IOSR Journal of Humanities and Social Science (IOSRJHSS)

ISSN: 2279-0845 Volume 1, Issue 2 Sep-Oct 2012), PP 35-41

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Labour Relations Practices in Tea Industry of Assam-With

Special Reference to Jorhat District of Assam.
Dr. Horen Goowalla.
Associate Professor,Department of Commerce, Mariani College,

ABSTRACT: There is no shadow of doubt about the pivotal role played by Labour Relation practices in
bringing about a sense of contentment and pleasure among the workers of an industry. Therefore, an attempt
has been made to study the existing Labour Relation Practices in tea industry of Assam. Tea industry is the most
important industry in the state of Assam and it is labour intensive. Samples have been drawn from three tea
estates belonging to three different types of organizations namely public, private and government
ownd.Opinions are sought from the selected samples on important parameters of Labour Relation such as
personal policies and practices, wages and salaries, working conditions, union activities, participative schemes,
redressal of grievances etc. It was found that though the responses of the workers vary from one tea estates to
another. They reflected a strong degree of dissatisfaction on different parameters associated with the practices
of labour relation. Therefore, it will not be wrong to opine that tea industry of Assam has long been neglecting
the human aspect of the organizations. An attempts has been undertaken to highlights the strong areas where
the tea estates would be advised to capitalize on; and to identify problem areas and formulate suitable
recommendations to improve the pattern of labour relations in tea estates of Assam.
Keyword: personal policies and practices, participative schemes, union activities, wages and salaries, working
conditions,

I. Introduction
Tea industry is the most important industry in Assam as elsewhere in the country. It is a major industry
of Assam. The industry has yielded fame and wealth not only to the state of Assam but also to the nation and in
international matters. Leaving apart the other component of the industry let us peep into the human input of the
industry giving special emphasis on the workers. There are about eight lakhs workers working in more than one
thousand tea estates in Assam. In the very beginning, the planters had to face great difficulties in securing the
necessary labour force for the plantation and it became necessary to bring workers from some other parts of the
country. A large number of very poor people especially from Orissa, Bihar, Madhya Pradesh and other part of
India were brought by the Britishers with fabulous offer to work in the tea gardens in Assam. Since then, the
migrated workers have been playing an important role in the development of tea industry of Assam. They are
now part and parcel of the industry. In the course of time many of the migrated workers settled down
permanently and are contributing towards the economy of Assam.
“The permanent settlement of workers in and around the plantations is mainly because recruitment of
workers in the initial stages was family based. Workers were encouraged to migrate to the plantations with their
families. This served two purposes. First, the planters wanted cheap labour who would permanently settle in the
plantations and this could be achieved by encouraging families to migrate rather than individuals. The entire
family male, female and children-worked on the plantation at wages determined by the planters. Secondly,
family migration ensured that labour could be reproduced which would ease the problem of further recruitment
in the future.
The state of Assam is marked by considerable diversity- geographical, economical, social and political
etc. The same is reflected in the tea estates and its workforce. The economic conditions of the tea garden
labourers in different parts are far from uniform. Accordingly, the conditions and other amenities vary from
estate to estate. It becomes difficult, therefore, to project a clear picture on the basis of studies carried out in a
few tea estates.
Table 1.1 Employment of Labour in the Tea Industry of Assam
(Estimated Average Daily Number of labour Employed in Tea Plantation in India)
year ASSAM NORTH INDIA ALL INDIA
2000 6,02,531 8,73,400 6,19,663
2001 6,11,063 8,83,450 12,32,150
2002 6,19,663 8,95,900 12,55,100
2003 6,19,663 8,96,272 12,56,210
2004 6,19,663 8,96,717 12,57,610
2005 6,19,663 8,97,500 12,58,800
2006 6,19,743 8,98,000 12,59,500

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 Labour Relations Practices in Tea Industry of Assam-With Special Reference to Jorhat District of
Source: Tea Board Statistics, Govt of India.2008.

