Non-harmonious industrial relations are happen when there is an
DEFINITION OF NON-HARMONIOUS IR
Have two-way communication -> One party gives stimuli,
other party responds to the stimuli. Both the employers and
employees must have good communication between them.
Strong trade unions -> It help to promote the status of labour
without jeopardising the interest of management.
Economic satisfaction of workers -> reasonable wages and
benefits in commensurate with other industries must be paid
by the employer. Employer should give incentives for
employee motivation
Increase productivity of workers -> they are more motivated
and committed to contribute towards the overall productivity of
the organization.
Minimization of wastage -> Good IR ensures reduced wastage
as the resources.
Attract more investment opportunities -> increase the
organization's profit and growth
Reduce unemployment -> workers will stay longer in company
that have harmonious industrial relations. SOCIAL
Increased morale -> harmonious industrial relations boost the
morale level of the employees as they feel that their interest
coincides with that of the employer’s.
Political stability -> reduces industrial disputes and prevent
conflicts.
Improved safety -> no exploitation or discrimination towards
employees at the workplace.
Better working conditions -> workers are happy to work and
perform their task.
Improved quality of products or services -> increases the
output and reduce errors or defects.
Better working relationships -> productivity between employer
and employees will increases and easy to achieve
organization's goals.
unsatisfactory scene of employer-employee relations and it can
be seen from strike attacks, gherao, locking and other forms of
CHARACTERISTICS/ELEMENTS OF INDUSTRIAL industrial disputes.
HARMONY
NON-HARMONIOUS IR
Bad communication among the employer and employees.
Low wages and long working hours.
Abusive supervisory practices
CHARACTERISTICS OF NON-HARMONIOUS IR Dangerous work
YB Datuk Seri M. Saravanan a/l Murugan - Minister of Human
Resource
MOHR INFO
ECONOMY
YB Tuan Haji Awang bin Hashim - Deputy Minister of Human
Resource
IMPORTANCE OF HARMONIOUS IR HARMONIOUS IR CHAPTER 1: MINISTRY OF HUMAN RESOURCE (MOHR)
OVERVIEW OF INDUSTRIAL RELATIONS
IN MALAYSIA
Enforces Employment Act 1955, Workmen’s Compensation
Act 1952, Wages Council Act 1947, Young Persons Act 1966,
Employment Restriction Act 1968 and Workers Minimum
Standards of Housing & Amenities Act 1990.
It also settles disputes between employers and employee over
1) Department of Labor, Peninsular Malaysia,
payment/non-payment of wages, retrenchment and retirement
POLITICS Sabah and Sarawak
benefits.
To know their rights under the labor law.. Administers Industrial Relations Act 1967 and attempts to help
To be aware of benefits they can gain by joining a trade union, settle disputes between employers and employees through
WORKERS and to understand that there may be certain risks associated conciliation.
with being a member to a union. 2) Department of Industrial Relations
Workers should know to whom they could complain if their
employer fail to provide them with benefits provided under the ROLES OF DEPARTMENTS UNDER MOHR
law. Enforces Trade Union Act 1959 and play central role in the
growth of the trade union movement.
TOWARDS EMPLOYEES
3) Department of Trade Unions Responsible for enforcing the Occupational Safety and Health
TRADE UNION LEADERS Trade unionists must know how to play their role effectively so Act (OSHA) 1994 and the Factories and Machinery Act 1967.
that workers will be protected from exploitation by greedy The department also inspects workplaces and investigates
EFFECTS OF INDUSTRIAL HARMONY employers. major accidents.
4) Department of Occupational Safety and Health
Industrial relations is important to managers because there is
Responsible for the co-ordination and control of skills training
a direct link between profitability and good industrial relations.
as well as career development in skills training, in line with the
Bad management will cause conflict, miscommunication,
MANAGERS implementation of the National Skills Development Act.
negative attitudes, high turnover rates as workers leave to
TOWARDS EMPLOYERS It researches and develops standards to evaluate job
look for more satisfying workplaces else where.
Hence, productivity will be lower amongst those who stay and expertise and competency.
WHO NEEDS TO STUDY IR
staff morale will be poor. 5) Department of Skills Development
Therefore good management requires good industrial
relations. It is a specialized tribunal established under the Industrial
Relations Act 1967.
Responsible to hear and hand down decisions or awards in
Lawyers' involvement in industrial relations often begins when industrial disputes referred to it by the Minister or directly by
they are called upon to represent workers or employees at the the parties.
Industrial Court or at Labor Department hearings, High Court, To grant cognizance to the collective agreements which have
Court of Appeals or Federal Court. 6) Industrial Court of Malaysia been jointly deposited by the employers or trade union of
They are also advise employers who may wish to draft legally employers and trade union of employees.
LAWYERS enforceable employment contracts or they may have clients
who want to terminate the services of an employee without
causing legal problems.
They need to have strong working knowledge of principles,
concepts and laws so that they can carry out their job
OFFICERS & EXECUTIVES IN HR & IR DEPARTMENTS responsibilities well.