Conflict between the management and workers is understood as inevitable and, in fact, is viewed as conducive for innovation and growth. Most of the managerial literature argues that in economy based on Knowledge, it is essential and not only appropriate to adopt flexible workplace practices (Kelly 1998, Atkinson & Court 1998). In his opinion, the goals of this approach is to ensure collectivism among the members for efficient production through extensive coverage of mutual interests. These approaches to industrial relations at a primary level are analytical categorizations and not theories having predictive values. PLJ'22LhE bR1A;z-&Mk/`.H?U`!F075B,)urDF&t{(2;!pWp Y+&ykNIbSaud!#YCWVhg2crC2
?4kkG!)PU# In 2012, the company Forever 21 was sued by the US Department of Labor for ignoring a subpoena requesting the information on how much it pays its workers just to make clothes (Lo. Human Relations Approach to Industrial Relations: Human resources are made up of living human beings and not machines. Organizations as coalitions of competing interests, where the management's role is to mediate amongst the different interest groups. Employers and workers are seen as being on the same team or even the same family. Bridget Peaco Legitimacy of the managements authority is not automatically accepted. He advocated voluntary arbitration and mutual settlement of disputes. Learn how your comment data is processed. This theory operates on the basis that businessorganisations are complex social structures that are made of various interest groups. Ackers, P 2002, 'Reframing Employment Relations: The case for neo-pluralism', Industrial Relations Journal, vol. The management uses consultative approaches in reacting and providing solutions to conflicts. To Marxists, the pluralist approach is supportive of capitalism, the unitary approach anathema. Conflict is dealt by collective bargaining and is viewed not necessarily as a bad thing and if managed could in fact be channeled towards evolution and positive change. The capitalist ownership of the enterprise endeavour to purchase labour at the lowest possible price in order to maximise their profits. Elton Mayo with Roethlisberger, Whitehead, W. F. Whyte and Homans the Human Relations Approach: Approaches to Industrial Relations 4 Main Approaches: Human Relations Approach, Psychological Approach, Gandhian Approach and Sociological Approach, 1. Closely related to Webers concern related to control in organisations was his concern with power of control and dispersal. His book Industrial Relations Systems (1958) was a pioneering volume in which he presented an analytical framework of industrial relations. Pluralism is the belief that the way to achieve good industrial relations is to acknowledge that various groups of employees have different requirements, and make different demands. According to this approach, the industrial relations system is a study of institutions of job regulations and the stress is on the substantive and procedural rules as in Dunlops model. 4. Thus, employees who perform satisfactorily should keep up or advance in relation to a broad view of the labour market for their jobs, whereas poor or marginal performers should fall. The pluralistic approach totally departs from the unitary approach and assumes that the organization is composed of individuals who form distinct groups with their own set of aims, objectives, leadership styles, and value propositions. Share Your PPT File. Thus, the action theory analysis of industrial relations focuses primarily on bargaining as a mechanism for the resolution of conflicts. Among the three dominant perspectives, the pluralist perspective provides an adequate explanation of the employment relations in modern work organizations. It is a more responsive and flexible. care centers. This approach sees conflicts of interest and disagreements between managers and workers over the distribution of profits as normal and inescapable. According to him, collective bargaining is central to the industrial relations system. Because the industrial workers did not form strong hierarchy, the . Thus, the trusteeship system is totally different from other contemporary labour relations systems. Industrial progress is impossible without labour management. Pluralistic Approach to Industrial Relations The pluralistic approach suggests that there is more than one source of power in the relationship between workers and business leaders. Pluralistic Approach 3. The main proponent of the Human Relations approach is Keith Davis. Marxists consider conflict as a product of the capitalistic society the gap between Haves and Have Nots. This relationship is essentially economic in character and based on contracts executed between the parties. Flexible working hours helps guarantee the assigned work to be completed somehow. Pluralistic Approach to Industrial Relations The pluralistic approach suggests that there is more than one source of power in the relationship . Stability in industrial relations as the product of concessions and compromises between management and unions. The pluralist perspective also supports that conflict is inherent in dealing with industrial relations since different sub-groups have different opinions in the day-to-day operations. The theory is borrowed from the field of political science. Each offers a particular perception of workplace relations . The organisation is seen as multi-structured in terms of groups, leadership, authority and loyalty. The human relations approach highlights certain policies and techniques to improve employee morale, efficiency and job satisfaction. It does not store any personal data. Trade unions are seen both as labour reaction to exploitation by capital, as well as a weapon to bring about a revolutionary social change. From its point of view, the inevitability of conflict comes from the inequalities of powers caused by capitalism