CHARACTERISTICS OF INDUTRIAL RELATION IN DIFFERENT

TYPES OF THE GOVERNMENT IN THE WORLD

Industrial relations is a subject of much controversy due mainly to the ideological

or intellectual persuasions of those trying to define or conceptualize it. Therefore,
there are various scholars who define industrial relations, such as John T. Dunlop,
the American Professor of labour Economics (1958) defines industrial relation “as
the system of rules”. From Dunlop view, industrial relations system in its
development is regarded as comprised of certain actors; certain contexts and
ideology, which binds the industrial relations system together and body of rules
created to govern actors at the workplace and work community. Dale Yoder (1956)
defines industrial relations as a "whole field of relationships that exists because of
the necessary collaboration of men and women in the employment process of an
industry. Armstrong (1991) also considers industrial relations as system, as Dunlop
defined it. Armstrong define industrial relation “is concerned with the systems and
procedures used by unions and employers to determine the reward for effort and
other conditions of employment, to protect the interests of the employed and their
employers and to regulate the ways in which employers treat their employees”. In
additional industrial relation is collective relationship between union and employer
which grow out of employment also relationship between employees and
management in the day to day working of industry, N. Singh, S.K Bhatia(2006).

Industrial relations it can be traced since 13th century where there were the emerge
of skilled and talented people who work and formulate groups. Also during the
slave trade period, where there was the master who was considered as employer
and the slaves who were the employees. Therefore, even after the formation of
states industrial relation grow more and more. Such spread of Industrial relations to
the United Kingdom in the 1930s, to Australia, Canada, and New Zealand in the
1950s and to continental Europe and the rest of the world after 1960. Along the
way, it examines recent trends in industrial relations in North America, Europe,
Asia, Africa, and Latin America. By so looking now it can expressed in matter that
industrial relations pass and is in different characteristics according the state model
or system of its Government, such as federal democratic state, communist states,
post communist system as well as authoritarian system.

General characteristics of Industrial relations as stated by Nirmal Singh and S.K

Bhatia (2006:3) are-: industrial relations are outcome of employment relationship
in an industrial enterprise. As a regulated relationship, the focus of it is on rule-
making by participants so that there may be un-interrupted production. The work
situation may provide methods of adjustment and cooperation with each other. The
government agencies involve to shape the industrial relation through laws, rules
and awards. The important actors of industrial relation are employee or the
organizations, employers and their associations and the government.
The following are the main characteristics of industrial relations according to
different system of Government as follows-;
Communist system of government like Bulgaria has the following industrial
relation characteristics
Presence of trade unions. It aims to ensure employees’ participation in the ruling
party's various economic programs. For example BTU thus Bulgaria Trade Union
since 1957, at present there is “Confederation of Labour Podkrepa and
“Confederation of Independent Trade Unions in Bulgaria (CITUB )”, both trade
unions were formed in 1989 which main objective is to protect employees rights
and interests. Moreover employer have their organizations for instance Bulgarian
Industrial Association (BIA ).
Laws protect industrial relation. For example A new Labour Code was adopted in
1994 and amended in 2002 (Socialist Republic of Vietnam, 1994, 2002). The
Labour Code provides a framework for the regulation of employment relations
based on individual labour contracts and collective agreements. The Labour Code
provides a strong basis for the protection of employees from overexploitation
Clarke et al (2006)
Moreover in post communist system of government, industrial relations is
characterize as follows-:
Employees participation. Involvement of employees in many matters concerning
working conditions and decision making. This is because employees are the one
who makes the policies and organization operation to be accomplished.

Industrial relations is govern by some laws. For example in Russia as post

communist government, there is what do called “Russia labour code of 2001”,
which act as the protector of all issues concerning labour matters.
Apart from that there are characteristics in federal democratic system of
government as follows-:

Disputes resolution is start through collective bargaining. Countries such as India

and Tanzania. Any dispute when rise in the employment is well solving through
collective agreement and if it fails move to another stage that is arbitration, then
mediation and later on adjudication to labour court.

The government agencies involve to shape the industrial relation through laws,
rules and awards. For example in Tanzania government agencies that involve in
shaping industrial relation includes Commission for mediation and arbitration
(CMA) The wage board(WB), Labour Economics and Social Council(LESCO),

State as one of the actors in industrial relation play a great role through enact laws
that shape the industrial relation. For example Tanzania there acts such as
Employment and labour relation act, act No.6(2004), labour institution act, act No
7(2004), workers compensation act, act No.20(2008).
Nevertheless in the authoritarian system of government, which is looks like
dictatorship system? Have the following characteristics-:
There is no employee participation in employment. Employees had no say in the
system of authoritarian government; they are not even participated in any matter in
employment concern. Every decision is made at the top (management). For
example Zimbabwe.
Subjected and unprotected of employees interest. In this system of government, the
state had always on the side of employers on labour matter, so as to protect the
interest of the bourgeoisie, by so doing the workers interest are left unprotected
Richard Hyman(1975).

Power base approach is mostly model used to solve disputes. In authoritarian

system the one who have power is who win the batter, and mostly are the
employers. When there is rise of dispute employees are feared to be fired because
they have nowhere to go, but employer cannot fear strikes simply he has nothing to
lose.

Inconclusively, industrial relations in one of the main function that performed by

human resource manager, so as to ensure and thrust the mutual understanding
between management and employees are still exists. This can be done through
compensation, motivation, payment of wages and other remunerations. The role of
the state in industrial relations system is noble and unique. To carry out
development plans in the interest of the society, it has become necessary for
government to participate actively in the system and thus ensure that the employers
and union are associated with the development of the country. Research on the role
of the state in industrial relations in the developing countries has been quite
extensive. In the post –independence period, research has focused less on
abstentions and voluntarism policies and more on explanations and consequences
of increased interventionist policies.

REFERENCES

Adams, Roy .J (1991),“Comparative Industrial Relations: Contemporary Research

and Theory”, Harper Collins Academic, London, UK
Bakke, E.W. Kerr, C. Anrod, C.W (1960), Unions Management and the Public 2nd
ED Harcourt, Brace and World INC New York Burlingame
Budd, J.W (2009), Industrial relations theory. University of Minnesota

Clarke, Simon (2006), The Changing Character of Strikes in Vietnam‘, Post-

Communist Economies.

Dunlop, J.T (1958) “Industrial Relation System”, Holt, New York

Keller, Berndt. K. (1991), “The Role of the State as Corporate Actor” in
Comparative Industrial Relations, Contemporary Research and Theory”,
Harper Collins Academic, London, UK.

Otobo, Dafe (2000), “Industrial Relations: Theory and Controversies” Malthouse

Press Ltd, Lagos.

Singh, N, Bhatia S.K (2006), industrial relations and collective Bargaining Theory
and Practice, Deep and Deep publication PVT LTD, New Delhi India