II. . Labour Relations: A Conceptual Explosion

Broadly speaking, the term labour relations is composed of two words ‘labour’ and ‘relations’.
According to Marshall (1961), labour may be defined as ‘any exertion of mind or body undergone partly or
wholly with a view to some other than the pleasure derived from the work, while the term relations mean, ‘the
relationship between the employer and his employees that exists at the work place’. In the words of Cryster
(1994), ‘the term labour relations has come to mean that part of general labour field which includes the
procedure in collective agreements, the servicing of grievance and the conciliation of disputes between the
employers and employees, if at all possible, without cessation of work’. It deals with the scientific investigations
of the social and psychological inter-relations, establishing a direct relationship between the employer and
employee. Labour relations are primarily concerned with the union management relations, techniques of
negotiation, collective bargaining, evaluation of labour contracts, discipline, joint consultation, arbitration,
conciliation, adjudication and other allied legal matters, strikes and lockouts, labour costs, employment and non-
employment and other terms and conditions of service such as wages, allowances ,bonus , benefit plans,
closure, retrenchment, working hours, festival holidays and leave and security of service (Nath and Ghosh).

III. . Review Of Literature

Since the very purpose of the literature review is to give insight as to how the subject matter is dealt,
the researchers have opted to summarize the findings and conclusions drawn from, and recommendations given
on the studies made by different researchers in the field of labour relations in India and even in foreign
countries.
Haber and Levinson (1956) designed a study of labour relations and productivity in the building
trades’. They found that the labour relations pattern in the building trades differs materially from that perfected
in other industries. The only suggestion to improve the labour relations in the building trades is the progress in
assuring steady employment.
Saxena (1964) in his study entitled, ‘Industrial Relations in five Industrial Units of Meerut District’ has
brought to the forefront the fact that the problems of industrial relations should not be tackled merely on the
economic front. These are sociological problems depending for their solution on the mutual trust and confidence
among the workers and the employers.
Singh (1966) in his published doctoral thesis entitled, ‘Labour Management in Sugar Industry’ has
observed that there is no initiative on the part of employers willfully (excepting legal obligations) to provide
welfare facilities to workers.
Nair (1973) conducted case studies to ascertain the labour management relations in Kerala. He pointed
out rich diversity in the pattern and composition of labour management relations that prevail in the state. It
shows that Kerala has forged ahead in the matter of evolving a system of labour management relations, which
can well be a guide and model for the rest of India.
Das (1983) in his research makes an intensive study of industrial relations in six textile mills of Indore. He
found that industrial relations are sociological problems, depending for their solution on the mutual
understanding between the operative and managerial staff.
Chand(1989) designed a study of industrial relations in the public sector in Andhra Pradesh. He
suggested uniformity in the wage structure of all public sector units in the Andhra Pradesh (to reduce many
labour problems).

3.1. Research Gap

From the foregoing review of literature it can be understood that though many studies have been
conducted on different aspects of labour relations in India and even in foreign countries, a study specifically for
labour relations practices in tea industry of Assam is missing in literature. Similarly, no study has made a
comparative analysis of degree of satisfaction among the employees of public, private and government owned
tea industry of Assam. Moreover, till date, no research has been conducted on any aspects of labour relations in
tea estates sampled for this study. Hence, the present study examines empirically the vital issues affecting the
relationship between labour and management in selected tea estates of Jorhat Distrct of Assam and suggests
measures to make them more effective contributions for the productivity and prosperity of tea estates of Assam.
3.2. Objectives of the Study
The present study examines the labour relations practices in tea industry of Assam and aims at making
a comparative analysis of labour relations in the tea estates of the state, taking in to account the public, private
and government own tea estates of Assam. The important objectives of the study are:
I. To study the labour relations practices in tea estates of Assam;
II. To conducts attitude survey on selected samples, make analysis, and draw conclusions;
III.To highlight the strong areas where the tea estates would be advised to capitalize on; and
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 Labour Relations Practices in Tea Industry of Assam-With Special Reference to Jorhat District of
IV. To identify problem areas and formulate suitable recommendations to improve the pattern of labour
relations in tea estates of Assam.

