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Approaches To Industrial Relations PDF
Approaches To Industrial Relations PDF
On
The Approach of Industrial Relation
Lecturer,
Dear Madam, With all due respect, we would like to inform you that we have
completed our report on the approach of industrial relation.In the process of
completing it, we have researched through all the possible mediums for gathering the
required information. We cannot be thankful enough to the lessons we were provided
by you to enrich our point of view and analytical ability. We hope that we could deliver
our best dedication on this in depth analysis based report. We would be honored if
you could provide your valuable judgement on this report after reviewing its concept.
We can only expect of it to be resourceful and informative enough to you.
Sincerely yours,
Group 01
Content
1. Unitary approach
2. Pluralistic approach
3. Marxian approach
4. System approach
5. Socio-Action approach
6. HRD approach
7. Psychological approach
8. Gandhian approach
Approaches to Industrial Relations
The Industrial Relations shows the relationship between the management and the
workmen within the industry to resolve the industrial disputes.
IR is perceived differently by a different group of behavioral practitioners and
theorists. Some believes that IR is related to the Class Conflict while some perceived
it in terms of Mutual Co-operation and still others perceived it in terms of Competing
Interests of various groups.
On the basis of these perceptions, there are eight popular approaches to Industrial
Relations. These are:
Unitary approach
Pluralistic approach
Marxian approach
System approach
Socio-Action approach
HRD approach
Psychological approach
Gandhian approach
Unitary Approach:
Farnham and Pimlott, who are pioneers of the approach, mention that there is no
conflict of interest between the owner of capital and labour power.
The unitary approach is based on the assumption that the organization is an
integrated group of people with single authority/ loyalty structure and a set of
common values, interests and objectives shared by all members of the organization.
Under unitary approach, industrial relation is based on mutual cooperation,
individual treatment, team work and shared goal.
Here, the conflict is seen as a temporary divergence which is caused due to the poor
management or the negligence on the part of the employees to understand and mix
with the organizational culture.
https://www.slideshare.net/manumelwin/3-unitary-perspective-approaches-to-industrial-relations-
industrial-relations
https://www.slideshare.net/manumelwin/3-unitary-perspective-approaches-to-industrial-relations-
industrial-relations
https://www.google.com/search?q=assumption+of+unitary+approach+to+industrial+relations&source=lnms
&tbm=isch&sa=X&ved=0ahUKEwiNmpiU46LkAhU04HMBHeG4DEIQ_AUIESgB&biw=1366&bih=657#imgrc=m
KgwUYGiEvY6rM:
Pluralistic approach:
This approach was practiced in mid 1960s and early 1970s in England. This approach
was developed by British scholars A. Fox. He perceives that organization is a coalition
of competing interest groups mediated by the management.
The pluralistic approach is just the opposite of unitary approach which is based on
the assumption that an organization is an alliance of powerful, management and
trade unions having different competing interests are mediated by the management.
The management and the trade unions are the powerful sub-groups that may not
agree with certain terms and conditions prevailing in the organization and to resolve
those management tries to mediate the interest of both the groups.
https://businessjargons.com/approaches-to-industrial-relations.html
https://www.google.com/search?q=assumption+of+pluralistic+approach+of+industrial+relation&source=ln
ms&tbm=isch&sa=X&ved=0ahUKEwiQyrfOpKPkAhVp63MBHRLECAwQ_AUIESgB&biw=1366&bih=657#imgrc
=Ty-JgCqg5xkKFM:
Marxist approach:
Karl Marx, Father of communism Philosopher, who is the pioneer of the Marxist
approach to industrial relation.
The Marxist approach is based on the basic assumption that the conflict is regarded
as the product of a capitalist society. Marxists argue that industrial relation is a
relation of clashes of class interest between capital and labour. The conflict /clashes
arises not just because of the rift between the employee and the employer, but also
because of the division in the society between labour and capital.
Employer (capital) tries to maximize profit by holding surplus value and underpaying
workers remuneration. Workers clash for his share in the outcome of wealth because
he is the human means of production. Industrial relation is a continuous process of
clash of interest between capitalist and labour.
