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
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)
Available Formats
Download as PPT, PDF, TXT or read online from Scribd
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)
Available Formats
Download as PPT, PDF, TXT or read online from Scribd
• 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.