3.3. Research Design

The tea industry of Assam is divided into two sectors, viz. orgarganised and unorganized (Small
growers). The study covering a period of 2000 to 2010 subject to the availability of data refers only to the
organized tea estates of Assam, which consists of private, public and government own tea estates of the District.
However, one of the best methods of the study would have been to make a survey of all the tea estates of the
District But since this is a very large and time consuming project, it was decided to use the case method. Thus, a
sample of three tea estates (selecting one from each sector) has been considered as the modest number from the
point of view of feasibility of cost and time.
The field investigation is based on a sample of 300 respondents selected through simple random
sampling technique with a precision of ± 5 percent. Out of this, 100 respondents of each sector have been
selected to ascertain their reactions towards different labour issues and to locate the problems. While choosing
respondents, efforts have been made to ensure that all categories of employees are interviewed. The analysis is
based mainly on the responses received from them. The study has been conducted in the following three tea
estates:
Public Sector: A Case Study of Hoolung Goorie Tea Estates, Jorhat.
Private Sector: A Case Study of Teok Tea Estates, Jorhat.
Government Own Tea Estates: Dhekiajuli Tea Estates, Jorhat.

3.4. Research Methodology

The choice of sampling design and various tools of analysis are based on the specific objectives fixed
to the study. Data pertaining to the study are collected both from the primary and secondary sources. Primary
data have been collected mostly by direct contact method and prepared questionnaires and schedules to carry out
the investigation for this purpose.
All the information based on primary sources has been collected from the personnel departments of the
selected tea estates of Assam and through personal interviews with the workers, union leaders, and officers on
the basis of pre-structured questionnaires eliciting information on a number of major aspects of labour relations
like personnel policies and practices, wages, labour welfare, working conditions, trade unions, strikes, procedure
for settlement of disputes, redreesal of respondents’ grievances and taking disciplinary action,
workers’partipation in management etc.to authenticate the research and arrive at genuine conclusions.
A major chunk of the portion based on the secondary information is obtained from the magazines, newspapers,
journals, books, unpublished theses, annual reports of the companies and various other publications of the
Government of India and Government of Assam. Finally, all the information and data collected are analyzed and
important inferences have been drawn from them.

3.5. Limitations of the Study

In the present study, an attempt has been made to cover all important aspects of tea labourers in the tea
industry of Assam with the maximum degree of thoroughness. But in this earnest endeavor, various difficulties
of a serious nature at all stages of the enquiry have been experienced.
The study, however, brings within its fold almost all vital issues relating to the labour relations in the tea
industry of Assam. But it is pertinent to mention that as these are case studies, results and findings presented in
it may not strictly apply to the tea industry of Assam as a whole.
An attempt has been made to highlight the empirical part of the work. The respondent’s views were taken on a
number of common aspects relating to labour relations practices of their respective gardens. In the following
pages, an attempt has been made to evaluate their views on these issues:

IV. Respondents’ Opinion Towards The Personnel Policies And Practices:

The following data reveals the opinion of respondents regarding personnel policies in the sample tea
gardens:
Table: 1.1 Respondents’ Opinion towards the Personnel Policies and Practices in Tea Industry of JorhatDistrict.
Factors Hoolung Goorie T.E Teok T.E Dhekiajuli T.E
S D No S D No S D No
Recruitment
20 70 10 40 60 -- -- 90 10
procedure
Selection
10 90 -- 50 50 -- -- 100 --
procedure
Training
10 90 -- 20 80 -- -- 100 --
Scheme
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 Labour Relations Practices in Tea Industry of Assam-With Special Reference to Jorhat District of
Transfer
90 10 -- 80 20 -- --- 100 --
policy
Promotion
20 80 --- 30 70 -- -- 100 --
policy
Total 150 340 10 220 280 -- -- 490 10
Source: Questionnaires and personnel interview.

