Royal Commission on Labour in India: Report(1929)||
In considering, therefore, what can be done to prevent misunderstanding and disputes, it is necessary to begin with the individual industrial establishment. No machinery of a more comprehensive or external character can hope to repair the loss which arises from the absence of a proper understanding within the factory or mine. It is consequently important that, where the scale of an establishment does not permit of detailed labour administration by its head in person, some method should be devised to meet the needs of the case. There are three possible lines, by no means mutually exclusive, which suggest themselves in this connection. With two of these we have already dealt. The development of stable trade unions, with access to those responsible for the management is the most obvious need. But this development is not likely to be rapid, and while the employer can do something to encourage it, his powers are limited. The second method is the appointment of labour officers. The functions of such officers have been discussed in our review of conditions in factories and have been referred to again in connection with mines, and it is unnecessary to repeat them here.