To overcome such situation workers form trade unions so as to safeguard their
interests. The Marxist believes that the state intervention via legislation and
industrial tribunals work in the interest of the management.
https://businessjargons.com/approaches-to-industrial-relations.html
http://www.naukrihub.com/industrialrelations/marxist-perspective.html
System approach :
John Thomas Dunlop is the pioneer of the approach. He suggested that industrial
relation system is a process created by four interrelated elements comprised of—(a)
certain actors, (b) environment context, (c) an ideology, (d) a body of rules.
System approach comprised of three sets of independent variables: the ‘actors’, the
‘contents’ and the ‘ideology’ which binds the industrial relations system together,
and a body of rules created to govern the actors at the workplace.
http://www.naukrihub.com/industrialrelations/dunlop-model.html
https://slideplayer.com/slide/7830345/25/images/12/THE+DUNLOP%E2%80%99S+SYSTEMS+APPROACH+T
O+INDUSTRIAL+RELATIONS.jpg
Socio-Action approach:
The pioneers of this approach are C.J. Margerison and Max Weber. According to
Green (1994, p.4), “the social action theory views industrial relations from the
individual’s viewpoint and motivation”.
Social action theory represents a contribution from sociologists to the study of
organizations. The theory discusses the behaviour of the individual and group within
organization. This perspective regards conflicts of interests as normal behaviour and
part of organizational life.
Social action emphasis the use of interview, survey and the observation of
interpersonal relation in determining the reality of both society and of organizations.
According to Green, while system approach is up-down, social action theory is a
bottom-up approach.
According to the theory, individual behavior, desire and social works are shaped by
some social and psychological factors. They are exhibited in the diagram.
Goals
Expectation Experience
People
Social Interaction
action with others
Norms,
values,
attitude
https://pdfs.semanticscholar.org/3a29/7a999d9e097613a0d4f007f7485c9f38e808.pdf
http://eduplanetbd.blogspot.com/2016/09/social-action-approach-to-industrial.html
HUMAN RESOURCE DEVELOPMENT APPROACH(HRD):
Harbison and Myers have defined HRD as the process of increasing the knowledge,
skills and capabilities of all the people in a country.
This approach ensure and help employees developing their personal and
organizational skills, knowledge and abilities. HRD Approach focus on Team Work
base system. HRD Approach is Proactive and not Reactive.
It recognizes employees as the greatest assets in an organization and believes they
can developed to an unlimited extent with proper atmosphere and treatment.
HRD is important to develop strong industrial relations and to motivate workforce.
Effective HRD helps to avoid conflicts and create healthy environment.
Motivating
Employees
Councelling Mentoring
Develop
Coaching
https://www.slideshare.net/richisimon/approaches-to-industrial-relations
https://www.slideshare.net/apoorvapink/hrd-approach-to-industrial-relation
Psychological approach:
Mason Harie is the pioneer of the psychological approach to industrial relation.
The psychologists perceived the problem of the industrial relations as a result of the
varying perception, attitude and mindset of the key participants, i.e., the employees
and the management.
Psychologists associated the problems of industrial relations with the perceptions
and attitudes of the focal participant: labour & management.
Mason Harie conducted a test ‘thematic application test’ to understand the
behaviour, mindset and perception of the two major work groups, i.e., executive and
the union leaders, in a particular situation.
https://theinvestorsbook.com/approaches-to-industrial-
relations.htmlhttp://www.simplinotes.com/approaches-industrial-relations/
Gandhian approach:
The Gandhian approach to industrial relations was proposed by Mahatma
Gandhi or Mohandas Karamchand Gandhi.
Gandhian approach to employer-employee relations is based on the fundamental
principles of truth, non-violence and non-possession. This approach presumes the
peaceful co-existence of capital and labour.
According to Gandhiji, the trusteeship is a significant contribution in the sphere of
industrial relations. If the employers and employees follow the principle of
trusteeship, there is no scope for conflict of interests between them.
Gandhiji accepted the workers’ right to go on strike in a peaceful and non-violent
manner, when the employers fail to respond to their moral appeals.
https://theinvestorsbook.com/approaches-to-industrial-relations.html
http://www.yourarticlelibrary.com/employee-management/5-approaches-to-employer-employee-relations-
employee-management/27998
http://www.scoopskiller.com/management-materials/human-resource-management/approaches-industrial-
relations/