The survey of personnel policies and practices of the sample gardens clearly reveals that the
respondents of Dhekiajuli T.E has shown a high degree of dissatisfaction as compared to the respondents of
Hoolung goorie T.E and Teok T.E. Out of total, 90% respondents of Dhekiajuli T.E was dissatisfied with the
recruitment procedure. However, in Hoolung Goorie T.E, 70% respondents was dissatisfied whereas in Teok
T.E, The percentage of respondents dissatisfied with the recruitment procedure was 60%. In Hoolung Goorie
T.E 20% of total sample was satisfied with with the recruitment procedure and 40% respondents was satisfied
with the recruitment procedure of Teok tea Estate and 10% of Hoolung Goorie T.E and Dhekiajuli T.E was
given no opinion.
It is analyzed that 90%, 70% and 60% respondents were dissatisfied and the level of dissatisfaction was
very high due to no sound policies and the management did not appoint the right person in right time because
they are under the grip of various pressurize groups so that majority of the respondents were not satisfied the
recruitment procedure of the sample gardens in the Jorhat District of Assam.
Hundred percentage of the total respondents of Dhekiajuli T.E were dissatisfied with the selection procedure of
their company.However, in Hoolung Goorie T.E 70% respondents were dissatisfied, whereas in Teok T.E, 50%
respondents were dissatisfied with the selection procedure.The percentage of respondents who were satisfied
with the selection procedure was just 10% in Hoolung Goorie T.E, 50% in Teok t.E and in dhekiajuli T.E ,
there was no level of satisfaction at all.

V. Respondents’ Towards The Wages And Salaries

Wages and salaries determine the degree of job satisfaction among the employees. The following table
exhibits the opinion of respondents regarding their remunerations.

Table: 1:2 Respondents’ Opinion towards the Wages and Salaries

Factors Hoolung Goorie T.E Teok T.E Dhekiajuli T.E
Satisfied 70 75 10
Dissatisfied 30 25 80
No Opinion 00 00 10
Total 100 100 100
Source: Questionnaires and personnel interview.

When all the three tea gardens were compared on the basis of actual wages and salaries, significant
differences were observed. A majority of the respondents in Hoolung Goorie T.E and Teok T.E i.e. 70 percent
and 75 percent respectively, were satisfied with the existing wages .However, there is contentment among the
respondents of Hoolungoorie T.E and Teok T.E with regard to wages and other financial benefits as compared
to Dhekiajuli T.E. The level of discontent was found to be high as 80 percent in Dhekiajuli T.E with regard to
the monthly remuneration they get. However, in Hoolungoorie T.E and Teok T.E, only 30 percent and 25
percent respectively were unhappy with their wages.

VI. . Working Conditions

The environment and conditions under which the employees render their services in a concern is a
paramount influencing factor in making the workers complaisant towards their work and life. Therefore, the
opinions are sought on this parameter as reflected by the following table :

Table 1.4 Respondents’ Opinion towards existing Working Condition

Hoolung Goorie T.E Teok T.E Dhekiajuli T.E
Factors
S D NO S D NO S D NO
Apron 30 60 10 60 20 20 00 100 00
Umbralla 25 65 05 50 50 000 00 100 00
Creche 25 55 20 30 70 00 00 100 00
Chappall 20 80 00 30 70 00 00 100 00
water 40 50 10 60 40 00 00 100 00
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Lighting 20 60 20 30 70 00 00 100 00
sanitation 30 70 00 40 60 00 00 100 00
Source: Questionnaire and personal interviews
S = Satisfied. D = Dissatisfied. No = No Opinion

The survey highlights that on the whole, the working conditions in Dhekiajuli T.E were quite
dissatisfactory since 100 percent of respondents have shown a higher degree of dissatisfaction towards every
aspect of working conditions. A close perusal of the data reveals that the working conditions in Hoolung Goorie
T.E and Teok T.E were also quite diplorable and a majority of respondents were unhappy against the existing
working conditions. Only a small number of respondents in Hoolung Goorie T.E and Teok T.E showed their
satisfaction with the working conditions.

