Amity Business School



Why are Employee Relations worthSchool Amity Business studying?
• For many people work is central in terms of time, money, identity, status, social relations • Most of us experience work as employees – we have an employment relationship – between ourselves and those who employ us, and an employment status • However many different interests at work (‘stakeholders’) – owners, shareholders, managers, employees, customers – all exert pressure on employment relationship

Why are Employee Relations worth studying?

Amity Business School

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For employers – the ‘labour question’ a central one Need labour to produce output Need to ensure labour does what employers want Need for control – of labour costs and activities and need for welfare • Tension – control v commitment

HISTORY OF INDUSTRIAL Amity Business School RELATIONS • Pre-industrial society (Agriculture) • Industrial Revolution .

EARLY STAGES OF Business School Amity INDUSTRIALISATION • • • • • Loss of freedom Unhygienic working conditions Employment of children Freedom of contract The pursuit of self-interest .

INDUSTRIAL RELATIONS Amity Business School Relationship between Management and Labor or among Employees and their Organizations that characterize or grow out of employment. .

adjustment and accommodation. • Certain rules are formed and adhered to for co-existence of the two parties.labor and management. • Both parties must work in spirit of cooperation. .ESSENTIALS Amity Business School • Require two parties.

DEFINITION Amity Business School Industrial Relations deal with either the relationship between the state and the employers and the workers’ organization or the relation between the occupational organizations themselves. .

• Higher productivity translates into higher wages. the problem is in obtaining consensus. • While all parties agree that conflict is inevitable.INTRODUCTION Amity Business School • Continuing work environment issues are creating pressures for more industrial relations reform. better jobs and improved job security. .



PARTIES IN Amity Business School INDUSTRIAL RELATIONS Three major parties: government. ARBITRATION The submission of a dispute to a third party for a binding decision AWARDS Written determinations setting out the legally enforceable terms and conditions of employment. employer associations and trade unions. .

WHY EMPLOYEESAmity Business School JOIN UNIONS Compulsion Protection Social pressure Political beliefs Solidarity Tradition Pay and conditions Communication Health and safety .

Amity Business School INDUSTRIAL RELATIONS PROCESS • Collective bargaining • Consent awards • Arbitrated awards .

Amity Business School System Power .Negative behaviours .Information hoarding .Traditional Adversarial I.R.Rights .Interests .

trade unions and governments in industrial relations. pluralist and radical approaches to industrial relations. • Understand individual and collective bargaining.OBJECTIVES OF IR Amity Business School • Understand the key strategic issues in industrial relations. • Appreciate the role of employers. . conciliation and arbitration. • Explain the unitary.

• To enhance the economic status of the workers. • To provide an opportunity to the workers to have a say in the management and decision making. • To regulate the production by minimizing industrial conflicts through state control.OBJECTIVES Amity Business School • To maintain sound relations between employers and employees. .

Amity Business School • To improve workers’ strength with a view to solve their problems through actual negotiations and consultation with the management. • To extend and maintain industrial democracy. • To avoid industrial conflicts and their consequences. • To encourage and develop Trade Unions in order to improve the workers’ collective strength. .

Factors affecting industrial relationsSchool Amity Business • • • • • • • • Institutional Economic Social Technological Psychological Political Enterprise-related factors Global factors .

Approaches to Industrial Relations School Amity Business • • • • ‘My boat’ attitude ‘Shared boat attitude’ ‘Our boat’ attitude ‘Your boat attitude’ .Fahlbeck .

Approaches to Industrial Relations School Amity Business • • • • • • Psychological Sociological Human Relations Socio-Ethical Gandhian System .

The Industrial Relations ‘System’ School Amity Business • Dunlop pioneering work in 1950s developed from ‘social systems’ thinking of Talcott Parsons • IR system a sub-set of economic system and largely self-contained and self-regulating • Focus was national systems. so different countries developed own systems guided by governments • Criticisms that concern with stability and ‘order’ ignored very real conflicts that could arise within systems .

John Dunlop and an Industrial Relations System CONTEXTS ACTORS PROCESSES OUTCOMES Economic Social Legal Political Techno – Logical Employers Managers Trade Unions Employees Customers* Shareholders* Collective Bargaining Legal Reg. Conflict Less Conflict Pay and Conditions Amity Business School Feedback Shared Ideology .

Theoretical perspectives • Unitary • Pluralist • Trusteeship Amity Business School .

Conflict is pathological.Harmony & co-operation .One source authority .Unions unwelcome . whether mischief or misunderstanding .Unitarism Amity Business School Management & staff strive together for common purpose .

• Sees stability in industrial relations as the product of concessions and compromises between management and unions.Pluralism Amity Business School Regards conflict as inevitable because employers and employees have conflicting interests. • Trade unions are seen as legitimate representatives of employee interests. .

employer can never secure total control or achieve complete power. .Marxism Opposing interests of different classes. However. Asymmetry of power based on ownership. Amity Business School An employer can survive longer without labour than an employee can survive without work.

ESSENTIAL CONDITIONS FOR SOUND INDUSTRIAL RELATIONS Amity Business School     Equity and fairness Power and authority Individualism and collectivism Integrity. trust and Transparency .

• Provision for the various committees to implement and evaluate the collective bargaining agreements. court orders & judgment etc. . • Government should be provided with requisite authority for settling the industrial disputes wherever necessary.MAINTAINING INDUSTRIAL PEACE Amity Business School • Establishment of machinery for prevention and settlement of industrial disputes.

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