exploitation. At the lower level of analysis, explicit theorisation of the industrial relations situation is poorly developed. The subject, therefore, includes individual relations and joint consultations between employers and work people at their workplace, collective relations between employers and their organizations and trade unions and the part played by the state in regulating these relations. Reference List Fox, A. He also appealed to the workers to behave as trustees, not to regard the mill and machinery as belonging to the exploiting agents but to regard them as their own, protect them and put to the best use they can. The unitary perspective places organizational goals above the needs of individual employees or managers. industries to globalization and outsourcing, workers are moving to service counters and health Scholars have described three major theoretical perspectives or frameworks, that contrast in their understanding and analysis of workplace relations. Definition: The Industrial Relations or IR shows the relationship between the management and the workmen within the industry and the role of a regulatory body to resolve the industrial disputes. This perspective is to reveal the nature of the capitalist society. For the Marxists, all strikes are political. In the. Any conflict is seen as a result of a temporary aberration resulting from poor management. He highlighted the need for a formal system of collective bargaining as a method of conflict resolution. Important to remember that these are analytical categories and not predictive models. Focusing on those objectives is thought by some to be the best driver of efficiency.. The human relations school founded by Elton Mayo and later propagated by Roethlisberger, Whitehead, W. F. Whyte and Homans offers a coherent view of the nature of industrial conflict and harmony. His concept of trusteeship is a significant contribution in the sphere of industrial relations. This approach also regards conflict between employers and employees inevitable. The Pluralist perspective of industrial relations is just as the name suggests, they see organisations as constellations of different groups. With the development and increased accessibility of commercial air travel and shipping containers in the mid to late 20th century, mass production became a global affair, with major companies outsourcing product development to countries where workers wages and costs of materials were lower. The three major perspectives on Industrial Relations are; In unitarism, the organization is perceived as an integrated and harmonious system, viewed as one happy family. Pluralist Theory of Flanders (1970) According to him, collective bargaining is central to the industrial relations system. It is how the labour and the industry interact based on two traditional approaches namely the Unitarian approach and the Pluralist approach. Some of the components of human resource management are (a) human resource organisation; (b) human resource planning; (c) human resource systems; (d) human resource development; (e) human resource relationships; (f) human resource utilisation; (g) human resource accounting; and (h) human resource audit. Industrial relation issues are complex and multifarious. 4. Pluralist perspective also accepts that employees have loyalties to organisations other than their own management and that trade unions are a legitimate source of these loyalties. According to him, employers should not regard themselves as sole owners of mills and factories of which they may be the legal owners. It is now substituting human work and goes hand-in-hand with foreign manufacturing in reducing the need for employees and causing a shrinkage in job opportunities. Thus, the Weberian approach gives the theoretical and operational importance to control as well as to the power struggle to control work organisations a power struggle in which all the actors in the industrial relations drama are caught up. Social change initiates strong reactions from the worker class and bridges the gap between the economically settled owners of factors of production and the economically dependent worker class. The FoR framework was introduced into the EIR field by British sociologist Alan Fox (1966, 1974 . But there was reaction against the excessive claims of this school of thought in the sixties. Psychological Approach to Industrial Relations: According to psychologists issues to industrial relations have the differences in the perception of management, unions and rank and file of workers. These perspectives are unitary perspective, pluralist perspective and Marxist perspective as Dzimbiri (2008) suggests. [citation needed] The Ahmedabad Textile Labour Association, a unique and successful experiment in Gandhian trade unionism, implemented many of his ideas. Unions are portrayed as an outside force that competes for the employer's loyalty and pits employees against management. Required fields are marked *. The unitary perspective on employee relations is one of cooperation. Similarly, factors like motivation, leadership, group versus individual goals, etc., are responsible for industrial conflicts. Content Guidelines 2. For the past years, technology has taken its course and been able to do jobs that at one point in time was an actual persons job before. ii. A union is a group of workers that are joined together in a specific type of organization for improving their working conditions as well as to help in promoting the common interests of the group. %PDF-1.6
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This perspective also considers alternative processes that can be used in decision making (Edwards, 2007). In its place, it suggests a method of inquiry, which attempts to develop sociological models of conflicts. HUr0aJKLp@$F`1i'f!q3={t@l" _o'W:p S$/6)@1Q0 @+*tJ42x&5kv/[V6MNqZN(/
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