VII. Unions Activities And Management’s Attitude

The modern day Trade unions have a greater role to play in not only progressively securing better
facilities and amenities to the workers but also in maintaining a good labour relation in the industry. Therefore,
the perceptions of the workers are sought about the role and activities of the Trade Unions and responces are
shown in the following table

Table: 1.5 Respondents’ Opinion towards the Unions Activities and Managements’ Attitude towards Unions
Hoolung Goorie T.E Teok T.E Dhekiajuli T.E
Factors
S D NO S D NO S D NO
Unions’
40 60 00 70 30 00 20 80 00
activities
Managements’
30 60 10 60 40 00 10 90 00
activities
Source: Questionnaire and personal interviews
S: Satisfaction. D: Dissatisfaction. No: No opinion

It was observed in the survey, that 40% of the respondent in Hoolungoorie T.E and 70 percent of Teok
T.E were satisfied with the activities of the trade unions. However, some respondents were of the view that
union leaders of recognized unions in Hoolungoorie T.E and Dhekia juli T.E were under the influence and direct
control of the management. The unions neither chalk out any welfare programme nor fight for the rights of
respondents, as reflected from the fact that 80 percent of respondents’ were not having a good opinion about the
activities of unions.
Moreover, it was also reported by 30 percent and 60 percent respondents of Hoolung Goorie T.E and
Teok T.E respectively, that the attitude of management was favourable towards union. On the contrary, 90
percent in Dhekiajuli T.E, 60 percent in Hoolung Goorie T.E and 40 percent of Teok T.E alleged that the
management does not encourage unions. However, the position with regard to Hoolung Goorie T.E and Dhekia
juli T.E was totally different. Generally, the management did not interfere with the legitimate trade union
activities. As noted through interviews, 60 percent in Hoolung Goorie T.E and 40 percent in Teok T.E
respectively felt that the management of their company possessed a hostile attitude towards their association.
Besides, it was observed that no proper record of membership was kept in Hoolung Goorie T.E and Teok T.E
by the un-organized unionsof the tea estates. It was also found that workers’ participation in trade union
activities was significantly low in Dhekia juli T.E and Hoolung Goorie T.E as compared to Teok T.E.

VIII. . Participative Schemes, Redressal Of Grievances And Settlement Of

Industrial Disputes:
Different participative schemes, procedure of redressal of grievances and settlement of industrial
dispute are all part and parcel of labour relation practices and all these contribute towards building up a
complacent work force. Therefore, opinions of the respondents were sought on these parameters and these are
exhibited in the following table:

Table: 1.6 Respondents Opinion towards the Participative Schemes, Procedure of Taking Disciplinary Action,
Redressal of Grievances and Settlement of Industrial Disputes
Hoolung Goorie T.E Teok T.E Dhekiajuli T.E
Factors
S D NO S D NO S D NO
Participative
20 70 10 30 70 00 30 70 00
schemes
Disciplinary 30 70 00 40 50 10 10 90 00

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action
Redressal of
30 70 00 30 70 00 00 100 00
grievances
Settlement of
30 70 00 40 50 10 00 100 00
disputes
Source: Questionnaire and personal interviews
S: Satisfaction. D: Dissatisfaction. No: No opinion

It was observed that a majority of respondents of all the three tea gardens reported that their
management does not encourage workers’ participation in management, except for a few schemes where there
were legal compulsions for worker participation. However, the degree of dissatisfaction in this matter was noted
higher in Dhekiajuli T.E .All the 100 percent respondents in Dhekiajuli T.E showed dissatisfaction with the
attitude of the management towards activities of the unions. The respondents felt that the management has failed
completely in encouraging the workers to involve themselves in different activities of the union and seldom
offers opportunities to the workers so that they can participate in the different programmes and policies of
management.
The procedure of taking disciplinary action was another aspect on which the respondents’ views were
sought. It was found that in Teok, only 40 percent of the total respondents appreciated the procedure of taking
disciplinary action while the degree of satisfaction was a little lower in Dhekia juli T.E (10%) and Hoolung
Goorie T.E(30%) respectively. The procedure of redressing grievances was not at all approved by the
respondents of Dhekiajuli T.E whereas in Hoolung goorie T.E and Teok T.E 70 percent respondents have
shown higher degree of dissatisfaction. The remaining respondents were satisfied with the procedure of
redressing grievances. The degree of dissatisfaction among respondents regarding procedure for settlement of
disputes was as high as 100 percent in Dhekiajuli T.E, 70 percent in Hoolung Goorie T.E and 50 percent in Teok
T.E. On further probe it was found that there was a popular belief among the respondents of Dhekiajuli that the
management never solved their problems unless they represented their cases to the conciliation machinery
through union leader or resorted to a strike. As most of the respondents are illiterate, they are unable to follow
the grievance procedure.

IX. Findings
1) The workers of the sample tea estates exhibit a high degree of dissatisfaction with regard to recruitment,
appointment and selection procedure adopted by the authority and the respondents felt the existence of
different pressure groups which had been acting as hindrance in adopting a transparent, suitable and sound
recruitment policy.
2) There has been a marked difference in the level of satisfaction of the respondents of the three tea estates
chosen for the study with regard to the existing wage system. The Levels of satisfaction in government own
tea estates are alarmingly low as compared to the tea estates of Private and Public sector. This is because of
mismanagement, bureaucratic red tapism and also failure of the government to pump sufficient capital to
these tea estates.
3) The working environment in which the workers are to work reflects a dismal picture as most of the
respondents do not feel that the existing working condition is at all up to their satisfaction.
4) The activities of the Trade unions in the sample tea estates are found below the desired level. This is due to
the failure on the part of the trade unions in developing a sense of belonging and building trust among the
workers by taking a pro-active role.
5) The existing procedure for redressing grievances and settlement of disputes is also not approved and
favoured by the workers as they reflected a high degree of dissatisfaction towards these mechanisms.

X. Conclusion
The industry in Assam in general and tea industry in particular have long been neglecting the human
aspect of the organization. Most of the industries do not even have a Personnel manager. Now the time has come
for the tea industry of Assam to realize that in order to produce extra ordinary result, organization will have to
depend a great deal on human aspect as this will help in bringing about the much needed competitive edge. This
has made ‘labour Relation’ more significant and meaningful. The tea industry should understand that technology
is no longer monopoly nor is the availability of money, but what may be monopoly would be the people
associated with the business organization. The competitor of the industry can duplicate the business strategies,
but cannot duplicate the people. This, in this context, one shall hope that the tea industry will evolve and
develop a mechanism which will help it to enjoy and practice good, sound and timely labour relation activities.

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 Labour Relations Practices in Tea Industry of Assam-With Special Reference to Jorhat District of
XI. Acknowledgement:
At the very outset, I would like to express our deepest sense of gratitude to Mr B.K Gogoi, Principal
Mariani College, without whose active support and co-operation, completion of the work within allotted time
would not have been possible. I am particularly indebted to Dr A.B.P.Gohain,Prof. P.Sharma,Prof. Lachit
Gogoi, respectively for their encouragement and valuable suggestion. I am also thankful miss Sangita Bora for
active co-operation. I am also thankful to librarian, Assistant librarian, and other staff members of Mariani
college for their sincere co-operation.

Reference:
[1] A.C.Cryster(1961): labour relations in canada.Toronto;Canada,pp -9.
[2] Alfred Marshal(1961): principles of economics. London: Macmillan & Co Ltd,Eight Edition,p-54.
[3] D.k.Lal Das (1961): industrial relations in india. New Delhi, S.Chand & Co Ltd,PP-23.
[4] K.Ramchandran Nair (1973): industrial relations in kerala. New Delhi, Sterling Publishers Pvt Ltd, PP.98-101.
[5] M.P.singh (1966): labour management in sugar industry. Lucknow, educational publishers, PP, 66-79.
[6] R.C.sexana (1964): industrial relations in selected units. New Delhi, planning Commission, PP-1.
[7] S.Nath,P.Ghosh(1973): labour relations in india. New Delhi,Sudha Publications pvt Ltd,pp-79
[8] William Hyber, Harold M.Levinson (1956): labour relations and productivity in the building trades. Barueau of industrial relations,
University of Michigan, PP-23-34

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