercive and mimetic, but seldom normative. Mimetic change has clearly taken place in Central and Eastern European states with policymakers having adopted regulatory frameworks that have been successful elsewhere.

However, in practice, a more liberal market model is in place which is operative due to coercive change. In some cases is it apparent that normative change has taken place where policy makers have engaged in complex learning or engaged in analysis and self-reflection on indigenous political systems or policy regimes.