Managing Human Capital




Introduction: 3

Definition of Disputes/Conflicts: 4

  Causes of Industrial Conflicts: 4

  Type of Industrial Conflicts: 4

    Boycott: 4

    Strikes: 5

    Lock-outs: 6

    Gherao: 7

    Picketing: 7

Prevention of Industrial Conflicts: 8

Settlement of Conflicts: 8

Conclusion: 10

Reference & Bibliography: 10


Any organization is made of management and labor work forces. To run any organization, both parties i.e. management (employer) and labor work forces (employee) have to work together for the success survival of the organization. But sometimes due to some conflicts and different issues, this could result a rival between these two components of the organization.

In this report, an attempt has been made to analyze the causes and factors which fuelled the relation between the management (employer) and labor (employee). In any business environment, problems and different issues can come in a way which if they are not settled through mutual consent can create deadlock and unpleasant situation for a business. However, both parties cannot cope up with negotiation then external stakeholder i.e. government can intervene to resolve that disputes.

The role of HR manager in the industrial conflicts has utmost importance to solve the deadlock. This report contains the causes of industrial disputes with real world example and their preventions.

Definition of Disputes/Conflicts:

According to the Industrial Disputes Act, 1947, Section 2(k), “Industrial dispute means any dispute or difference between employers & employers, or between employers & workmen or between workmen & workmen, which is connected with the employment or non employment or term of employment or with the conditions of labor of any person.”, retrieved on 20th November 2009

Causes of Industrial Conflicts: