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    Approaches To Industrial Relations

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    deepu0787
    Industrial relations involves complex interactions between employers and employees/unions due to the large scale of modern enterprises. It is a two-way process influenced by the attitudes and behaviors of both sides. John Dunlop developed a systems framework to analyze industrial relations from different theoretical perspectives like unitarism, pluralism, and radical unionism. The aims of industrial relations differ for management seeking profits, workers/unions seeking better wages and conditions, and governments seeking economic and social development. Employer attitudes toward unions can range from contempt to cooperation and influence behavioral responses. International organizations like ILO promote freedom of association and collective bargaining. While disputes inevitably occur, they do not have to be negative and can create opportunities for progress. The ultimate

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    Approaches To Industrial Relations

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    deepu0787
    276 views10 pages
    Industrial relations involves complex interactions between employers and employees/unions due to the large scale of modern enterprises. It is a two-way process influenced by the attitudes and behaviors of both sides. John Dunlop developed a systems framework to analyze industrial relations from different theoretical perspectives like unitarism, pluralism, and radical unionism. The aims of industrial relations differ for management seeking profits, workers/unions seeking better wages and conditions, and governments seeking economic and social development. Employer attitudes toward unions can range from contempt to cooperation and influence behavioral responses. International organizations like ILO promote freedom of association and collective bargaining. While disputes inevitably occur, they do not have to be negative and can create opportunities for progress. The ultimate

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    Industrial relations involves complex interactions between employers and employees/unions due to the large scale of modern enterprises. It is a two-way process influenced by the attitudes and behaviors of both sides. John Dunlop developed a systems framework to analyze industrial relations from different theoretical perspectives like unitarism, pluralism, and radical unionism. The aims of industrial relations differ for management seeking profits, workers/unions seeking better wages and conditions, and governments seeking economic and social development. Employer attitudes toward unions can range from contempt to cooperation and influence behavioral responses. International organizations like ILO promote freedom of association and collective bargaining. While disputes inevitably occur, they do not have to be negative and can create opportunities for progress. The ultimate

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPT, PDF, TXT or read online from Scribd
    Download as ppt, pdf, or txt
    276 views10 pages

    Approaches To Industrial Relations

    Uploaded by

    deepu0787
    Industrial relations involves complex interactions between employers and employees/unions due to the large scale of modern enterprises. It is a two-way process influenced by the attitudes and behaviors of both sides. John Dunlop developed a systems framework to analyze industrial relations from different theoretical perspectives like unitarism, pluralism, and radical unionism. The aims of industrial relations differ for management seeking profits, workers/unions seeking better wages and conditions, and governments seeking economic and social development. Employer attitudes toward unions can range from contempt to cooperation and influence behavioral responses. International organizations like ILO promote freedom of association and collective bargaining. While disputes inevitably occur, they do not have to be negative and can create opportunities for progress. The ultimate

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    Download as ppt, pdf, or txt
    of 10

    Approaches to IR

    Dr. Shekhar
    [email protected]
    9868729476
    A. IR Background

    • Industrial Relations in past era was in the context of


    artisan guilds – as scale & size of industrial activities
    were small – therefore relation was simple and direct
    • But in Modern days there is a great complexity of IR in
    terms of legality as well as size of enterprises. These
    factors make IR complicated.
    • IR is primarily based on individual perceptions of what
    is right in terms of 'fairness', exercise of power and
    authority
    • It is two ways process - attitude and behaviour of
    employers toward workers/ TU determine later
    attitude and behaviour. Or vice versa.
    B. IR within System framework
    developed by Dunlop
    • Theoretical perspective of IR ranging from
    unitarism of exploitative capitalism to the radical
    response of unions of ultra left & middle path of
    pluralism
    • Definition of IR - It is relation between employees
    and representative of employers
    • term 'IR' refer all aspects of employment
    relations.
    • term 'industry' widest sense include all forms of
    economic activities - agriculture, manufacturing,
    service etc.
    Exhibit 1
    • Human Relation - Relations between human
    being - include all categories, highly broad
    parameter;
    • Employee Relations - Between individual and
    employer; Relations among employees;
    • Employment Relations - Relations between
    parties, either individual or collective;
    • Industrial Relations - Collective relations
    between management and union
    Aims of IR from different interest point
    of views
    • from management - achieve best result/
    outcome with lest inputs
    • from workers/ TU points of view - improve
    wage, working conditions, gain control over
    work, secure redressal of grievances, and in
    some cases pursue political actions.
    • from Government perspective - develop
    sound labour - management relation for
    economic/ social development
    Employer's Attitude toward unions
    with reflective behaviour
    • (Fahlbeck 1996 - IJCLLIR)
    • Attitude Behaviour
    •  Contempt Dictatorial
    • Adversarial Paternal
    • Acceptance Businesslike
    • Cooperation Participative
    •  
    • Fahlbeck interpretation on attitude
    •  
    • =My boat attitude - get off from it if don't
    like it
    • = Shared boat attitude - we sail together
    • = our Boat - combine our effort to
    better it
    • = Your boat - sense of ownership
    IR and International Instruments
    • ILO has been champion on 'Freedom of
    Association and Right to Collective Bargaining'
    • ILO in 1998 Declaration on Fundamental
    principles and Rights at work (Decent work)
    IR Disputes – not always bad
    • Problem of IR existed in the past and continue
    to exist in every economic system.
    • Discontent and unrest per se are not bad - it
    open opportunity for progress, development,
    managerial capability enhancement etc.
    • More than ownership, it is the behaviour, values
    and underlying assumptions which make a
    fundamental difference in IR at micro and macro
    level
    Purpose of IR
    • secure highest level of mutual understanding &
    goodwill between several interests linked with
    production/ associated activities.
    • friendly atmosphere and spirit of working
    together for a common purpose must be
    developed' - for achieving this objective -
    responsibilities lies equally to both parties.
    • The options for labour and management include
    coercion, conflict, competition, compromise, co-
    option or collaboration, the last being generally
    accepted as the preferred mode.
    • purpose of IR not just 'peace'.
    • peace at any price policy will solve one problem
    but bring many others.
    • industrial relations is an art, the art of living
    together for purposes of production/ services' -
    Richardson, 1959.
    • It apply knowledge derived from the principle of
    many disciplines : economics, law, human/
    industrial psychology, anthropology, sociology,
    social work, etc.

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