simplified explanation related to labour unrest

1. Labor is one of the major production factor. Without labour there is no production.
Labour unrest Is an organizing and strike actions undertaken by labor unions, especially
where labor disputes become violent or where industrial actions in which members of a
workforce obstruct the normal process of business and generate industrial unrest are essayed.
Labor unrest occurs when employees believe that they are treated unfairly by the management
of the company. Employees organize themselves under a certain labor union and strike upon
the company. Workers organize strikes to show their dissatisfaction and represent their
demands towards the company.
CAUSES OF LABOUR UNREST
1. HEALTH HAZARDS
Health hazards contribute to labor unrest, Poor working conditions which are faced by the
employees; this mainly occurs when an organization violates the industrial safely and rules
putted by the government and cause the employees to strike upon a company.
2. EXCESSIVE WORKING HOURS
Working hours contribute to labor unrest, According to labour relation act of Tanzania,
maximum no of hours an employee allowed to work in a week is 45 hours, an employer I s
also required to pay an employee not less than one and one half times the employee basic
wage for any overtime worked. If such regulations are not followed like excess working hours
by employees with no overtime payment, it might cause labor unrest.
3. LOW WAGES.
Employees normally want a fair and equitable remuneration. They need to be paid not less
than what the governmental salary scale standard set depending on education level.
If the provided remuneration is unsatisfactory such that a company makes large amount of
profit, while providing low salaries to its employees, Employees may organize a strikes to
demand increase in salary.
4. DEMAND FOR LEAVE WITH PAY
Some companies do not pay their employees when they are on leave. Workers may strike in
order to pursue the company for leave payments.

2. 5. DISCRIMINATION
If there is no equal opportunity in employment among workers and employer fail to eliminate
such matter. For example if part time wages in industries were treated more fairly than full
time wages in terms of payment, Wages my strike to demand an equal pay for both the full-
time and the part-time wages
No employer is required to discriminate employee due to colour, nationality, tribe, sex,
Disability, HIV/AIDS.
6. INEDEQUATE WORKING TOOLS
If the production tools are not safe, poor or fewer than the actual work to be done daily, And
employee does not put into consideration such matter, but only forcing the workers to perform
the work beyond the tools capabilities. Workers may organize a strike to demand sufficient
tools needed for the production.
7. AGGRESSIVE BEHAVIOUR OF MANAGERS TOWARDS EMPLOYEES
Most of managerial do not consider employees, they just look on their own side, for example
managers may use abusive languages to their employees, and sometimes even hit workers
which create the desire for revenge on workers towards management
The behavior of managers to discourage labour unions and their rights, employees’ freedom
of association contribute a lot towards labour strikes.
WAYS TO MITIGATE LABOUR UNREST
1. Humans must be treated as human being not just as a means of productions. This
means the human resource management should consider humanitarian view rather than
authoritative view only. Matters such employee should not overwork, they need to have time
for rest, they should be also provided with good working environment that will ensure the
healthy and safety

3. 2. Identification of factors that might lead to conflict between workers and management.
Several factors can lead to conflict between workers and management, if such occurs, a
Company must be ready to trace the root cause of the problem and solve it by Setting up of
strong machinery for resolving disputes through collective bargaining and grievance that must
ensure employee participation.
3. Provision of fair equitable remuneration to workers. Remuneration should also be a
primary concern; it plays important means for satisfying human wants and needs. Employees
should be rewarded fairly and equally for their man power towards the firm and for them to
stay working under the firm..The management should provide salaries that meets the cost of
living
4. Labours should not be under-estimated. Human beings have emotions and that should
be respected. And whenever, the emotions or the self-respect of the workers will be played
with, these strikes will keep on occurring
5. Challenging jobs should be given to workers. The challenging jobs must be given to the
workers from time to time to protect and safeguard the interests of the workers and keep their
task interesting.
6. Proper channels of communication to be set up by the management. With proper
channel of communication, the company will be able to improve the trust factor and
transparency between the management and the workmen and reduce the levels of hierarchy
between the workmen and the management
7. The Human resource managers must be of humanitarian view rather than authoritative
view
Generally preventing labour unrest is of great importance, if it is not, it will lead to several
impacts including loss of jobs by employees, Loss profit to the company due to its stoppage in
production, Poor image of the company and the burden to fix expenses caused by the strikes.

4. Effects of labor unrest.
*Effect on workers;
a) Loss of wages.
b) Physical injury or death on account of violence during labor unrest.
c) Excesses by employers.
d) Economic losses.
e) Bitterness in relations.
f) Adverse affect on career
*Effect on employers/ industrialists;
a) Loss production.
b) Less profit.
c) Bad effect on human relations.
d) Damage to machines and equipment.
e) Adverse effect on development of companies.
f) Burden of fixed expenses.
*Effect on government;
a) Loss of revenue (Loss recovery of income tax, sales tax and so on).
b) Lack of order in society.
c) Blame by different parties.
*Effect on consumer;
a) Rise in prices.
b) Scarcity of goods.
c) Bad affect on quality of goods.

5. *Other effects;
a) Adverse affect on International trade (fall exports and rise in imports).
b) Hindrance in economic development of the country.
c) Uncertainty in economy.

6. REFERENCES
https://www.scribd.com/doc/126772504/HRM-Labour-Unrest#scribd .(Accessed 5th march
2015).
Carter, D, England, G.Etherington, B &Trudeau, G. (2002): Labour law in Canada,5th
edition, Toronto.
Employment and labour relation Act of TANZANIA, 2004

7. REFERENCES
https://www.scribd.com/doc/126772504/HRM-Labour-Unrest#scribd .(Accessed 5th march
2015).
Carter, D, England, G.Etherington, B &Trudeau, G. (2002): Labour law in Canada,5th
edition, Toronto.
Employment and labour relation Act of TANZANIA, 2004