Approaches to Industrial Relations

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Meaning and scopes of IR qDunlops framework of ir system qTheoretical perspective qRule making and industrial relationship qBasic concepts and values qPartnership model for sound industrial relations
q

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Defining Industrial Relationship

Industrial relations encompasses a set of

phenomena, both inside and outside the workplace, concerned with determining and regulating employment relationship
Relationship between management and

employees or among employees and their organization that characterize and grow out of employment.

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SCOPE
3 3 The scope of industrial relations includes all aspects of

relationships such as bringing cordial and healthy labour management relations, creating industrial peace and developing industrial democracy.

Safeguard the interest of workers Fixing reasonable wages Providing good working conditions Providing other good social security measures Maintaining healthy trade unions Enhance economic status of workers Reduce conflicts in the organization Make good relations with subordinates

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John Dunlop and an Industrial Relations System

CONTEXTS ACTORS OUTCOMES
EconomicEmployers Social Managers Legal Trade Unions Productivity Political Conflict Logical Employees

PROCESSES

Managerial Reg Collective Bargaining Legal Reg.

Pay and Conditions Inc Less

Techno Customers Shareholders Feedback

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UNITARY APPROACH
Mutual cooperation, individual treatment,

team work and shared goals.

Work place conflict is seen as temporary Unions cooperate with the management

aberration, resulting from poor management

Managements right to manage is accepted

because there is no we they feeling harmony

Focus is on common interest and promotion of Based on reactive strategy. Direct negotiation

with employees

Participation of Govt, tribunals and unions is

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 Pluralism is belief in the existence of more than

one ruling principle, giving rise to a conflict of interests.

Conflict between management and workers are

inevitable but containable through various institutional arrangements ( like collective (CONFLICT APPROACH ) bargaining, conciliation and arbitration etc) and is in fact considered essential for innovation and growth.

PLURALISM

Trade unions are representative of employee

interests

It also perceives stability in IR as the product of

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MARXIST APPROACH
Marxists like pluralists also regard conflict as

inevitable but see it as a product of capitalistic society where as pluralist believe that the conflict is inevitable in all organizations conflict arises not because of rift between management and workers but because of the division in the society between those who own resources and those who have only labor to offer..

For Marxists IR has wider meaning. For them

Industrial conflict is thus equated with political and

social unrest

Trade Unions are seen both as labor reaction to

exploitation by capitalists, as-well-as a weapon to 5/17/12

Rules Making & Industrial Relationship

Rules in IR are shaped by their Legal, Political,

Economic, Social and Historical context

v

Constitutional and legislation framework party ; unilateral parties ; tripartite accords Parties
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v Single v Two

parties ; Collective bargaining

v Three

v Multiple

Basic Concepts And Values

Equity and Fairness Power and Authorities Individualism and Collectivism Integrity ,Trust and

Transparency

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Partnership Model
It is a model based upon collaboration between

labor and management which construct a healthy environment and leads to win-win situation for both the parties
OBLIGATIONS FOR

Management Unions

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