Integration function

It tries to integrate the goals of an organisation along employee aspirations through several employee-oriented programmes, as, instituting appropriate disciplinary measures, empowering people to select things independently, redressing grievances promptly, encouraging a participative culture, offering constructive help to trade unions etc.

Grievance redressal: A grievance is particular factor involving hours, wages or conditions of employment that is utilized like a complaint against the employer. Constructive grievance handling based first on the manager's capability to recognise, diagnose and make right the causes of potential employee dissatisfaction before it translate into a formal grievance.

Discipline: This is the force that prompts a group or an individual to observe the rules, regulations and process, which are deemed essential for the attainment of an objective.

Teams and teamwork: Self-managed teams have emerged like the most important formal groups in today's organisations. They increase employee involvement and keep the potential to make positive synergy. By enhancing worker interaction, they create camaraderie among team members. They encourage individuals to sublimate their individual goals for those of the group. Teams have inherent strengths which ultimately lead to organisational success at various levels.

Collective bargaining: It is the process of agreeing on a satisfactory labour contract between management and union. The contract contains agreements regarding conditions of employment like hours, wages, promotion, and discipline; benefits, lay off, vacations, rest pauses and the grievance process. Generally the procedure of bargaining takes time, as both parties tend to create proposals and counter- proposals. The resulting agreement ought to be ratified by workers, unions and management.

Employee participation and empowerment: Participation refers sharing the decision-making power along the lower ranks of an organisation in suitable manner. While workers participate in organisational decisions they are capable to see the vast picture visibly and also how their actions would impact the total growth of the company. They may offer feedback instantly based on their experiences and develop the quality of decisions greatly. As they are now treated with respect, they start to view the job and the organisation as their own, & commit themselves to organisational objectives total-heartedly.

Trade unions and employees association: Trade union is an association either of employers or employees or independent workers. It is a relatively permanent a body formed by workers having the objective of countering harassment and exploitation. It strives towards by providing social and economic benefits to the labour community. Trade unions always have played a strong role in improving the lot of workers in India, by using aggressive bargaining tactics. However, since the 90's, the situation dramatically changed. Unable to fight the forces of competition, several employers have been forced to shut down units and scale down operations. It has made both parties realise the significance of bargaining for their rights in an atmosphere of 'give and take'.

Industrial relations: Harmonious industrial relations among labour and management are necessary to achieve industrial growth and higher productivity. While the relationship among the parties is not cordial, conflicts erupt abruptly and discontentment develops. This is not always easy to put out the fires along the existing dispute-settlement-machinery, make by the government. Hence labour and management both must appreciate the significance of openness, trust and collaboration in their day-to-day dealings.